BUS 335
11/14/18
Human Resource Management
Best Applicable Staffing Model
The task at hand for the technology company is huge as it covers a lot of government agencies and will require a lot of work to be done. Likewise, the company will need enough manpower and other resources to help accomplish the project. The company has taken the first step of acquiring new employees to help in different departments of the work at hand. However, it is important to develop a staffing plan that will assist in establishing effective strategies to achieve success. There are several models that the company may choose depending on the nature of the business and project. The staffing models will be used to manage the costs needed for the project and the same time balance it with the productivity of staff members. Additionally, the staffing model will take care of problems that arise in the processes of working on the project.
Staffing Quantity
This model focuses on the number of available workers in relation to the pending job. Essentially, it is expected that the staff members available in the company should be enough and be in a position of handling the task in time. Additionally, the labor costs should be a consideration and the employees should be proportional to the budgeted pay. This model is very applicable for the company since there are new additional workers and the project is timed. The model is divided into three main levels that explain the state of a company factoring the employees available. The first level is the fully staffed level where the number of employees equals the job requirement (Gulam, 2012). The understaffed level represents a situation where the requirements are more than the available workforce. The final level occurs when the job requirement is less than the number of workers. Currently, the company is fully staffed considering that the incumbent project is in the home state and there are newly hired employees. However, the company will need to add employees when the contract is expanded.
Person/Organization Fit
This staffing model demands that the values of employees match with those of the company. The workers have to comply with the set values as they are the guidelines to the set objectives. Some of the attributes required of employees include honesty, integrity, and hard work. Furthermore, the model incorporates new job duties that may come in the course of the project (Gulam, 2012). This is very practical with the current project description attached to the company’s contract. The company might receive an extension of the contract to supply the devices to government agencies across the country. The plan makes it easy for the company to work with other companies since the employees work with the same aim. This model, therefore, fits the staff members and will make it easy for the human resource manager to organize the employees.
Equality and Diversity Issues
The company has enough employees with a number of duties and responsibilities. However, these staff members are different in terms of gender, race, religious affiliations and other personal characteristics. The existing personal characteristics have the potential of creating chaos and disagreements within the company. Further, such disunity can lead to the failure of the set targets. It is therefore essential that the company pays special attention to equality and diversity in the working environment ("Equality and diversity at work", 2018). There are should be rules and regulations that enforce equal opportunities in the organization. These rules ensure that the differences that exist among the employees do not cause disunity.
It is mandatory that the company complies with the rules of the land that are against any form of discrimination in the organization and puts more emphasis on equality. There are laws that protect employees from any form of discrimination. The Equality Act, the Human rights Act, and Sex Discrimination Act are but a few laws that are against discrimination. One common kind of discrimination is sex discrimination. In almost all workplaces the male employees are always given a priority and not the ladies. This denies women who are very skillful and knowledgeable from helping the company achieve the goals. The other serious type of discrimination is race and this mostly affects people who are not inhabitants of the land. Competent individuals are denied promotion opportunities because of their backgrounds ("Equality and diversity at work", 2018). The company should therefore inclusive in all its operations. Additionally, it should set up a culture that embraces equality and diversity.
Steps to Developing the Job Description
It is always the desire of employers and human resource managers to employ exceptional and skillful workers; employees who are flexible and are reliable in their duties. On the other hand, the job description directs the job applicants on the jobs that fit their qualifications. Furthermore, the job description acts as a reference to the current employees making sure they are keen on carrying out the set responsibilities (Heathfield, 2018). The job description also assists in recruitment as the human resource manager knows what to look at during the interview.
The first step in developing a job description is to involve the stakeholders or employees who actively participate in the job directly. The manager of the department and current employees are the best people to participate in developing the job requirements. The next step after identifying the contributors is conducting an analysis on the job (Heathfield, 2018). It is important to gather sufficient information and narrow it to determine what the job will entail. In the same line, it is important to compare the collected data with the responsibilities of current employees. The comparison then helps in developing new roles that will fill in the vacuum that exists in the workplace. It will also be important to contact companies that have similar positions in their organizational structure. As the contract advances from home state level to a countrywide operation, the job description will have to change. This is because the workload would have increased and the nature of the job would have changed too (Heathfield, 2018). It will be essential to create new positions to fill in the job spaces. Consequently, the job description will have to be changed for the sake of new positions and expanded duties.
Dealing with High Employee Turnover
Almost all business companies experience a high employee turnover. Workers never stay forever in a company even the skilled and most valuable ones. The main problem comes in when they love and the company has to seek for a replacement. Finding reliable employees again takes time and resources to train newly employed individuals (Jacobsen, 2018). However, there are ways a company can reduce the turnover rate of its employees.
One, it is important to employ the correct workers who fit into the company. This does not only cover the skills and their levels of profitability to the company. It is important that the employee adheres and blends in with the existing business culture. This ensures that the employee is comfortable and loves the workplace. Secondly, the company should pay reasonable incentives. Employees are after money and similar benefits. When they are paid well and offered gifts out of their performances they will not have thoughts of leaving the organization (Jacobsen, 2018). Thirdly, it is important to provide flexible schedules to the workers. Employees have families and personal lives and therefore giving them schedules that give them time when they need it makes them feel valuable.
Benefits of the Succession Plan Methods
The first benefit is that the company gets to keep the correct people for the job positions who will ensure the set objectives are achieved. The methods help in preparation and planning for the objectives and goals. Secondly, the succession plans help in the identification and development of the right group of employees. This means that in case an employee leaves there is always someone ready to fill the space ("Benefits of Formal Succession Planning", 2018). Finally, the succession measures help the existing employees in improving their skills and abilities to always perform better.
References
Benefits of Formal Succession Planning. (2018). Retrieved from https://www.managementstudyguide.com/formal-succession-planning-benefits.htm
Equality and diversity at work. (2018). Retrieved from https://www.totaljobs.com/careers-advice/money-and-legal/equality-and-diversity-at-work
Gulam, K. (2012). Staffing Models and Strategies [Ebook] (pp. 22-32). Retrieved from http://www.uj.edu.sa/Files/1001210/Subjects/Ch%202%20%20.pdf
Heathfield, S. (2018). How to Write a Good Job Description (and Why You Should). Retrieved from https://www.thebalancecareers.com/how-to-develop-a-job-description-1918538
Jacobsen, D. (2018). Retrieved from https://resources.globoforce.com/globoforce-blog/12-surefire-tips-to-reduce-employee-turnover
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