The Best Staffing Plan For A Growing Business

Applicable Staffing Models 

The need for staffing model is imperative in any organization. In an era of evidence-based decision-making, it is important to explore what has been proven to work in settings other than the immediate industry to which the organization in question belongs. For instance, Butler, Collins, Drennan et al. (2012) posited that staffing models in the nursing field are concerned with appropriate allocation of resources with the objective to meet patient care needs. The suggestion put forwards is that staffing has a close relationship with the quality of work, environment, and performance outcomes. Similar sentiments are echoed in Hausknecht and Wright (2012) where linkages between theory, research, and practice are drawn in regards to human resource management. Through the fit and flexibility framework, Hausknecht and Wright (2012) highlight the need for staffing and selection systems to reflect organizational strategic needs including response to future expansion. In light of this understanding, it is evident that the technology firm can benefit from the following two staffing model:

1. Quantity Levels 

2. Person/job match 

The first staffing model is quantity oriented, implying recruitment of enough personnel for smooth conduction of the business. The model takes into consideration projected staffing requirements and projected staffing availabilities to determine if the organization is overstuffed, fully staffed, or understaffed. The second model deals with quality because it emphasizes on recruitment of people with the requisite knowledge, skills, abilities, and other attributes (KSAOs). Based on the scenario the technology company faces, the person/job match is the most appropriate staffing model. The model not only ensures that recruited persons fit into the organization, but also effectively fill the vacant position of Assembly Technicians, Certified Quality Control Engineer, Contract Administrator, and Office Support Paraprofessional.

Significance of the Model to Organizational Processes 

The staffing quantity model is not specific about the roles of employees except for the fact that it seeks to ensure the organization is fully staffed. Therefore, the model is likely to have minimal effects on ongoing processes, most of which can be addressed using the second model. Person/job match staffing model has the potential to attract the most qualified and passionate employees for the available positions. The model is highly dependent on a person having KSAOs and motivation for the job. Sometimes it is tedious to attract and retain qualified employees, therefore, the company may strategize on outsourcing through recruitment of contingent workers. Alternatively, consultancy services can be sought on contractual basis to train prospective employees for the available and future positions.

Potential Legal Issues 

The changing nature of the workforce, the advancements in technology, and changing work environments have forced companies to reexamine their staffing models, and the technology firm in this case is no exception. In the US, HR managers face daunting tasks in ensuring compliance to the growing needs for work/life balance, which also acts as a precipice for discrimination risks, and thus legal issues. For instance, organizational stipulations may exempt some employees from the federal Family and Medical Leave Act due to their work/life flexibility. The move may attract legal suits as denial of a request for such benefits may be in violation of the act. The company may also face challenges in meeting the requirements of the Americans with Disability Act that prohibits discrimination of employees with defined disabilities (Diversity Inclusive, 2012). The evolution in how employees work may also present challenges in regards to compensation. Consequently, the company may risk violating the Fair Labor Standards Act that governs wages, working, hours, and overtime pay. Similar challenges may be presented for violation of the Equal Pay Act where men and women are employed to perform the same roles.

Achieving Transparency 

Transparency in the job/person match model ensures effectiveness and efficiency of the recruitment process. The recruiting board is challenged to ensure it conducts the process with utmost attention. Therefore, communication is the key. Transparency in this model revolves around openness in sharing information, good or bad, thus fostering and effective system of communication. The HR department must ensure openness with employees and clients to build trust in the brand of the company. In regards to the company in the case study, communication about the job description and resulting benefits is necessary to ensure awareness of motivations behind decision-making, procedures, and policies. The strategy is critical in instilling perceptions of job security, motivating high-quality work, and promoting safety through minimization of risks at the workplace. Communication of the same to the client creates the perception of the organization being in control of its processes.

Tasks for Developing Job Descriptions 

According to Heathfield (2017), job descriptions provide the employer and employee with clear direction while cushioning against legal proceedings. Job descriptions serve as a communication tool to employees who must understand where their job ends and that of others begins. It creates mutual understanding between employees, employers, and relevant authorities. Therefore, drafting a job description is a carefully thought out process that is preceded by the following tasks:

Gathering appropriate personnel – the task is led by the manager to which the position reports to, and includes input from employees performing similar jobs

Performing job analysis – The task involves gathering, examining, and interpreting information about the position to ensure it performs effectively. It employs strategies such as observation, interviews, employee surveys, or data from other resources. The objective is to determine requisite KSAOs for the job.

Establishing the essential functions – Defining the functions of the job is instrumental in evaluation of a number of issues including Americans Disability Act, Equal Pay Act among other. The task entails ascertaining the necessity of the position, the frequency with which functions are to be performed, tasks to be redesigned, and punitive procedures.

The frequency with which to review and adjust the job description is estimated to be 2 years. The rationale for the estimation is based on the expected growth of the company, which is projected to remain constant at the initial face as the company comes to terms with changes in its production capacity. Steeper growth anticipated in the years that follow will trigger other initiatives that call for a more diverse workforce with diverse demands, hence the need for review and adjustment of job descriptions.

Addressing High Employee Turnover and the Need for the Right Skills 

As illustrated in the earlier section of the report, job/person match is the most suitable model of staffing for the technology firm. The model allows the HR manager to pay attention to fit by ensuring they hire the right person rather than just doing so quickly for the sake of numbers. The process involves identification of behaviors and attributes possessed by successful employees and screening for the same during the recruitment process (Wall Street Journal, n.d). It is also imperative to set the right compensation and benefits schemes . Keeping updated data on industry pay packages and adopting creativity when formulating bonuses and other benefits is also a necessity. In addition, in an era of complex work environment and employee preferences, it is important to pay great attention to employees’ needs. This can be achieved through more flexibility via strategies such as compressed schedules, telecommunicating, and on-site backup.

Potential Benefits of Succession Planning 

Like many of its competitors, the technology firm main staffing goal is to recruit and retain performing employees that would be instrumental in its growth plans. Therefore, succession planning is of critical importance because it minimizes the risk of losing valuable personnel as it focuses efforts on the management of available pool of talent. The process of succession planning would allow the company to develop internal employee for the key leadership positions. This is critical because the company has the potential for substantial growth in the near future, which will require positions to be filled internally first before external advertising for the same.

References

Butler, M., Collins, R., Drennan, J., Halligan, P., O’Mathúna, D. P., Schultz, T. J., & Vilis, E. (2011). Hospital nurse staffing models and patient and staff-related outcomes.

Diversity Inclusive. (2012). Workplace diversity: 5 legal challenges of work/life programs. Retrieved 9/2/2018 from: http://www.diversityinc.com/diversity-management/workplace-diversity-5-legal-challenges-worklife-programs/.

Hausknecht, J. P., & Wright, P. M. (2012). Organizational strategy and staffing.  The Oxford handbook of personnel assessment and selection , 147-155.

Heathfield, S. M. (2017). How to develop a job description. The Balance. Retrieved 9/2/2018 from: https://www.thebalance.com/how-to-develop-a-job-description-1918538.

Wall Street Journal. (n.d). How to reduce employee turnover. Retrieved 9/2/2018 from: http://guides.wsj.com/management/recruiting-hiring-and-firing/how-to-reduce-employee-turnover/.