Business expansion and sustainability

QUESTION

Business Expansion and Sustainability
Overview
In order to complete this assignment, refer to the scenario that you chose in the Staffing Plan for a Growing Business Assignment.

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

Requirements
Using the scenario from the Staffing Plan for a Growing Business Assignment, write a 6–7 page paper in which you:

Identify three job requirements (e.g., needed certifications, previous work experience, external influences, etc.) that could apply to your chosen scenario. Determine two ways these requirements could impact staffing at your organization. Next, suggest one 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 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 branding strategies that you would employ to attract qualified applicants to your organization. Next, suggest three 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 selection processes for recruiting new employees that could apply to your chosen scenario and then identify five selection criteria that you could use when hiring new employees. Next, analyze the effect of the five identified selection criteria on long-term employee retention and preservation of organizational knowledge. Justify your response.
Suggest 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. Next, identify four job predictors that you believe can assess candidates’ knowledge, skills, abilities, and other skills and experiences (KSAOs). Provide support for your rationale.
Go to Strayer Library to locate at least three quality resources in this assignment. Note: Wikipedia and similar websites do not qualify as quality resources.
Format your assignment according to the following formatting requirements:
This course requires the use of Strayer Writing Standards. For assistance and information, please refer to the Strayer Writing Standards link in the left-hand menu of your course. Check with your professor for any additional instructions.

The specific course learning outcome associated with this assignment is:

Develop recruitment plans to meet an organization’s expansion and branding goals.

ANSWER

Organizational Staffing Plan: Part 1

The purpose of this paper is to create a business staffing plan. I am choosing scenario 1. I am a Human Resources Manager of an expanding technology company consisting of 170 employees developing and distributing small electronic devices. Recently, my company won a contract to build and provide these remote surveillance cameras to various government agencies. The agreement will begin with your company supplying these cameras to agencies within your home state. I will need to secure a larger facility and hire more staff to sustain the first part of the contract. The team will consist of 10 Assembly Technicians, one Certified Quality Control Engineer, one Contract Administrator, and one Office Support Paraprofessional.  There is a contract clause requiring that I provide a staffing plan to ensure future product deliveries and sustain the possible future growth.

Staffing Models

Model One

The first staffing model that I will implement is outsourcing. Outsourcing is a process where an organization hires an outside party to handle specific responsibilities within an organization instead of hiring new staff (Jerónimo, 2020). As the company’s human resource manager, I find outsourcing an effective staffing model given that the contract will last for only two years; therefore, there is no need to hire employees permanently. Additionally, some of the expertise required for this contract, for example, assembly technicians and certified quality control engineers, require experts, and currently, the technological company does not have them. Thus, we cannot assign these responsibilities to available staff. Another reason I choose outsourcing is that it will allow the experts to focus on the core activities of the contract. Concentrate on the agreement will enable the employees to deliver quality products as per the customers’ requirements. Furthermore, outsourcing will reduce the costs of hiring employees, such as advertising costs, healthcare, other benefits, and the cost of other activities associated with recruitment. Since the company will be outsourcing experts, this model is likely to enhance efficiency and productivity.

Model Two

In the second model, I will settle for contingent workers. A contingent worker is a freelancer with extensive expertise in their field of work. They are independent contractors and consultants who are available to work for an organization on a non-permanent basis.  As the company’s human resource manager, I find the contingent worker model more effective since the contract will last for only two years; therefore, the workers will only be available to the company for as long as the contract is open. Moreover, the workers are not employees of the company, and hence, the company will not be responsible for them as it would for its hired employees (Chen, Yeh & Madsen, 2019). Another reason I find the contingent worker model effective is they are more experienced in their respective fields, and therefore, can deliver on the objectives of the contracts. The contingent workers work for themselves; therefore, the company will not have to implement any management or supervision activities. Considering the experience of these workers, they are likely to enhance production and thus guarantee future growth for the organization.

Legal Issues

When it comes to human resources and equal employment opportunities, there are many legal issues that human resource managers face. Apart from upholding their traditional responsibilities in the organization, human resource managers are responsible for creating equal opportunities for employment and creating a balance between the employee and the employer (Stewart & Brown (2019). However, while carrying out this responsibility, the manager is likely to face legal issues relating to human resource management. They include the disability discrimination act that prevents organizations from discriminating against people suffering from mental or physical disability. The human resource manager must provide equal opportunities where people with disabilities are also allowed to apply for jobs.

Additionally, the equal pay act is another legal issue in human resource management. This issue prevents pay discrimination based on gender. Also, the Age discrimination act is another legal issue faced by human resource managers when establishing equal employment opportunities. This act protects people who are above 40 years from discrimination. Although as the manager, I am supposed to hire employees who are energetic and can deliver on the needs of the company. This act requires me to provide the same opportunity to people above 40 years.

There are several ways through which, as the human resource manager of the organization, I believe that the best practice for ensuring transparency within the contingent worker model is implementing policies that require contingent workers to submit applications and go through a competitive vetting process. This technique will ensure that the organization provides an opportunity to all interested workers and gets to choose the most qualified for the contract.

Job Requirements and Task Statements

The first step that I will need to perform to identify, analyze and develop job requirements and task statements to research other businesses and understand the processes they have implemented. This step is essential because it will provide information about how companies are doing the same job. Additionally, I will need to understand how these companies created their job requirements. The second step will involve analyzing the requirements of the organization to understand what is needed from the employee. The needs of the organization will inform the job requirements. Finally, I will assess the qualifications and expertise that and qualifying candidate should have. These qualifications will be both academic and experiential. Due to continuous development and technological advancement, I will conduct a yearly review and adjustment of the job description to ensure that I hire or train employees to acquire new skills that would have emerged over the period.

Managing Employee Turnover

Competition is no longer experienced in the markets only as companies are now competing to hire the most qualified employees in the industry. This completion for qualified employees has led to high employee turnover in some companies. Apart from the competition, other internal and external factors can lead to high employee turnover. However, there are mitigation techniques that companies can implement to reduce employee turnover. The first technique is to offer competitive pay and benefits. This is the most efficient way through which an organization can retain its employees. Employees are more attracted to organizations that offer them better pay. If the company is among the best-paying companies in the industry, then it is likely to reduce employee turnover. Employee motivation through career development and implementation of flexible working schedules are also techniques that can help reduce employee turnover. Apart from delivering on the objectives of the company, employees are attracted to an employer who helps them grow their careers. These methods will be beneficial to the organization because they will help it retain qualified and experienced employees that will help it deliver on its objectives.

Conclusion

To conclude, from the data presented, each model that is implemented in staffing has its benefits, and organizations need to settle on models that best fit their objectives. Additionally, we can conclude that several legal issues face human resource managers in their efforts to deliver equal employment opportunities, for example, the age discrimination act and pay discrimination act.

References

1. Chen, C. H. V., Yeh, P. W., & Madsen, J. (2019). Contingent worker and innovation performance in electronics manufacturing service industry. Chinese Management Studieshttps://scholars.ncu.edu.tw/en/publications/contingent-worker-and-innovation-performance-in-electronics-manuf.

2.     Herbert Heneman III, Timothy Judge, & John Kammeyer-Muller. 2019.  Staffing Organizations (9^th ed.). Middleton, WI:  Mendota House/McGraw-Hill.https://www.google.com/search?

3. Jerónimo, C. M. C. H. (2020). Business models reinvention: from staffing to management consulting case.

Stewart, G. L., & Brown, K. G. (2019). Human resource management. John Wiley & Sonshttps://repositorio.iscte-iul.pt/bitstream/10071/20618/1/phd_carlos_hernandez_jeronimo.pdf

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