Introduction
The primary purpose of this essay is to provide the best and most applicable staffing model for a small day-care business. As the manager of the center I will be required to facilitate a staffing model to the bank in order to receive a loan. There several key decision that the manager must consider including staffing level and quality. Whether to hire experienced employees or to develop talent, hire personally or to outsource and lastly is to understaff or overstaff. I will also consider whether to hire specific or general and active or passive diversity. Staffing models are important because they ensure the number of personnel is at the proper levels, and they also help in identifying and retaining the most qualified staff.
Identify two (2) types of staffing models that could apply to your chosen scenario and determine which model would be best suited for efficiency, productivity, and possible future growth. Examine the significant effect of each identified staffing model on processes that may be occurring within the organization (e.g., outsourcing, contingent workers, consulting firms, etc.).
The first staffing model that would be applicable to the newly developed day-care business is the staffing quantity level model. According to Bechet, (2008) the model creates and matches and balance between the staff requirement of the enterprise with the work requirement of the entity. The model also considers how future staffing levels will be done in accordance with the future work requirements. Bechet, (2008) claims that the projections are crucial in preventing understaffing or overstaffing, which can result in some employees standing around in the center with nothing to do. In some cases overstaffing will increase customer service but, it will still increase the running cost of the day-care. Understaffing is crucial in such a business because it will leave some of the children unattended to thus reducing efficiency. The second model is the staffing quality persons; it can also be termed as staffing according to skills and job match. According to United States, (2012) the model looks at the applicant's talents and personality, and then compares this information with the job's specific needs and requirements. It ensures that the individual hired for the task is well qualified to handle all the tasks of the particular job and ensures it is accomplished. There are four factors that I will consider when using this model; requirements and the rewards, qualifications and motivation, the degree of match, and the implications of each match. The model will ensure that the selected applicants are compatible with the business's culture, and this makes them more committed and ready to learn the enterprise's expectations and rules. The model also ensures the applicant's values are aligned to those of the day-care business. The model is more appropriate for the day-care because it's a new business and thus requires to offer more quality services to retain customers. It will ensure that only qualified applicants are hired which will increase efficiency and productivity, which in turn will attract more clients. The model will assure the state of the quality of services I provide which is a core factor for the business to be licensed. The staffing quantity model ensures that outsourcing is very simple and easy, and it will be very easy to identify when contingent workers are required (United States, (2012)). The staffing quality person model is beneficial to the business because it clearly shows that the enterprise is all professional. For this reason, it makes consulting and outsourcing easy.
Predict the major potential legal issues that you may encounter when establishing equal employment opportunities and diversity within the workplace while still aiming to acquire employees with the needed certifications and credentials. Next, explain the method of achieving transparency within your staffing model. Justify your response.
Some of the legal issues that may occur when acquiring the required employees are; violation of the Americans with Disabilities Act concerns (DelPo, Guerin, & Portman, (2003)). As well as title vii of the civil rights act of 1964: preventing discrimination, and fair labor standards act wage-hour concerns (DelPo, Guerin, & Portman, (2003)). The Americans with Disabilities Act concerns advocates that applicants with defined disabilities should be given equal chance when applying for a job post, it also requires the business to provide accommodation when requested. The Act states the hiring process should accommodate all the applicants with a disability and are well qualified for the post? The second act will require the business to provide equal terms and conditions of employment. No employees hired for the similar position either experienced or not should be treated differently in terms of benefits, compensation, and business's policies claims DelPo, Guerin, & Portman, (2003). When hiring for the available posts, I may encounter problems if males are more qualified for the job than females. When all the staff will be filled with men, the Act may be violated. The last legal issue to consider is the fair labor standards act, it regulates labor hours and the wages receivable. It will include the minimum wage and overtime pay. Thus, all employees should be offered fair terms. In such a business as day-care, overtime will be common because not every client can pick their children at a predetermined time. The best way to assure transparency is to ensure each applicant is well informed of the steps in the hiring process. I would also provide a timeframe for giving the applicants a response, and I would also place all the steps online so that the candidates can follow easily. The applicants will be in a better position to personally determine why they were not hired.
Specify three (3) tasks that you need to perform to identify, analyze, and develop job requirements and task statements that you will include in formalized job descriptions. Next, predict the frequency with which you would need to review and adjust these job descriptions as your company progresses. Provide a rationale for your response.
The first task, which I should take to provide a more detailed job description is to consult, and this will entail talking to more experienced day-care businesses. They will be in a better position to discuss what the most demanded services are, charge per hour or day. The information will be a guiding tool, and this is because it will help me to know how the other similar businesses are performing. I would also consult with an expert in human resource, he or she is capable of advising me on the personnel I require for efficient running of the business. I would also use job analysis to identify and state the job's tasks. According to Cramer, & Kitson, (1967) it is the process of selecting, developing, and maintaining an efficient workforce. Job analysis focuses on two issues; the tasks the job incumbents will be performing, and the skills, abilities, and knowledge the worker needs to accomplish the task efficiently. The third task, which I would undertake is the job identification, and this will help in defining the different personnel I require. After identifying the job, specification follows, it mostly focuses on the experience, education, and required skills (Cramer, & Kitson, (1967)). I would the job descriptions annually, and this is because the population of the area is predicted to grow continuously. Meaning that at some point I might receive clients requiring special care for their children, which will result in retraining or hiring.
Describe three (3) methods to deal with high employee turnover and the availability of employees with required knowledge, skills, or abilities. Next, describe the primary manner in which the described succession-planning methods would be beneficial to your company. Justify your response.
The three most basic but crucial methods to minimize employee turnover are; maintaining relationships with the staff, rewarding employees, and respecting employees claims Mowday, & OREGON UNIV EUGENE GRADUATE SCHOOL OF MANAGEMENT. (1983). The first method assures the employees that I am human, and I do care about their well-being. These relationships also will provide a good ground for discussing the issues affecting them. Rewarding employees will show them appreciation for their work, and they will feel recognized, and this will prevent them from living. Pay raise also is a better way to show appreciation for the most performing employees. Lastly I will ensure there is respect among staff, and this ensures they are enjoying what they are doing as a group. These three methods are crucial in ensuring job satisfaction, which is a core contributor to productivity. When the staff works as a team, they are more efficient and cost effective hence increasing productivity. The methods also benefit the business by lowering the cost of hiring new replacements; most organizations lose revenue due to high employee turnover.
Bechet, T. P. (2008). Strategic staffing: A comprehensive system for effective workforce planning. New York: American Management Association.
United States. (2012). DOJ workforce planning: Grant-making components should enhance the utility of their staffing models : report to congressional committees.
Cramer, S. B., & Kitson, H. D. (1967). Job analysis. New York: Kraus Reprint Corp.
DelPo, A., Guerin, L., & Portman, J. (2003). Dealing with problem employees: A legal guide. Berkeley, CA: Nolo.
Mowday, R. T., & OREGON UNIV EUGENE GRADUATE SCHOOL OF MANAGEMENT. (1983). Organizational Strategies for Adapting to High Rates of Employee Turnover. Ft. Belvoir: Defense Technical Information Center.
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