Tanglewood Casebook - Essay Example

Tanglewood Casebook The Tanglewood Casebook offers excellent learning experience by presenting critical issues relevant to the growth of the organizations. Notably, the Tanglewood cases underscore the significance of setting organizational goals, establishing vibrant staffing policies, and evaluating the needs of the organizations in order to attain a competitive advantage. Decisions about the deployment, acquisition, and retention of the workforce should inform the formulation of the staffing strategies as indicated in the first and third cases of Tanglewood.

Similarly, case one presents an in-depth comprehension of how strategy, competition, and culture tend to influence the recruitment plan in organizations. Fundamentally, differentiation strategy creates a strong culture and a competitive edge. For instance, Tanglewood utilizes moderate pricing, excellent customer service, practices distinct culture and values, promotes talents, and recruits exceptional workforce in order to have a competitive advantage (Mueller-Kammeyer). Internal hiring and incorporation of the employees’ suggestions makes organizations outstanding as typified by Tanglewood.

Similarly, expansion strategy is of paramount significance for the organization to realize high volume of sales and profit margins. Planning is critically important in the staffing process as it enables organizations to evaluate and forecast the need for recruiting workforce. As indicated in the Tanglewood Case two and three, organizations have a responsibility to combine the forecasting labor needs while comparing the requirements of the job availabilities (Mueller-Kammeyer). In effect, the planning process can assist organizations to bridge the gaps in the workforce.

Organizations should not violate equal employment opportunity, and thus recruitment should reflect gender and demographic balance. Recruitment should endeavor to acquire a vibrant workforce that works towards attaining the needs of the organizations. Primarily, the organizations should employ the best methods of recruitment in order to achieve the set objectives and win competitive advantage. Similarly, the identification of the potential candidates during the recruitment should utilize different predictors as typified by the Tanglewood case four, six, and seven.

In essence, the fourth case has captured interviews, standardized tests, job trials, and personality measures as predictors of the right candidate during the staffing process (Mueller-Kammeyer). Organizations should embrace diversity in the workplace. Organizations should consider race, ethnicity, gender, and background as indicated in Tanglewood case five. The case offers insight into the evaluation of whether diversity exists in the acquisition of the workforce. The determination of whether diversity exists in the organization serves as the first step in addressing labor related legal complaints.

Employee retention is a crucial element that facilitates the growth of organizations. Organizations should endeavor to recruit, promote, and retain the talented workforce. As indicated in Tanglewood case eight, it is of paramount significance for organizations to establish programs for attracting and retaining the workers (Mueller-Kammeyer). Similarly, organizations should try to reduce the turnover rate in order to ensure smooth running of the various activities. Hence, it is the role of the human resource manager to make sure programs are in place to support the workforce.

Mueller-Kammeyer contends that periodic employee surveys to assess the level of satisfaction are significant because it informs the plans of the human resource department. Therefore, case eight calls for the human resource managers to have the necessary skills in establishing programs that retain talented employees. Work Cited Mueller-Kammeyer, John. The Tanglewood Casebook, Seventh Edition. Gainesville: University Press of Florida, 2012. Print.