Staffing Plan for a Growing Business

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BUS 335

A staffing plan shows the number and types or arrangements of employees a business needs to have on board over time. A plan can be developed for the company, for a department within the company or for a specific, time-limited project. Not only do staffing plans guide the recruitment, hiring and development of employees, the plans are also essential for budgeting and financial needs. Funding proposals such as seeking venture capital for a startup or writing an application for a grant usually require staffing plans.

Types of staffing model

The basic outline for a staffing plan includes shaping the anticipated staffing levels or manpower needed over time, looking at existing staffing levels and recognizing the lacks or “gaps” between the two. Approvals can then be made for resolving the openings, whether through staffing of new hires, training and promotion from within or externally with contractors.

Two types of staffing models that could apply to scenario number two are Temporary Staffing Service and Long-term Staffing. As the name suggests, temporary staffing meets the short-term needs of employing organizations. Temporary staffing helps establishments fill in for spots made vacant by their absent employees or helps in enhancing the existing staff during times of high capacity. Temporary staffing allows establishments to meet their working encounters with least human resource expenditures and dodging lengthy employing and valuation processes. The huge cost savings involved make temporary staffing an attractive substitute to lasting employment. Long-term staffing services involve placing employees in long-term job, where there’s no definite period involved. This type of staffing obligation is common in the professional and technical areas, where people are vital on a project-to-project basis. It makes more sense for these establishments to hire on a mission basis than on a permanent basis, to avoid wasting of human resources.

The staffing model that would be best suited for efficiency, productivity, and possible future growth is long-term staffing. Having long-term employees is important for many reasons such as, solid knowledge base, indicates stability, cost effective. Finding good employees is challenging for any business. Even if you manage to find good workers, retaining them is another challenge. High turnover suggests worker dissatisfaction, which reflects poorly on the company. Conversely, long-term employees tend to signify employee satisfaction.

Major potential legal issues1

Major potential legal issues that I may encounter when establishing equal employment opportunities and diversity within the workplace while still aiming to acquire employees with the needed certifications and credentials are connections with employee relations and staffing management such as background investigations, disciplinary actions, and promotions, transfers or demotions. I also could encounter major issues with age discrimination and sex discrimination. Running a daycare operation, you are more likely to find younger female caregivers. An older or male applicant could say discrimination could be to blame of not receiving a job. So, in the applicant process I would make my sure my selections would be even all around with diversity with race, age, and sex if they have the required credentials and experience, I am asking of them. The method of achieving transparency within the staffing model is to achieve employee loyalty, According the article, Influence of Transparency on Employees’ Ethical Judgments: A Case of Russia.

“In the context of organizations, transparency is associated with information and knowledge sharing among employees of the organization to improve the company’s productivity and employees’ performance. It is perceived as exposing one’s thoughts and actions to others in order to Influence of Transparency on receive feedback (Lipshitz et al. 2002). Employees’ willingness to share thoughts, information, and knowledge with others promotes an open-minded work environment in which the organization’s strategy and goal can be clearly communicated” (Huang, W. 2018).

Tasks that you need to perform to identify, analyze, and develop job requirements.

Three tasks that I need to perform to identify, analyze, and develop job requirements and task statements that I will include in formalized job descriptions are have employees complete a job analysis questionnaire, interview employees, asking them specific questions about their job duties and responsibilities and, obtain log sheets from employees with information about each of their tasks and the time spent on each task for at least one full work week.

Job descriptions can be used as a tool for recruiting, shaping salary ranges and levels or grades, creating job titles, creating employee’s job goals and objectives, and accompanying performance reviews. They can also be used for career planning, creating realistic accommodations and meeting legal requirements for compliance purposes. Because of this, it is important to have written job descriptions that precisely reflect the employees’ current job duties and responsibilities (SHRM, 2019).

Methods to deal with high employee turnover.

Three methods to deal with high employee turnover and the availability of employees with required knowledge, skills, or abilities are hiring the right people, offering competitive pay and benefits, and allowing flexible work schedules. Also, according to the Fairness at the Organizational Level: Examining the Effect of Organizational, given that employees regard fair treatment from their organization or managers as a benefit deserving reciprocation, the concepts of social exchange can be applied to predict the way in which organizational justice affects employee turnover. Because fair treatment indicates the extent to which their organizations and managers value their employees’ work efforts, employees are less likely to leave the organization (Kuk-Kyoung Moon. (2017).

The primary way the described succession-planning methods would be beneficial to my company hiring the right people, offering competitive pay and benefits, and allowing flexible work schedules. I must hire employees who are behavioral and cultural fit for the job. I can ask employees behavioral interview questions to find out how they react in certain situations that will determine if I am hiring the right person or not. Offering competitive pay and benefits, people want to be paid well. They need to cover standard living expenses food. If I don’t pay them what their credentials are worth, then they’ll find a business that will. Allowing flexible work schedules allows employees to create a work-life balance for themselves while still being dedicated my organization. My workers can pursue things outside work, go to appointments, and take care of their families.

References:

Huang, W. rene@saturn. yzu. edu. t. (2018). Influence of Transparency on Employees’ Ethical Judgments: A Case of Russia. Journal of Business Ethics, 152(4), 1177–1189. https://doi.org/10.1007/s10551-016-3327-z

2019 SHRM. Retrieved from Website: https://www.shrm.org/resourcesandtools/tools-and-samples/hr-qa/pages/conductjobanalysis.aspx.

Kuk-Kyoung Moon. (2017). Fairness at the Organizational Level: Examining the Effect of Organizational Justice Climate on Collective Turnover Rates and Organizational Performance. Public Personnel Management, 46(2), 118–143. https://doi.org/10.1177/0091026017702610




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