Staffing Plan for a Growing Business

Staffing plan aims at ensuring that the project has enough workers with the appropriate competencies and experience. Hence, this induces a successful completion of a project. The process of staffing is mostly controlled by human resource managers. Therefore, as the HR of the described company in the case scenario, it will be imperative to consider the staffing plan approaches, and how they lead to the growth of a small business.

Types of Staffing Model for the Given Scenario

1. Staffing organization

2. Staffing quality

Staffing quality would be the best model for efficiency, productivity and possible future growth because the firm currently needs the employees with specific knowledge and skills that will meet the needs of the customers (Kim & Ployhart, 2014). For the organization to determine such attributes, the model will help in aligning the characteristics of job applicants and the requirements of the employment in a way that the recruitment process will improve the profitability and the productivity of the firm.

Certain conditions are specified in the vacancies in case the organization needs to hire more workers. As stated in the scenario, it seems that the business has thrived in the contract of building and supplying the surveillance cameras to various government agencies. Because of this growth, the company will need certified quality control engineer, assembly technicians, office support professional and contract administrator. Due to the job expansion, staffing quality framework will help in improving the human resource outcome regarding productivity, profitability, retention, credibility, and attendance.

The vacancies listed follow the specific job requirements. For that reason, it will be imperative for the applicants under the staffing model to do the same. They must be based on their skills, knowledge and qualifications. Thus, these actions will make this staffing model best fit for the case scenario.

Significant Effects of Each Identified Staffing Model

The staffing organization design always integrates the firm's plan; therefore, the result of the staffing model will change depending on the management’s decision. In addition, the outsourcing and the contingent employees will be hired following the expansion decision (Kerzner, 2013). The role of the consulting industry will double under the model due to the implementation of various strategies that are meant to reduce the rate of the turnover. In the same way, legal issues and the consultancy firms will arise thus making the criteria critical for the inputs.

Staffing quality will also influence the primary workforce hence minimizing the outsourcing strategy. Equally, contingent worker requirements will vary based on the new contract and agreement. However, the probability of the contingent workers to be employed on a permanent basis under the staffing quality will be high.

Potential Legal Issues in Equal Employment Opportunities and Diversity

The primary goal of the equal employment opportunity is to hire the individuals considering their qualifications regardless of the social statuses such as sex, gender, age, religion, race, color, ethnicity, and origin. Nonetheless, one of the prospective legal issues that may emerge in this case is job advertisement. During publication of the employment opportunities, the company must not mention age, sex, color, race, and origin of the staff member it intends to employ. The main reason for abolishing this action is that it has a better chance of attracting the legal problems.

Another legal issue is recruitment. Here, it may be appropriate for the company to hire a diverse workforce. Perhaps, employing a common gender or individuals from the same ethnic class may send a message that the human resource manager is biased. Consequently, this notion may result in legal implications. In addition, the human resource manager needs to avoid tolerating practices that may reflect discrimination. In other words, job referrals and promotions must be transparent at all levels, and the procedure must follow the ethical framework (Kerzner, 2013). One more legal question includes discipline and discharge. Discipline will be shown if the recruitment process is conducted successfully without the company planning to dismiss some workers. If the firm contradicts the terms, the process must not reflect that a particular social class is the most affected group.

Frequency for Reviewing and Adjusting These Job Descriptions

As the company progresses, it will be necessary to consider and modify the job descriptions every time it expands and is in need of recruiting serious employees. At some point, the firm will have to impose more restrictions on the job descriptions, especially on the experience matters and the academic level of candidates. The reason for this is to ensure that the organization has reliable and productive staff who will take the business to the next level concerning development and profitability.

Method of Achieving Transparency within Staffing Model

In staffing, transparency can be established by enforcing pay grade levels where the workers will not guess the incomes of their colleagues. The aim of improving transparency is to reduce competition and dissatisfaction of the employees. The merit pay grid together with the performance evaluation framework will also enhance transparency in the staffing model. As such, it will be required of the human resource manager to publish specific qualifications in the job vacancy. Thus, such requirements include minimum qualification, certificates, and courses. Therefore, this step will again increase transparency in the staffing process.

Task to Identify, Analyze and Develop Job Requirements and Task Statements

Job analysis is vital. It will assist in developing the requirements for the employment and accounts of the job. Numerous tasks under the contract analysis should be performed.

· Firstly, the job description should include duties and responsibilities whereas job specification should cover knowledge, skills and abilities that the employee needs to do the work appropriately. A collection of background is the essential task to determine the job requirements because it will suggest the basic needs through historical data and observations.

· Another task is taking the subject matter expert input to gather the data about the job.

· It is also necessary to ask the subject matter experts to prioritize the position and rate its significance

· One should identify the primary competencies and establish the limits of the skills that will set the eligibility criteria.

· The final issue incorporates aligning the tasks determined with the competencies to develop the job requirements.

Methods to Deal with High Employee Turnover and the Availability of Employees

Improving the Hiring Process

Hiring competent personnel who possess the attributes of successful employees is important. Hence, even this process already proves productivity at the workplace. Hiring is the primary activity that improves the long-term productivity and affects the turnover rate.

Effective Reward and Recognition Process

A human resource manager needs to pay the deserving workers based on their performance appraisal. By doing so, the employees feel recognized; thus, it enhances their satisfaction as well as improves their productivity and stay in the company. The contented staff member will not quit working for the company; therefore, the firm will be successful in retaining the talent pool.

Involve Employees

Employees should be involved in decision-making processes and in other areas where they seem valuable to the industry. According to this method, the human resource management should give them regular feedback on the organization’s progress. Moreover, this process links them with the administration, and it is effective since it lowers high turnover rate.

Benefits of Succession Planning

Succession planning of marketing plan essay is greatly beneficial for the corporate performance. Embracing it will influence the growth and development of the industry in various ways. The following are some advantages that prove its importance.

1. Succession planning will assist in determining knowledge, skill, and competencies of the desired job profile. For that reason, it will assist in hiring the best candidate for the open vacancy.

2. Succession planning will contribute to the improvement of the action plan. Therefore, it will ensure that the processes comply with both the state and organizational regulations.

3. Succession planning will help in the processes of expansion of the company, as it will attract new leaders for the firm.

4. Succession planning saves time and money. Dedicating time to plan for the industry’s future will save the organization’s time and money. For instance, the plans to promote and train staff members in the workplace will save the time for recruiting external candidates, interviewing them and viewing their references. Additionally, money allotted to such activities will be saved with the solid succession plan.

Conclusion

In conclusion, staffing is a crucial process for the growth of a company. It ensures that the project has enough workforce with appropriate competencies. The two staffing models outlined in the paper seem to function well in the provided scenario, in particular staffing quality and staffing organization. For the human resource manager, it will be important to regularly review this process, as it leads to the organizational change starting from the recruitment of the employees to the performance of various tasks in the firm.