Business Expansion and Sustainability

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Assignment 2: Business Expansion and Sustainability

BUS 335

The definition of business sustainability is often defined as managing the triple bottom line – a process by which companies manage their financial, social and environmental risks, obligations and opportunities. These three impacts are sometimes referred to as profits, people and planet.

Job Requirements

As daycare staff care for and educate children in childcare amenities. These professionals may be entry-level childcare workers with high school diplomas or preschool teachers with some postsecondary education. Their lesson plans utilize play to occupy children and provoke them to learn, and these teachers must be inventive and sympathetic when working with children. In addition to teaching, these daycare employees often must provide miscellaneous basic care needs, as well as supplying appropriate nutrition, carrying out cleaning duties and dealing with behavioral issues. They also are rarely tasked with speaking with parents to discuss a child’s educational progress. State licensure and certification in early childhood education or child care may be mandatory.

The job requirements are agreed upon for the basis for the job description and other essential functions to be performed in the role two ways these requirements could impact staffing at your organization either the candidates are under qualified or the listed references don’t check out. One strategy that I could utilize to ensure that all applicants meet the identified job requirements for the organization.is conducting background checks to review candidates’ criminal record, verify employment history and eligibility to make sure possible employees are likely to represent the company in a professional manner. Drug testing would also be required.

Recruitment plan1

Each position requires a documented recruitment plan which is approved by the administrative unit. A sensibly structured recruitment plan plans out the strategy for interesting and hiring the best competent candidate and helps to guarantee an candidate pool which embraces women, men, and understated groups including veterans and individuals with disabilities.

Outlining a long-term recruitment plan that contains at least four components, is aligned with the company’s recruitment strategy, but also addresses possible job skill or credential shortages includes but is not limited to posting period, placement goals, additional advertising resources, and resume banks. Posting period for the company will remain “Open until filled” is an option for both PSS and MSP positions which allows the posting to remain open and viewable on the career site until filled. This option is recommended for all recruitments. Placement goals for the company should include outreach efforts to veterans and individuals with disabilities. Additional advertising resources for the company should be posted on additional internet job boards. Resume banks are a good way to locate penitential candidates who aren’t away of the positions that are open within the company.

Branding Strategies.

Business strategy is a set of competitive moves and actions that business uses to attract customers, compete successfully, strengthening performance, and achieve organizational goals

Three branding strategies that I would employ to attract qualified applicants to the organization would be to put your people first, be flexible and unique, and invest in education

Three communication methods that would be utilized to reach out to applicants would be emailing, calling, and texting if candidate agreed to terms. Predicting the outcome of integrating of the branding strategies and communication methods at the organization I feel the employees would be willing to stay long term if the felt the company was behind them.

Employee selection process.

The employee selection process typically involves notice or advertising, reviewing, screening, interviewing, testing then selecting the best available candidate. Two selection processes for recruiting new employees that could apply to the chosen scenario are reviewing candidate applications and drug testing. Then, identifying five selection criteria that could be use when hiring new employees are qualifications, knowledge, skills, abilities and experience. The effect of the five identified selection criteria on long-term employee retention and preservation of organizational knowledge would be no effect at all. The employees that are employed and are considered long-term most likely meet all the job requirements.

Assessment methods that you could employ to select new employees.

Two 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 are resumes, application blanks and reference checks. Four job predictors that you believe can assess candidates’ knowledge, skills, abilities, and other skills and experiences (KSAOs) are Job Analysis, Assessment Methods, Cognitive Ability Tests and Job Knowledge Tests.

When employers truly care for their employees, they’ll care for one another, your customers and the community. Go beyond incredible benefits. Create a workplace that flourishes on trust and respect for all people — and protect that culture every day. Word will get out. Employees will talk, and they’ll refer like-minded, talented people who believe in your culture and your mission.

References

Ryan, A. M., & Tippins, N. T. (2004). Attracting and selecting: What psychological research tells us. Human Resource Management, 43, 305-318.

Pulakos, Elaine D. ( 2019) Retrieved from Website https://www.shrm.org/hr-today/trends-and)-forecasting/special-reports-and-expert-views/documents/selection-assessment-methods.pdf

Brannick, M. T., & Levine, E. L. (2002). Job analysis. Thousand Oaks, CA: Sage.




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