Workforce Planning and Development

Running head: Workforce planning and development
Workforce planning and development
Name of the Student
Name of the University
Author’s Note

2
Workforce planning and development
1. The planning process has been involving preparing forecasts for an association in
recruiting methods for association. The planning methods have been a combination of the
forecasting needs and methods for the development of the company in the market (De Bruecker
et al. 2015). The objectives of company have been planning activities including hiring of new
employees in the workforce. The demographic content in the workforce have been playing an
important role in development of company.
a. The Washington market has settled for Tanglewood. Various stores have been in
existence for ten years that has been indirectly managed by Emerson and Wood. The internal
promotions for filling many openings as department manager and store manager has been
depended on the operations of the company (Addicottet al. 2015). It has been projected that 16%
of shift leaders has been promoted to rank of department manager, 12% of department managers
have been promoted to assistant store managers and 8% of assistant store managers have been
promoted to store managers (Gupta and Wilson 2017).
b.
Forecast of availabilities
Previous
year(1)Store associate
(2)Shift leader
(3)Department manager
(4) Assistant store manager
(5)Store manager

3
Workforce planning and development
Next year (projected)
(1) (2) (3) (4) (5) Exit
Current Workforce
8,500 4505 510 0 0 0 3485
1,200 0 144
850 0 680
150 0 55
50 0 28
c. The staffing managerial employee environment at Tanglewood has been complex.
Therefore, person have been in urban areas are transferred into small towns as they move up in
promotion chain. Therefore, retail has been observed undesirable market for current graduates.
Retail work experience has been playing an important factor in the development of the
associations (Hewitt et al. 2015). The rate of unemployment have been high and becoming
difficult for individuals for finding new jobs. Tanglewood has been depended on its experienced
employees. The company has been promoting experiences within the social culture and
environment (Goodman et al. 2015). Therefore, this strategy might create problems for the
recruitment process of the Tanglewood in future. There have been no fresher in the workforce as
only experience employees are being hired.
d. The recent focus of staffing has been targeted on filling up vacant positions in the company.
However, the company has been focusing on minimizing employee resignation rate from
workforce. The planning phase has been focused on number of person required to be hired in
company for the growth of the company in the market. The real process of recruiting has been