Staffing Plan for Growing a Business

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 

I will use strategic staffing to suit the needs of the organization, which include efficiency, productivity, and future growth. Primarily, this model ensures that the HRM has a sustainable plan that can address any staffing issues, now and in the future. In implementing strategic staffing, I will examine the company’s staffing patterns in the recent past and determine the right of employees needed to perform the given tasks, both permanent and temporary. In the current workforce, there will be ten Assembly Technicians, a Certified Quality Control Engineer, a Contract Administrator, and an Office Support Paraprofessional. These members will be strategically aligned to the areas that they are well versed in to ensure maximum performance. While the staff comprises of a qualified team, the organization will outsource some members to enhance the implementation of the project. An additional ten experts from nearby tech companies will be hired to train the current staff and address the possible gap in skills. The primary concern is to ensure that the government agencies are satisfied with our services. Hence, the new experts will work closely with the current staff for six months. Under this model, the talented staff members will be aligned with the jobs that suit them. 

Additionally, I will use the person/job match model, which entails aligning the employees’ characteristics such as personality and talents to the requirements of specific jobs within the organization and thus realizing the HR desired outcomes. This approach entails examining the data that the candidates presented in their resumes and matching them against the available jobs (Rodriguez, 1). One of the challenges of this model is that the HRM has to coordinate the bulk of presented data. Regardless, it is a vital process since it involves conducting background checks and ensuring that the candidates understand their job descriptions and the mission of the organization. This model will ensure that the staff is motivated through rewards to guarantee long-term success. Each of the above-described employees will be provided with the details of their daily tasks. Here, the HRM will not distinctively focus on the job requirements and rewards but also the organizational values and norms. This method will ensure that the job duties are flexible. Throughout the project, the staff members will be informed of their future roles. The person/job match model is a forward-thinking process that gives the staff the insights into the future assignments beyond the initial job; it focuses on long-term matching. However, the effectiveness of this approach is evident in its ability to place the employees in areas that they are most comfortable and suit in as a means to foster a quick realization of the organizational goals. 

Examine the Significant Effect of Each Identified Staffing Model on Processes that Maybe Occurring within the Organization (e.g., Outsourcing, Contingent Workers, Consulting Firms, etc.) 

Notably, the strategic staffing model has a range of benefits. One of them is the maximum staff utilization that involves hiring the right amount of people for given jobs. Per strategic staffing, a maximum of ten outsourced employees will enhance the performance of the current staff. This model ensures that the outsourced and the current employees elicit their maximum capability and potential. As a result, there will be no redundancy in job functions and wastage of time and resources. Besides, this model will enable the HRM to address any problem that may occur. In such a contract, there is a likeliness that there will be integration and cooperation issues between the newly hired and current staff. However, this model will ensure that the supervisors in each department have access to the right employees whose values and interests are aligned to foster coordination. Besides, strategic addresses future staffing problems. One of the issues that may arise is related to expected growth, which the strategic staffing can address by developing a plan that will align the right talent to the newly created opportunities. Here, strategic staffing will identify permanent and temporary positions. The outsourced employees will be informed that they will work for the organization for six months and be provided with a timeline of their roles and responsibilities. During the hiring process, strategic staffing ensures that there are adequate financial resources to foster both the short- and long-term staffing needs. It also encourages an effective training process that aligns employees with the mission and vision of the firm. 

Admittedly, the job/person match model has its advantages in the realization of the staffing needs and organizational goals. One of the benefits is the reduced turnover rates. Ordinarily, the job/person match model ensures that the newly hired employees are fit for their roles and understand the company’s culture. As a result, they are likely to be satisfied with the working environment. This benefit applies to both temporary and permanent employees. One of the strategies that keep employees in a company is job autonomy and engagement. When employees feel like they are in control of their jobs, they will be motivated to work and be part of the organization. In terms of performance, this strategy supports the creation of a productive force as it matches the candidates to the right jobs based on their skills, qualifications, and character. The job/person match model ensures that the retention efforts start before the employees have signed a contract. As a result, the organization will realize a reduction in retention expense. Besides, hiring candidates who partly or wholly fit for different positions can temporarily address the issue of turnover. Considering the company is growing, and technology is growing, the company has to find the right talent in the job market. If not, the organization will keep spending money to hire new employees, which can be a costly endeavor. However, the job/person match system ensures that turnover rates are low and thereby reducing the cost of training new candidates. 

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 

I expect legal issues to occur when maintaining equal employment opportunities and diversity within the workplace. One of the issues is the clarification of employees as independent contractors. Problems such as ambiguity in terms of contract and payment and lack of protection from retaliation can result in civil lawsuits. The organization may fail to provide adequate protection concerning the uncertainty of the nature of the job to the outsourced employees since they may not be recognized as part of the workforce. Another issue that may arise is the equal payment of employees. Here, people from different backgrounds and gender may receive unequal pay resulting in lawsuits. Another issue that may occur is discrimination during the hiring process. The HRM may be biased to a given race, gender, or nationality. However, I will enhance transparency through self-assessment that will involve examining the managerial practices (Meijer, 2). This method ensures that the HRM informs the candidates about the pros and cons of the jobs and the expectations of the company. Thus, candidates will have an idea of how it feels like working for the organization. Besides, the management will examine the effectiveness of the HR practices and whether they are aligned with the intrinsic values of the company. 

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 

I will invoke three tasks to identify, analyze, and develop job requirements and task statements. The first task will entail performing a job analysis, which refers to the collection of data about the different jobs. Some of the aspects that I will consider are the responsibilities of the employees, the outcomes, and the current changes in the jobs. The following task will involve analyzing the essential functions of the jobs. Here, I will focus on the fundamental tasks that the employees will perform with or without accommodation. The final step will entail organizing the collected data and adding a disclaimer. I will record the information about different jobs based on market research and offer legal obligations for the employees. 

I will review the job descriptions every three years to ensure that the job duties are relevant. Since this company operates in the tech industry, it is subject to rapid changes. Thus, I need to ensure that the job opportunities that the company offers to meet the needs of the employees and candidates. Besides, the organization can purchase new equipment to meet the needs of the clients at the federal level. Such a change requires me to revise the job descriptions since when a new technology is introduced, there will be a new position whose job description details will be needed. 

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 

Furthermore, there are three ways of dealing with employee turnover and the availability of talent. One of them is the provision of quality leadership and management. When employees feel like they are treated with respect, just, and dignity, they are likely to stay in the organization (Brook, 3). Employees need to satisfied with their working environment, including serving a role that fits their capabilities and receiving regular positive feedback. Another method of addressing turnover rates is through offering training and development opportunities that resolve the gap in skills and performance (Brook, 3). The investment in training shows that an organization is dedicated to improving the skills and knowledge of the employees. Another method of tackling the issue of turnover rates entails offering attractive remuneration packages that meet the employees’ financial and physical needs (Brook, 3). If the skilled employees notice that the organization offers them the compensation that is above the average offers in the same industry, they are unlikely to move to other firms. 

Notably, the succession planning method would be beneficial to this organization since it can ensure that there is a steady supply of the required talent. Under this model, employees will be trained for future roles so that when others leave, then one can take over their tasks. It is a vital technique in the tech industry that has high employee mobility, and hence the need for a continuous training and development system. 

Source List 

Leah G. Rodriguez. 2019. Feature Selection for Job Matching Application using Profile Matching Model. P. 263. https://doi.org/10.1109/CCOMS.2019.8821682 

Albert Meijer. 2016. Assessing Government Transparency: An Interpretive Framework. P. 3. https://doi.org/10.1177/0095399715598341 

Jude Brook. 2018. Characteristics of Successful Interventions to Reduce Turnover and Increase Retention of Early Career Nurses: A Systematic Review. P. 49. https://doi.org/10.1016/j.ijnurstu.2018.11.003