Assignment 2: Business Expansion and Sustainability

Due Week 10 and worth 280 points

In order to complete this assignment, refer to the scenario that you chose in Assignment 1.

Note: You may create and / or make all necessary assumptions needed for the completion of these assignments.

Using the scenario from Assignment 1, write a six to seven (6-7) page paper in which you: (I am attaching Assignment 1)

1. 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.

2. 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.

3. 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.

4. 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.

5. 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 (KSAOs). Provide support for your rationale.

6. Go to

https://research.strayer.edu

to locate at least three (3) quality resources in this assignment. Note: Wikipedia and similar websites do not qualify as quality resources.

7. Format your assignment according to the following formatting requirements:

o Typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides.

o 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 is not included in the required page length.

o Include a reference page. Citations and references must follow APAthe Strayer Writing Standards format. The reference page is not included in the required page length.

o This course requires the use of Strayer Writing Standards (SWS). The format is different than other Strayer University courses. Please take a moment to review the

SWS documentation

for details.

The specific course learning outcomes associated with this assignment are:

Explain the role of staffing to support an organization’s strategy and improve productivity.

Explain the planning considerations for staffing organizations, the use of job analysis, and the components of a staffing plan.

Develop recruitment plans using both internal and external recruitment.

Design a selection process that incorporates a variety of assessment methods and a supporting decision method for candidate selection.

Use technology and information resources to research issues in staffing organizations.

Staffing Plan for a Growing Business

Felicia Griffin

Professor Steven Jones

February 15, 2020

Types of Staffing Models

Due to the rapid increase of the demographic population within the area, I will initiate two types of staffing models for business growth. These include staffing quantity and staffing quality (personal job match). Based on the first model, staffing quantity, I will utilize the model since the business will require more staff members to handle the increased number of inquiries for childcare. Staffing quantity model will tend to look at the business’s projected requirements of staffing and carry it to its planned availabilities of staffing. Based on the scenario, there are fewer requirements and availabilities to handle the future expansion of the business. As such, the model will help to increase the number of both requirements and availabilities to match the number of increased clients. In the figure, I will utilize the staffing quantity model to acquire a total of twelve additional employees. These will include five Certified Day Care Professionals, one Registered Nurse Professional, one Office Support Paraprofessional, and five After-School Assistants. The model will be helpful for the business, especially at this time, when more staff members are of great significance as a result of the expansion.

Another model that I will consider includes the staffing quality model, particularly person/match. In essence, the person/ job match is a model that will help the business to identify or align individuals’ characteristics, including their talents and personalities, with specific needs of job requirements. In other words, the model will aid the business by identifying the individuals who match the requirements in the available positions. In contrast to the staffing quantity model, staffing quality (person/job match) aims at looking at what an individual brings to the table rather than playing around with numbers only. As such, it enables the business organization to only select qualified individuals who will be capable of handling various operations effectively. As a result, the business will continue growing and expanding as well as standing at the competitive advantage position.

Based on the two types of staffing models, the best that can offer the business with high productivity and efficiency rate, as well as the promising future growth of the business, is person/job match. In essence, having employees with adequate skills in the workplace is essential for the business to have stable and constant growth. Besides, talented individuals will enable the organization to experience high production and efficiency in operations and activities. Furthermore, one of the requirements to have such an organization operating in the state is that it should have skilled personnel who are professionally qualified. As such, having a staffing person/job match in place is essential to have the business operating within the state and for the state authority to allow its operation to take place.

Potential Legal Issues

The establishment of equal rights to employment diversity and opportunity in the business may attract some legal issues. United States laws typically enforce such legal issues. In particular, Title VII of the Civil Rights Act prohibits any discrimination regarding or based on factors such as religion, national origin, color, and sex (Rabinowitz, 2016). For instance, there may be a specific ethnicity group with such qualifications that the organization will be requiring. However, during the recruitment period, people may complain of recruiting only the group forgetting it was based on qualifications. Therefore, it is a matter that people may confuse discrimination.

Besides, pregnancy discrimination is another potential legal issue that I may have to encounter. Under the Pregnancy Discrimination Act, the United States law protects pregnant women from being discriminated at the workplace. Many organizations tend to disregard pregnant women since they become slow in terms of performance. The business will have just expanded, and recruiting pregnant women may cause some significant slowdown of operations. Most importantly, when growing companies, an active workforce tend to play an essential role in ensuring they achieve meaningful goals and objectives. However, this also may be mistaken by discriminating against pregnant women. Other legal issues may include age discrimination, sexual harassment, and discrimination against an individual with disabilities.

One of the effective methods that I will consider deploying to achieve transparency includes engaging employees with transparency policies. Here, I will build the process talent acquisition strategy to attract, engage, and retain only talented employees. Besides, I will also ensure to display the attributes of transparency to all employees with everything they undertake. Typically, employees who are not qualified according to the business’s policy will quit, thereby remaining with qualified personnel. The strategy is essential since it will enable the business to avoid such issues that associate with legal issues.

Further, I will ensure encouraging straight forward communication within the business organization. In essence, it is one of the critical elements to support openness and transparency in the workplace. The use of clear and straightforward language will ensure all the organization stakeholders understand the organization’s policies regarding what is to be done and how. As such, there will be no miscommunications that tend to cause legal issues.

Job Requirement Tasks to Perform

The formalizing Job description is a critical aspect that I will consider to apply, especially when looking for talented individuals to fill certain positions. One of the significant steps to consider is identifying the education level and other formal credentials that are in alignment with job requirements. It is important to familiarize myself with the various job duties to understand the necessary needs. The next step will be designing training sessions. After the recruitment of talented individuals, it is essential to ensure they are well found in the organization’s operations. One way to do that is through training, which will not only make the employees to understand their duties and responsibilities, but also giving them an opportunity of improving and expanding their careers. Finally, the third step that I will initiate is to build the organization culture with the trained employees and ensuring they abide by the organization’s policy.

As the company progress, I will ensure to design the business policies that reflect the organization’s culture to retain the job description. Here, I will ensure to have a joint center for the policymaking process to ensure any review and adjustment I take affects the whole organization at large (Heneman, 2015). I will consider learning the contemporary world of globalization to identify significant changes that may have a positive impact on the organization’s production. By having a single unit will help to ensure any changes, I undertake to have a direct effect on the overall operations. As a result, I will have an efficient and smoothly management process when reviewing and adjusting the job description as the progress of the business continues.

Methods to Deal with High Employee Turnover

Dealing with employee turnover is a substantial issue that many contemporary organizations tend to experience. Therefore, I will consider deploying effective measures to deal with unusually high employee turnover. One of the methods to consider includes hiring the right individuals to respective positions. Hiring the right people and retaining their presence within the organization will help to prevent the shifting of workers, which in turn is costly to the organization.

Moreover, I will consider the method of offering competitive pay and employee benefits to a talented workforce. Through this method, I will able to retain already existing workforce for the long-term before deciding to recruit others and applying training sessions. The third method that I will apply is the encouragement of generosity and gratitude. In essence, encouraging employees to pro-social behavior will help to build the acts of generosity and gratitude expression when connecting. The described succession-planning methods will benefit the organization to consistently designing policies that are in alignment with the organization’s culture. As such, the organizational culture will have a long-term impact on the organization in the future as new employees are recruited.

References

Heneman III, H. G., Judge, T. A., & Kammeyer-Mueller, J. D. (2015). Staffing organizations (8th ed.). Middleton, WI: Mendota House / McGraw-Hill.

Rabinowitz, Phil. (2016). Community Tool Box, Preparing Job Descriptions, and Selection Criteria. Retrieved from:

http://ctb.ku.edu/en/table-of-contents/structure/hiring-and-training/job-descriptions/main