Tanglewood Case

Throughout the course I had to write several assigned cases regarding Tanglewood case using a variety of techniques and course material. The strategic staffing decision, planning, recruiting, and interviewing are the four cases I will use to make an evaluative analysis of the outcomes I have learned utilizing class discussions, lectures, and readings specifically to each topic. Using these four papers, I will explain how I met the outcomes of my grade, my initial thoughts after discussing each case with my fellow colleagues and what would I change about my answers. At the paragraph level, each paper exhibited grammatical errors; however, portrays an array of organizational strategies by writing about one specific subject and keeping only information relevant to the topic of each case. Demonstrating understanding of each case was reached by creating and following an outline. Each paper followed an outline, starting with an introduction that gave my main topic of what has been asked of me as a staffing consultant and the paper adhered to. All cases were memorandum to Director of Staffing Services, Daryl Perrone whom needed assistance for Tanglewood Human Resource practice.The first case was Strategic Staffing decisions which I had to concentrate on nine staffing levels and four staffing qualities and recommend staffing strategies in order to maintain its culture and niche market to remain competitive. Based on the staffing levels, I proposed to Perrone that Tanglewood acquire and develop new talent, hire sales associates themselves externally and managerial positions internally, continue with a core workforce, retain its employees, maintain a national strategy, attract new employees and customers and under-staff, develop short-term goals focusing on improving the human resource function. In relation to the staffing levels suggested, I also projected that Tanglewood focus on person/organization match; general KSAO's to focus on competency, exceptional workforce quality and being active. After re-reading my initial analysis of the case, I would first correct my grammatical errors made which could have made a minor significant to my score of 9.5 out of 10 points. I would also suggest Tanglewood continue to stay over-staff, rather than being under-staff. Continuing with an over-staff staffing level is very important for Tanglewood, being that it practice the culture of transparency it is best that they have more than average staff per customer.

What do you find interesting about this topic and why? In regards to strategic staffing decisions, I find it interesting because a staffing strategy provides overall guidance on how an organization deals with staff. As well as how to identify new staff, the types of people an organization want on its staff, how organizations develop them and retain them. When an organization utilizes staffing strategies they must reflect current realities, but also set the direction for where the organization wants to be in three to five years. For this being, utilizing strategic staffing essential function is getting the right talent in the right jobs at the right time.

What if anything, did you learn from this case that you could apply to your current job or career objective? This topic is important to understand and utilize in my long term career goal, owning and having my own business. Being a business owner I will have staff to manage and its one part of what is required to achieve my organizational goals and strategies and to fulfill my organization's mission. In order for the strategies I will practice I must follow and execute them on a daily basis. For example, if I have an organization strategy to acquire new talent for sales associate position and hire internally.

Case 2

The second case was all about HR planning , in which I had to perform an environmental analysis of Tanglewood new location in Washington and complete a Markov Analysis . Based on my cross examination of Tanglewood action plan and the environment surrounding Washington, I recommended a new action plan specifically relating to the data in the Markov Analysis. The action plan I projected for sales associates at Tanglewood was to improve its recruitment process, strengthen its selection process and address competency deficiencies. To successfully complete my suggested action plan, I stated that Tanglewood could implement on-line recruitment, partner with staffing agencies, develop and implement a strategy for campus recruitment and job fairs. In the