In this particular scenario, the two types of models of staffing models that would be appropriately applicable include Staffing Quantity Model and Staffing Quality Model. In meeting the staffing requirements of the company in the immediate future, the human resource manager may encounter some potential legal issues especially concerning the establishment of diversity and equal employment opportunities. The human resource manager will be required to perform some tasks as a way of identifying, analyzing, and developing job requirements as well as task requirements that will be necessary for inclusion in formalized job descriptions. In addressing the issue of high rates of turnover for employees as well as the availability of workers having the relevant abilities, skills or knowledge, the human resource manager would need to employ certain methods and techniques to be used in this company.
The Quantity Staffing Model would be highly appropriate for productivity, efficiency, and future development. One of the most considerable effects associated with the Quantity Staffing Model is its consideration of the organization's or projects requirement and the existing responsibilities regarding quantity. This model is also significant in the sense that it ensures that staffing within an organization is maintained and controlled within a desirable and more effective level with the elimination of either overstaffing or understaffing. This kind of staffing model will provide the company with the option of downsizing its staff whenever it is faced with a decrease in its manufacturing processes or a decrease in demand for its services. The desired level of flexibility is a critical consideration in the process of establishing a more effective staffing model and strategy (Coe, Jones & Ward, 2010).
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In this regard, it would be necessary for the leadership or the management to investigate whether they have staffing needs before settling on the Quantity Staffing Model, which offers flexible and scalable staffing solutions. On the other hand, a considerable effect of the Quality Staffing Model concerning different operations occurring with the company is that it leads to the fitting of different jobs and responsibilities with the members of staff having the most appropriate qualifications. This effect makes it easier for a particular task to be performed to satisfactorily where it meets all the requirements regarding quality and duration among other parameters. This Quality Staffing Modeling may allow for outsourcing of workers with desirable quality by the company if it feels that the exiting does not have the requisite capacity to effectively conduct a given project or task (Okhrimenko, 2017).
One of the legal issues you may face is discrimination of qualified workers contrary to the acceptable standards of recruitment. This situation may occur when the human resource management is trying to balance between having a more diversified workforce and having workers with the needed credentials and certifications. If the company's recruitment or staffing policies give priority to diversity, then there is a higher likelihood that some people have the relevant qualifications for specific positions may be left out. From a legal standpoint, those left out may argue that they are being to discriminated and or unfairly dismissed. The other legal issue that the human resource may potentially have to face and address is that of differences in salaries, wages, and compensation for the same job. The human resource manager may dim it fit to compensate some workers more to retain their unique services at the company (Houseman, 2001).
This decision or strategy by the company's human resource management department would be considered as having gone against the Equal Pay Act of 1963, which disallows a form of discrimination that involves the discrepancies in compensation for people with the same qualification performing the same task. According to this particular Act, employers are prohibited from discriminating against their employers concerning compensation based on gender especially on jobs that require equal credentials, qualifications, responsibility, or effort and are performed in similar environment and conditions. In achieving transparency within the staffing method adopted by this company, the most appropriate approach would involve the human resource management department being transparent about the qualifications and requirements for different positions. Such qualifications together with the entire recruitment process and procedures used would be made transparent and communicated by the company to all stakeholders and interested parties (Okhrimenko, 2017). The justification for using this particular method of achieving transparency in the staffing process is that it will help in reducing unnecessary complaints from those who fail to secure their desired positions in the company.
One of these operations or roles will involve the definition of the primary objective of a job and as well as the primary functions (Coe, Jones & Ward, 2010). This move will assist in the establishment of the items that need to be prioritized in formulating a formalized job description. The other task will involve the establishment and identification of responsibilities for a particular job within the company. In this case, the human resource management department will work with the relevant agencies and experts in designing appropriate responsibilities for different jobs before including them in formalized job descriptions.
The third task will involve the establishment of time or duration requirements for performing certain operations and responsibilities within a given job position in the company. This task will be critical in identifying the number of workers that are needed for a particular duty. As the company progresses, the human resource manager would be expected to lead, a process aimed at reviewing and making the necessary adjustments to the various job descriptions formulated by the company (Okhrimenko, 2017). In this respect, it is predicted that the review and adjustment exercise may take at least once in a period of every ten years. The rationale for this predicted frequency involved the need to incorporate any new changes in technology or the job market in the job descriptions for various positions in this company.
One of these techniques would involve being strategic and creative by way of introducing benefits and bonus structure within the work structure with the aim of motivating workers and rewarding those who put more efforts in performing their roles and responsibilities diligently. The other methods would involve the development of a cost-effective way of ensuring that the welfare and plight of employees are addressed in order for them to work and operate in a favorable working environment (Houseman, 2001).
This method will ensure that the members of the company's workforce are happier and more productive thereby significantly lowering the rate of employee turnover. The other approach would involve a rigorous and careful recruitment process that will play an essential role in ensuring that employees with relevant abilities, skills or knowledge are acquired and retained. The basic way through which these succession-planning techniques would be crucial to this company involves ensuring that the company achieves its objectives and remains in a position to sustain continuity in the coming years (Coe, Jones & Ward, 2010). The justification for this response involves the need to ensure that the company advances and sustains its working culture and maintains its unique qualities and standards.
In summary, the Quantity Staffing Model would be highly appropriate for productivity, efficiency, productivity, and the possibility of future development. This Quality Staffing Modeling may allow for outsourcing of workers with desirable quality by the company if it feels that the exiting does not have the requisite capacity to conduct a given project or task effectively. The human resource manager may encounter some significant potential legal issues especially concerning the establishment of diversity and equal employment opportunities. As the company progresses, the human resource manager would lead a process aimed at reviewing and making the necessary adjustments to the various job descriptions formulated by the company. The company would develop a cost-effective way of addressing the concerns of employees.
References
Coe, N., Jones, K., & Ward, K. (2010). The Business of Temporary Staffing: A Developing
Research Agenda. Geography Compass , 4 (8), 1055-1068. doi: 10.1111/j.1749
8198.2010.00360.x
Houseman, S. (2001). Why Employers Use Flexible Staffing Arrangements: Evidence from
an Establishment Survey. Industrial and Labor Relations Review, 55 (1), 149-170.
doi:10.2307/2696191
Okhrimenko, I. (2017). Staffing of Domestic Exchange Market. International Scientific
Journal "Internauka." Series: "Economic Sciences ," 1 (1), 27-34. doi:
10.25313/2520-2294-1-1-27-34
