Business Assignment Due by 9/7/2019 @ 12pm // Please use attachment to complete assignment

The model that can be used in this scenario are:

· 4-stage Staffing process

· Strategic staffing

1. 4-stage Staffing process

The four stages are based on the sequential hiring, selecting and screening and then offering a job to the potential candidates. This is simple since it is implementable as it can be used to hiring potential candidates that are qualified and they have certification for daycare and they are registered nursing professional. The description is as follows:

Stage1- Prospecting: combines with the interactive discussion with the entire organization and other potential applicants.

Stage 2 – Recruitment: getting the most suitable match in the various daycare, nurses and the support professionals that have the needed requirements. The staffing staff needs to provide the candidates with all benefits.

Stage 3 – Selection: this stage entails the evaluation and the assessment of the potential candidates and they are evaluated in the matrix constructed.

Stage 4 – Offering the employment: this is the decision making a stage and then final employment to get the final match that is needed.

Suitability of the model: this model offers a good framework and it seems to be a generic framework. It will require to be more specialized for the growing business that is not popular.

1. Strategic staffing – this approach helps to overcome the traditional approaches. The following frameworks help to describe this model.

The capabilities and the staffing level that employees have since they will have different roles in the entire business process.

Identification of the level of the requirements that are in terms of the resources like human personnel and their capabilities for the daycare business.

Projection of the supply pool in terms of the talents. This will need a quantitative analysis of the available talents and the personnel that are needed.

Analysis of the difference that exists between the supply and the demand that is demanded in the staffing requirements.

Suitability of the model: this is a very suitable model since it addresses the hiring process and the problems in the business that is growing. Addresses the supply and the demand of the staffing personnel who affects other factors like decision making.

The legal issues that may arise when there are unequal employment and diversity that happen in the workplace discriminate both male and female workers (Hakim, 2016)

1. Equal opportunity

The potential candidates are the ones who are supposed to be given the chance in ten company. This should be without any unlawful discrimination of either race, culture, disability and any other factor that may abide by the law.

1. Non-discriminatory

The environment should be conducive and does not discriminate or harass the individual on any basis of their status of the country of origin, color, creed and any other parameters that are illegal and against the laws.

In order to make sure the company has transparency in the model, the company should make sure it has a final strategic staffing plan that entails and also mentions the individuals about workplace commitments. The company should have signed the employee and employees’ contract that have the policies and procedures that benefits the performance and health and safety policies that relates to the termination of the policies.

There are three tasks that need to be performed so that to identify, analyze and then develop the job requirements in the task statement they are:

1. Analysis of position

It must be able to mention the job duties and the key accountabilities the involved statement of the duty that needs to be performed and those that are devoted to project work.

1. Identification and analysis of job duties and related performance standards

This helps to communicate the task of the job’s expectation from the involved candidates with the criteria of the performance of the job and measurement. Helps to identify the abilities and the skills and knowledge so that the job becomes successful.

1. Identification and analysis of factors

This helps to reveal the experience that is needed, the skill and the knowledge for the employees to be successful in the specific roles. This also mentions different analytical skills like employee receive the supervision that will impact their employability. Since the company is still starting the company is not much formalized therefore, it needs to be continually reviewed and adjusted.

There are three methods that I can describe in employee turnover and their accountability that requires skills, knowledge, and abilities. They are:

1. Build Employee Value Creation (EVP)

The marketers create a unique value proposition that the customers need that explain why the customer will buy the product (Ganaie & Haque, 2017). The EVP helps to define the possible potential candidates that can work for you and not the competitor.

1. Create and implement participative employee engagement policies

This is termed as the participative and the technique that is cohesive. They argue that the employees need to come together and engage with the management that employed them. The policy helps to retain all the employees through the development of the relationship with the manages and development of trust for the other senior leaders at the top management.

1. Differentiated development of the employee

This needs high agility and has maximum potential that helps to retain the top and most experienced employees. This provides the highest IQ and the experienced managers so that there is high expertise.

The succession that is as a result of the planning will help to benefit the company through:

· The planning entails all the grades of the employee performance level and issues

· It incorporates the policies related to the employee’s turnover and the entire engagement that the employees have at all grades that are experienced at the entry-level.

· The company will need to formalize the process and the standardization process in human resource management that is in the company (Noe, Hollenbeck, Gerhart & Wright, 2017)

References Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.

Ganaie, M. U., & Haque, M. I. (2017). Talent management and value creation: a conceptual framework. Academy of Strategic Management Journal.

Hakim, C. (2016). Key issues in women's work: Female diversity and the polarisation of women's employment. Routledge-Cavendish.