Planning on an organization's staffing needs is an essential factor that requires utmost considerations to ensure that the hiring practices align with the organization's strategies. When undertaking an analysis of the planning and staffing needs of a company, it is necessary to undertake proper considerations relating to the geographical location of a given company and the population within the given environment. Considering the hiring projections of CapraTek Technology Company, the possible location that would support the hiring projections for the company is Texas State. Texas State is one of the largest states in the United States both geographically and regarding population. With these aspects, the states provide an avenue to support CapraTek's hiring projections for the new facility. To achieve the goals and objectives of the company towards achieving strategic growth needs, it is necessary for the company to determine the number of employees that are required to be hired to ensure that the given project meets the desired objectives. Additionally, it is necessary for the company to ensure proper implementation of relevant selecting and recruiting approaches that may help in overcoming the recruiting challenges associated with the given exercises.
According to Meyers (2012), the ability of the human resource department to determine the correct number of production employees required to be satisfied and hired in a given organization is an important element that guides towards effective hiring procedures in a given company. In this case, determining the number of employees to recruit and hire for CapraTek Company will undertake proper considerations relating to past experiences relating to hiring processes in the given company. One the important factors to consider when determining the number of participants to engage in the process is the fact that at least one in five employees engaging in the given interview will be qualified and willing to accept the job. Additionally, past experiences indicate that approximately 20 percent of the individuals hired by the company do not complete their training. In this case, phase one of the given project requires 140 production employees to enhance the success of the given project within the state.
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Considering that one out of five employees interviewed will be qualified and willing to accept the job, the company will require interviewing at least 700 individuals for the first phase in order obtains the required number of employees. Considering that 20% of those hired will not complete the training, the company requires hiring at least 168 employees. For the second phase, the company will require hiring 96 more employees to provide an allowance of the 20% of the employees who do not complete training after they are hired by the company. The total number of participants in the given interview for the second phase will involve 96 * 5 = 480 employees considering that one out of five employees is qualified and willing to accept the job. For the third phase, the company will require to hire at least 144 employees and interview at least 720 individuals. The total number of participants to undertake the interviews during the hiring processes for all the phases is 1900 to provide an allowance to get obtain the required number of 340 production employees for the company.
According to Johnson-Carlson, P., Costanzo, C., & Kopetsky (2017), the demographics trends of a given environment influences employment and workforce planning within a given company. In this case, the demographics of Texas influence the nature of workforce planning for CapraTek Company. The first significant factor that influences the workforce planning in the given company is the level of economic developments within the state. A stable economy provides an avenue to attract and compete for qualified and skilled personnel in the labor market thus overcoming frustrations that arise during the hiring process. The demographic trends in Texas provides flexibility in the recruitment processes thus allowing for an efficient planning of the workforce and obtain the relevant and appropriate nature of workforce that may help in assisting the company to achieve the production needs of the new plant.
According to McKeen, J. D., Smith, H. A., & Jin (2009), it is necessary for companies to invest in measures that would help in making them employers of choice to attract a wide range of employees that are qualified and willing to work within the given company. CapraTek Company requires implementing a workplace culture that helps in attracting the qualified and skilled personnel to ensure that the company is in a position to achieve the set goals and objectives relating to the setting of the new facility. The company requires focusing on assessing the overall image to ensure that it attracts employees who are willing to be associated with the company. The firm requires establishing a culture that adheres to high standards of excellence to attract a qualified workforce. To capitalize on attracting a qualified workforce will help in making the company an employer of choice and provide a platform for the company to expand its operations.
References
Johnson-Carlson, P., Costanzo, C., & Kopetsky, D. (2017). Predictive staffing simulation model methodology. Nursing Economics , 35 (4), 161-169.
McKeen, J. D., Smith, H. A., & Jin, J. Y. (2009). Developments in practice XXXII: Successful strategies for IT staffing. Communications of the Association for Information Systems , 24 (1), 805-820.
Meyers, A. (2012). Taking business to a “hire” level: Strategies for workforce planning. Cornell HR Review1 (1), 1-3.
