A.

C. Based on the environmental data the factors that might have a difficulty filling their vacancies in the future according to the scan is that there are available candidates who are ready to fill the managerial positions. However our filling policies at tanglewood require employees to start out as store associates and work their way up in the organization if they choose to do so and if the store needs this position filled. And for that reason we have determined that the tanglewood might have problems in filling their vacancies in the future. And one way we want to go out about hiring an exceptional workforce is maybe to hire motivated, intelligent and determined to do a specific job

E. according to the forecast of labor requirements found in table 1.1, next year will need 4,845 store associates, 42 shift leaders, 105 department managers, 21 assistant managers, and 5 store managers. As a result we will need to be hiring a large amount of store associates. We will keep most of them at the associate position and promote some of the more experienced associate in the managerial positions. In order to fulfill all of our hiring practices, we need to bear in mind the policies of acquiring new talents. We will also strive to have and to build exceptional workforce quality number of ways. We will work to improve job satisfaction by providing employees with task variety. We will also encourage team work by having contest between store departments and have parties to celebrate hard work and to honor the winning team. B&D

Tanglewood Case 2 Table 1.1 Markov Analysis Information Transition probability matrix Current Year Previous year: ( 1 ) ( 2 ) ( 3 ) ( 4 ) ( 5 ) Exit ( 1 ) Store associate 0.43 0.06 0.00 0.00 0.00 0.51 ( 2 ) Shift leader 0.00 0.54 0.16 0.00 0.00 0.30 ( 3 ) Department manager 0.00 0.00 0.64 0.06 0.00 0.30 ( 4 ) Assistant store manager 0.00 0.00 0.06 0.52 0.08 0.34 ( 5 ) Store manager 0.00 0.00 0.00 0.00 0.66 0.34 Forecast of availabilities Next Year (projected) ( 1 ) ( 2 ) ( 3 ) ( 4 ) ( 5 ) Exit Previous year: Current Workforce ____

( 1 ) Store associate 8,500 3655 510 0 0 0 4335 ( 2 ) Shift leader 1,200 0 648 192 0 0 360 ( 3 ) Department manager 850 0 0 544 51 0 255 ( 4 ) Assistant store manager 150 0 0 9 78 12 51 ( 5 ) Store manager 50 0 0 0 0 33 17 Gap analysis Next Year (projected) (1)(2)(3)(4)(5) Year end total 3655 1158 745 129 45 (column sum) External hires needed 4845 42 105 21 5 (current workforce-total)

2.

Job Description

Job Title: Human Resource Manager Reports to: Executive Director; Human Resource Administrative Department: Human Resource Division Purpose: Provide Expert professional advice and support to managers and staff on all aspects of people in the management, identify HR priorities and recommend appropriate people management solution which support business aims, in addition to provide a customer focused HR service.

Essential Duties and Responsibilities: Identify design and implement strategic HR projects, as and when required. Provide support to managers in the recruitment of all staff. Participate in the section of staff, as appropriate. Work closely with senior and line managers, providing them with expert guidance, coaching and support on a full range of HR activities. Provide advice and guidance on individual employee relating cases ensuring that these are well managed and meet the requirement of boards policies. Ensure that managers and staff are aware of the policies and procedures and able to operate them effectively. Monitor review the system of performance appraisal and continually develop as necessary. Ensure that staff are informed and updated on key business and organizational issues. Physical Demands: While performing the job the employees are required to communicate well with his coemployees and other respective task. Work environment: A good working knowledge of the systems Ability to create HR communications appropriate for the audience Good facilities/ environmental friendly Facilities are open 7days