Tanglewood Case 2
1. Based on our environmental scan, we discovered some issues that will affect Tanglewood’s ability to fill vacancies in the future. The changing demographics in Washington’s population are the most significant issue affecting Tanglewood. The US Census Bureau is projecting an increase in the overall population. The 2010 census estimated Washington’s population to be over 6.7 million; and it is expected to increase to 7.5 million by 2020. The target demographic for shift leaders and department managers is the 20-35 age group. This group is projected to increase over the next five years by 33,500 people. This increase could be beneficial to Tanglewood because it will create job competiveness and make it easier to fill those positions. It could also have a negative affect because of the forecasted expansion of the professional and managerial sectors of the labor market. The increase in the 20-35 demographic will lead to an increase in college graduates; currently, 31% of Washington’s population has a bachelor’s degree. Most college graduates view careers in retail as undesirable. They are reluctant to start in lower level positions and spend years working their way up to management. While the 20-35 demographic is expected to increase the 19-24 demographic is expected to decrease. In ten years, this will create a shortage in the workforce.
Preliminary Statement According to the forecast of availabilities in Table 1.1, Tanglewood will need to hire 4505 store associates next year. It is our recommendation that Tanglewood focus on recruiting college students, high school graduates, and women with school age children. They should focus on long term staffing needs by creating career progression programs for these new employees. They should offer incentives such as flexible work schedules and financial aid assistance to increase retention. This will reinforce our commitment to developing internal talent.
2. After examining Table 1.3, we have noticed some demographics are underrepresented in specific positions. The most noticeable pattern is the low percentage of females in management positions. Minorities are also underrepresented in the shift leader