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Running head: Strategic Workforce Planning Edwards 1

Strategic workforce planning Edwards 5

Strategic Workforce Planning

Markis’ Edwards

BUS623

Dr Scott

Date: May 3, 2021

Strategic workforce planning is creating a process within an organization or company that ensures hiring needs are fulfilled. (Cascio & Aguinis, 2019) states that the purpose of strategic workforce planning (SWP) is to anticipate and respond to needs emerging within and outside the organization, to determine priorities, and to allocate resources where they can do the best. These It is the alignment of the human capital with business direction Abercrombie & Fitch and Hooters have issues that display poor strategic workforce planning. This paper points out proper hiring strategies that the two companies should have used to avoid the unwanted consequences that resulted from their poor hiring practices. The right strategies in hiring are discussed with clear examples on how to utilize the correct strategy and how that has been beneficial for companies. In this document, Abercrombie & Fitch and Hooters will be analyzed by identifying two court cases, outcomes of the cases, a reflection on each company’s strategic workforce planning, and brief analysis of the world’s largest web-based search engine, Google.

Abercrombie & Fitch has been faced with charges of discrimination. Samantha Elauf was denied an opportunity to work with them because of her hijab. Elauf admitted to loving the mall and was looking forward to an employee discount. Although the assistant manager who interviewed her deemed her fit for the job, they worried that her hijab would not be in line with the company’s policies which include an outrageous dress code. A lawsuit was filed on behalf of Elauf by The Equal Employment Opportunity. Hooters on the other hand run into trouble by only hiring female employees. This in turn caused a lawsuit against them by men who were well qualified for the job but could not quite make the cut thanks to their gender. The restaurant cleared the case by paying the men $3.75 million as well as creating job positions that the men could fill. However, they have managed to solely hire women to work in the restaurant.

Abercrombie & Fitch was required to pay Elauf twenty thousand dollars in damages. This verdict was however reversed by the tenth circuit court of appeals with the blatant reasoning that an employer cannot be held accountable for not hiring an employee due to their religious beliefs since the employee had not asked for the accommodation. It was however settled that an employee can have a preferential dress code. However, that should not be used to discriminate against an individuals’ religion Abercrombie was therefore considered to be a biased and discriminatory act against Elauf. By defining and ensuring that all employees are aware of overall goals—why they are doing what they are doing—employers can tie more effectively what employees are doing to the organization’s overall objectives (Gamble, Thompson, & Peteraf, 2017). Hooters on the other hand had to pay the men a compensation fee as already mentioned.

Hooters managed to keep up with only hiring women. This is because they maintain that they are on the right side of the law. Based on the essence of its business model, Hooter argues that the “hooter girls” are entertainers and since acting troops allow gender-based preference when casting roles, the hooters can also have gender preference. (Cascio & Aguinis, 2019) suggests with a clear understanding of the surpluses or deficits of employees in terms of their numbers, their skills, and their experience that are projected at some future point in time—that is, a statement of net workforce requirements—it is possible to initiate action plans to rectify projected problems. Hooter also faced charges of violating telephone consumer protection act as hooter sent unauthorized advertising faxes. This cost hooters a lot as they paid $500 for each fax and there were six faxes sent as determined by the jury. The fine was therefore $30,000 for each plaint full. 1321 people said they had received the message. The penalty hooters had to pay was still not over. The local restaurants parent company also had to pay out $11 million.

Both companies have different strategic workforce models. Strategic workforce planning should put emphasis on skills which would then give everyone a fair chance avoiding discrimination. The hooters work force is characterized by the fact that they only employ women. These are the people who join and create a job family (Andrew, 2015). The men who were taken in after jobs were created whereby men can work are also under one job family. Both Hooter and Abercrombie did not use the right strategies when hiring. Both were discriminatory and biased, and they did not hire based on performance metrics.

An example of a company where strategic planning has improved the company is Google. Firstly, the hiring process is clearly thought through and planned. Individuals with common professional qualifications or training are placed in the same group. For example, people specializing in IT and computer sciences in Google are placed together. A well written and understandable analysis of external factors as well as a lot of research takes place before Google launches a project. This includes looking at factors such as regulations and politics which might affect the company before deciding to set up anything. This explains how most of Google’s launches are usually successful. Google has launched a lot of programs and applications such as Google maps, Google drive and email which have all turned out successful thanks to appropriate strategic planning. Google has also proved to take proactive actions to fill gaps ahead of time. It works with universities and colleges to impart the necessary knowledge they need in them. Google also holds a lot of relevant functions and training workshops. Strategic workforce planning has proved to be beneficial for Google without a doubt. (Tucker, 2017) states successful companies understand how workforce plans will benefit their units' performance and thus have a strong incentive—as well as the connections, expertise, and authority—to follow through until results are achieved. This has strengthened Google and made it a continuously growing company as already proved.

In this document, we have successfully provided research on Abercrombie & Fitch and Hooters by identifying two court cases, outcomes of the cases, a reflection on each company’s strategic workforce planning, and brief analysis of the world’s largest web-based search engine, Google. This text has provided scholarly journals to attest to this research. I have established credibility for this document by providing supporting facts and rational throughout this text.

References

Andrew (2018). Strategic workforce planning: a vital business activity, 174-181

Cascio, W. F., & Aguinis, H. (2019). Applied psychology in talent management (8th ed.).

Gamble, J., Thompson, A., Jr., & Peteraf, M. (2017). Essentials of strategic management:

The quest for competitive advantage (5th ed.). New York, NY: McGraw-Hill.

Tucker, Elissa, TD Magazine, 23740663, , Vol. 71, Issue . November 2017.