Staffing plan for growing business
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finalstaffingplanforgrowingbusiness.docxRunning head: STAFFING PLAN FOR A GROWING BUSINESS 1
STAFFING PLAN FOR A GROWING BUSINESS 7
Staffing Plan for A Growing Business Name Business 335 February 10, 2017
Staffing Plan for a Growing Business
Introduction
The paper examined scenario one. The system of staff model establishes on how workers' time is exhausted in the company. This may involve the analysis of skills that every employee has compared to the skills that are needed to run the business on a daily basis. Managers, therefore, make tactical decisions on which employee to hire depending on the skills. To save money on the cost of employees and meet the needs of ever-changing needs, most business resort to employing contingent workers or rather opt to outsource employees to carry out responsibilities that were typically done by the employees (Kolls, Lai, Srinivas, & Reid, 2014). This method has resulted in saving money since it reduces the demand for full- time employment. Most companies that employ this method are those that depend on seasonal markets. The variation between the outsourcing and contingent employees depends on the interaction between the company and contingent employees.
Question one (1)
The two types of staffing models I identified are contingent workers and the outsourcing staffing model. The contingent workers design was deemed suitable for efficiency, productivity, and possible future growth. By definition, contingent workers are independent contractors and part-time, short term, regular and leased employees. These workers are believed to have come from the staffing agencies. The agencies are responsible for taxes, salary, as well as benefits of their employees (Kolls, et al..2014). Notably, when a firm contracts with an agency for staffing for temporary assistance, the company pays directly to the staffing agency as per the agreement. On the other hand, outsourcing is a word developed in a corporate, when a firm decides to eradicate internal staff or a department which previously handled function mainly, like the call center, shipping, human resources, accounting as well as payroll duties (Phillips, & Gully, 2015).Most firms have opted to eliminate internal departments through outsourcing departmental functions to organizations or independent contractors which offer these services for payment. More importantly, the level of duty opted for relies on some functions of the internal department is outsourced. For example, an organization may decide to keep an internal human resource division, although outsource the payroll role to an external entity. Overall, competing on an international level needs workforce flexibility (Phillips, & Gully, 2015). Balancing contingent labor force is essential in meeting the needs of today’s changing business environment.
Question 2
The increase of globalization necessitates other interaction among individuals from different backgrounds since they do not work or live in a limited environment: individuals are part of the worldwide economy competing in a global market (Van der Veen, Hans, Veltman, Berrevoets, & Borden, 2015). For this cause, profit and non-profit firms need to become diversified to remain competitive. Also, maximizing and capitalizing on the place of work diversity is a significant issue for management. Therefore, it is important for leaders and managers to recognize the means in which the location of work is evolving and changing (Kolls, et al..2014). Managing diversity is an essential organizational challenge. Hence managerial skills should adapt to contain a multicultural work atmosphere.
One of the 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 is inclusive and diversity. Overall, inclusive and diversity are advantageous to both acquaintances and employers. Even though associates are inter-reliant within the workplace, respect to individual divergence can increase the productivity (Phillips, & Gully, 2015). Diversity in the place of work can help in reducing lawsuits as well as increase marketing opportunities, innovation, creativity, recruitment, and business image. In a period when flexibility and innovation are essential to competitiveness, thus, diversity is vital to a firm’s success. More importantly, a diverse workforce remains to be a reflection of a shifting world and market (Kolls, et al..2014). Diverse work teams come with high value to firms. Respect to individual differences can benefit the place of work by creating a competitive advantage and escalating labor productivity. The method of achieving transparency within my staffing model will be, embracing open communication. Effective communication is essential in enhancing transparency within an organization. As a result, employees will give their views without fear of contradiction. The management and the employees will have a formal relationship as they perform their various roles.
Job descriptions and assortment criteria help firms and job applicants understand and identify what is expected of them in a particular role, and contribute to determining if a claimant is fit for that position (Yoo, Edwards, Dean, & Dudley, 2016). One of the tasks would be defining the position for the firm, for potential applicants and legally. This would ensure that the person who will be selected for that position understands the job descriptions. Thirdly, I would compose a capsule depiction of the job, including what it is meant to achieve, requirements rather than specific tasks, and who the role reports to. Besides, every employee will understand will they are expected to do.
Question 4
High employee turnover has the capacity have a severe impact on the business, both monetarily and emotionally (Kolls, et al..2014). First, I would motivate my employees. Any company that is mindful of becoming the market leaders as well as obtaining the competitive edge is expected to a workforce that is motivated. The motivated workforce will do everything including their skills into action for the success of the organization. As part of businesses ethics, by motivating employees, they will completely give the highest production in the company including the willingness to work efficiently. When an employee is motivated then, their efficiency and output level will be higher. Motivated human resources help the organization to attain its goals. Motivations have the ability to bring work satisfaction and hence no or little workers turnovers ((Yoo et al. 2016). Moreover, motivated employees will help to attain organize loyalty from workers as well as the high engagement of workforce. To meet the employee's psychological deeds, the company should provide its employees with competitive salaries. This will help them satisfy their essential needs that are fundamental for the living. The company should even buy its employees cars with a discounted programs as well as life assurance measures. Secondly, I would I would ensure that there is a safer, clean and friendly working environment (Phillips, & Gully, 2015). Every organization is expected to provide they have safer and clean working environment. Moreover, there should be a program that provides safety for all its workers. For instance, if any workers get injured, then the business should adequately and justly compensate them.
Thirdly, I would promote open and efficient communication; Effective communication is essential for any organization. Efficient and open communication helps the organization achieve their goals. When their efficient communication from the top management to the employees then, these employees will find it easy to effect and implement the business policies (Van der Veen, et al. 2015). The management should also communicate clear company’s objective and include employees in decision-making agenda of the business.
The first manner in which the described succession-planning methods would be beneficial comprises: first I would ensure that I motivate my employees so that I do not experience employees turn over. Consequently, the motivated workforce will ensure productivity. Secondly, I would give my employees opportunity for growth and development (Phillips, & Gully, 2015). I would take my employees for training and development programs through organized workshops and seminars.
Conclusion
To ensure that my company keeps and attains its path for excellence, I will always conduct surveys with respect to diversity, technology as well as an investment among many other areas. The surveys will be meant to check whether the corporate conforms to the changes that arise because of technology so that the customers can be served well. Also, I will ensure that my company remains visionary in its focus to offer its consumers the best experience. Further, I will have the human resource that is motivated.
References
Kolls, B. J., Lai, A. H., Srinivas, A. A., & Reid, R. R. (2014). Integration of EEG first placement templates into traditional technologist-based staffing models reduces costs in continuous video-EEG monitoring service. Journal of Clinical Neurophysiology, 31(3), 187-193.
Phillips, J. M., & Gully, S. M. (2015). Strategic staffing. Pearson.
Van der Veen, E., Hans, E. W., Veltman, B., Berrevoets, L. M., & Berden, H. J. (2015). A case study of cost-efficient staffing under annualized hours. Health care management science, 18(3), 279-288.
Yoo, E. J., Edwards, J. D., Dean, M. L., & Dudley, R. A. (2016). Multidisciplinary critical care and intensivist staffing: Results of a statewide survey and association with mortality. Journal of intensive care medicine, 31(5), 325-332.
