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SERVICE LEARNING PROJECT OUTLINE AND REFERENCES 4

Service Learning Project Outline and References

Name

Course name and number

Instructor

14th March 2022

Introduction

Organizations are established to serve a diverse population and this also calls for a diverse workforce in order to understand the needs and wants of the target population. It is sad and challenging when an organization is unable to maintain leaders since the same effect might be extended to employees. The more reason is that it is the environment that an organization creates that determines how effective and well employees in all levels of operation would work and the kind of attitude they would develop towards the organization. The organization management requires doing everything possible to improve the quality of working environment for the purpose of making sure that the employees who get the chance to get recruited are able to remain in the same company for longer and utilize learned skills and possessed talents. At the same time, the company management should focus on having a diverse team of workers as this is the only way diverse skills and talents can be pooled within the organization and through nurturing become better and profound.

Thesis: Having quality leaders is important as they help in making the right decision that will attain the right growth and development hence demanding need to have a comprehensive plan that will lead to effective recruitment of a diverse workforce and employee’s development.

a. Comprehensive recruitment plan

Under this section, the section shall cover some steps the company must undertake for the purpose of developing and implement a comprehensive recruitment plan that is culturally sensitive. By following these steps, the company would have the right employees that will serve the current and future needs of the company in a reliable and efficient manner. These steps are;

i. Identifying and setting goals for the recruitment process. Some of the goals to be covered are; improving diversity, empowering hiring managers to be more involved in the hiring process and improving employee retention among others.

ii. Forecasting future hiring needs

iii. Setting a budget that would support the entire recruitment process

iv. Identification of the kind of employees the company needs

v. Developing the sourcing strategy

vi. Developing the selection process

vii. Designing an onboarding process

b. Benefits of a comprehensive recruitment plan

Under this heading, the main issue under investigations is the benefits the organization is likely to experience from embracing a comprehensive recruitment plan that is culturally sensitive. Some of the points to be covered include;

· The company shall have diverse and quality employees leading to high levels of innovation and performance

· The company is able to hire employees who are in the same level and this means they are able to relate to support each other

· The company shall have improved working environment that would promote and maintain career and personal growth a situation that will lead to high employees retention

· The company shall enjoy effective management since all employees would be aware of their roles hence avoiding conflict of interest and duties

c. Maintaining a diverse workforce

This section shall analyse how to maintaining a diverse workforce after creating and maintaining culturally sensitive organizational practices. In the paper, the section shall show the specific things the company should do for the purpose of making sure that the workforce particularly is diverse and properly maintained. By so doing, the company would have a way of implementing the recommended action.

d. Promoting leadership

Under this section, the paper shall address the issue of promoting leadership among employees. This is important because it is evident leaders are leaving the organization after working for a short time from challenges in effective leadership development. Some major points include;

i. Motivating leaders through effective compensation

ii. Allowing leaders to take an active part in decision making

iii. Effective duties delegation as a way of boosting high levels of innovation and creativity

iv. Leadership training and development

v. Establishing and implementing an effective work environment.

e. Conclusion and recommendations

Wrapping up all the main points covered in the paper as well as an effective recommendation the company should embrace for the purpose of turning around the situation for the better.

References

Knapp, S. J., VandeCreek, L. D., & Fingerhut, R. (2017).  Foundations of ethical behaviorLinks to an external site.. In  Practical ethics for psychologists: A positive approach (3rd ed., pp. 17–38). https://doi.org/10.1037/0000036-002

National Organization for Human Services. (n.d.).  Ethical standards for human services professionals Links to an external site. Retrieved from: https://www.nationalhumanservices.org/ethical-standard.

National Association of Social Workers. (n.d.).  Read the code of ethicsLinks to an external site.. Retrieved from: https://www.socialworkers.org/About/Ethics/Code-of-Ethics/Code-of-Ethics-English

Stolt, M., Leino-Kilpi, H., Ruokonen, M., Repo, H., & Suhonen, R. (2018). Ethics interventions for healthcare professionals and students: A systematic reviewLinks to an external site..  Nursing Ethics, 25(2), 133–152. https://doi.org/10.1177/0969733017700237