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.
Need help on your school work? We write essays for you. Affordable price ($10/page - 250 words). High quality. Email me at thewriteproject@ymail.com
