Staffing Plan and Recruitment Strategies

Staffing Plan and Recruitment Strategies

• Identify three (3) job requirements (e.g., needed certifications, previous work experience, external influences, etc.) that could apply to your chosen scenario. 
• Determine two (2) ways these requirements could impact staffing at your organization. Next, suggest one (1) strategy that you could utilize to ensure that all applicants meet the identified job requirements for your organization. Justify your response.
• Outline a long-term recruitment plan that contains at least four (4) components, is aligned with your company’s recruitment strategy, but also addresses possible job skill or credential shortages. Note: Consider concepts such as succession planning and hiring retirees.
• Describe three (3) branding strategies that you would employ to attract qualified applicants to your organization. Next, suggest three (3) communication methods that you would utilize to reach out to applicants. Predict the outcome of integrating your branding strategies and communication methods at your organization. Provide a rationale for your response.
• Determine two (2) selection processes for recruiting new employees that could apply to your chosen scenario and then identify five (5) selection criteria that you could use when hiring new employees. Next, analyze the effect of the five (5) identified selection criteria on long-term employee retention and preservation of organizational knowledge. Justify your response.
• Suggest two (2) assessment methods that you could employ to select new employees for your organization and then analyze the validity and reliability of each method in regards to the job your organization is offering. Next, identify four (4) job predictors that you believe can assess candidates’ knowledge, skills, abilities, and other skills and experiences (KSAO’s). Provide support for your rationale.

 Use at least three (3) quality resources in this assignment.

Your assignment must follow these formatting requirements:

Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; references must follow APA or school-specific format. Check with your professor for any additional instructions.

Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required page length.

See below Scenario chosen

Staffing Plan for a Growing Business

The case of this technology company involves the need to develop human resources to achieve a sufficient level to continue growing the business organization to support future needs and demand for its products. The overall goal is for the company to have adequate human resources for the development, production, distribution and sale of its new products to the current government agency in the contract, and other future clients in the government outside the home state. In this regard, it is necessary to determine the appropriate staffing models to support such HR development, analyze the potential legal issues that accompany might face, determine the tasks needed to properly analyze the jobs and develop these positions, and implement an appropriate succession plan. It is argued that, upon integrating the various issues and factors in the decision-making processes of the business, this technology company can benefit an terms of increased probability of long-term success in this endeavor of providing the new product.

Staffing Models

The company can use a number of possible staffing models. Among the notable models considerable for this business organizations case are the staffing quantity model and the staffing quality model. It is important to note that the staffing quantity model focuses mainly on ensuring the adequate number of employees available to fill positions within the organization, with consideration for such factors as the different levels of the organizational structure, and the interactions among these levels. This model also considers the possible succession of the employees as they work through the organizational structure and how such succession can impact the adequacy of the number of employees in filling these positions (Buller & McEvoy, 2012). On the other hand, the staffing quality model focuses mainly on ensuring the proper matching between the personal characteristics of the employees and the characteristics of the job position. Thus, the emphasis is on ensuring such alignment between the employee and the job position, with a high level of alignment usually as an indicator of desirability (Bamberger, Biron & Meshoulam, 2014).

These staffing models have their respective benefits and weaknesses, but it can be argued that, for the case of this technology company, the staffing quality model is the most suitable. This model can provide support for efficiency and productivity because the proper matching between worker characteristics and capabilities, and the requirements of the job positions, can ensure a high level of performance from each worker hired into these positions. As such, there is also a considerable likelihood that using the staffing quality model can help support the organization for possible future growth, because the properly matched employees would be more likely satisfied in their jobs, more likely to stay in the company, and advance in the organizational ladder (Bamberger, Biron & Meshoulam, 2014).

The staffing quantity model may be appropriate for short-term increases in the number of employees in the organization, thereby possibly supporting processes such as rapid short-term expansion to support single project. However, the staffing quality model may be more appropriate for processes that include long-term expansion of the business organization, along with the long-term development of leaders and managers from within the company (Bamberger, Biron & Meshoulam, 2014).

Potential Legal Issues

The company may face potential legal issues when it comes to staffing, especially because there are two contradicting sides, namely, the side of the organization’s need to ensure that the hired workers actually have the necessary qualifications to satisfy the requirements of the job positions, and the side of regulatory requirements indicating that the business organization must ensure support for equal employment opportunities and diversity (Buller & McEvoy, 2012). In this regard, if the organization would prioritize the side of regulatory requirements, there is the potential legal issue of improperly considering the actual qualifications of the applicants in satisfying job requirements. On the other hand, if the organization would prioritize the qualifications of these workers, there is the potential legal issue of not complying with the regulatory requirements pertaining to equal employment opportunities and diversity within the organization (Buller & McEvoy, 2012).

In order to achieve transparency in the staffing model, i.e. the staffing quality model, it is necessary for the business organization to maintain regular monitoring and reporting regarding the progress of the HR development strategy implementation. It would also be beneficial for the company to use different personnel to analyze the staffing situation, so as to provide different perspectives on the actual condition, while optimizing transparency (Zia, Pervaiz, Gill, Fatima & Zafar, 2014).

Tasks for Job Requirements, Task Statements

In order to properly address the needs for job requirements and the task statements for the development of the job description, it would be appropriate to create a checklist that specifically identifies the requirements, characteristics and other notable features of the job positions under consideration (Bamberger, Biron & Meshoulam, 2014). Another task is to make observations of the actual job activities. This task is primarily focused on ensuring that there is a clear understanding of the specific conditions in which the employee would be working (Bamberger, Biron & Meshoulam, 2014). Furthermore, the task of conducting interviews with relevant personnel is highly beneficial in identifying and analyzing the requirements of the job and how these requirements and the corresponding tasks are performed within the workplace (Bamberger, Biron & Meshoulam, 2014).

It might be necessary to review and adjust the job descriptions over time, as the business organization develops and grows. It is expected that the company would need to conduct such reviews and adjustments monthly. This frequency is intended to support the organization in identifying emerging and current issues, based on the expectation that the organization will experience rapid development within the next several months upon the start of the contract (Zia, Pervaiz, Gill, Fatima & Zafar, 2014).

Succession Planning Methods to Deal with Employee Turnover and Availability

In order for this technology company to succeed in the sustaining the human resources, such as in addressing turnover and ensuring the availability of employees with the appropriate qualifications, the suitable methods include formal development, which focuses on the support for the development of technical knowledge, skills and abilities of the worker’s specific to the needs of the job positions in question (Buller & McEvoy, 2012). This method is beneficial because it ensures proper matching between employee capabilities and the job requirements. Another method is coaching and mentoring, which is intended to help the workers to continue improving within their job positions and take advantage of opportunities to potentially advance in the organization (Buller & McEvoy, 2012). This method is beneficial because it helps create meaningful and positive interactions among employees. The company can also use the method of communities of practice, which can support personal and career development. This method is beneficial because it can increase job satisfaction (Bamberger, Biron & Meshoulam, 2014).

Conclusion

This technology company can benefit from the implementation of an HR strategy that is based on the staffing quality model. The emphasis should be on the proper matching between employee qualities and the requirements of the specific job positions in question. The organization should also apply an appropriate set of methods in its succession planning, along with the appropriate measures for addressing legal issues that might arise from its business with the government.

References

Bamberger, P. A., Biron, M., & Meshoulam, I. (2014). Human resource strategy: Formulation, implementation, and impact. Routledge.

Buller, P. F., & McEvoy, G. M. (2012). Strategy, human resource management and performance: Sharpening line of sight. Human Resource Management Review, 22(1), 43-56.

Zia, B., Pervaiz, M., Gill, H., Fatima, A., & Zafar, F. (2014). Correlation of Human Resource Management & Project Management. International Journal of Research in Business and Technology, 4(1), 308-315.

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