Staff planning is a systematic process that ensures an organization has the right number of people with the right skills to fulfill business needs. I must take into account internal and external changes and must integrate HR planning with the company’s business plan (Lussier 107). When developing the staffing plan I have to gather all of the statistics regarding the productivity of the current work force based on each hour. Then I will examine the statistics and determine how many workers I will need and on which levels of the job specification.
Staffing models are management tools composed of information about resources, processes, products, and customers. They help organizations manage their people and processes to achieve their product and customer goals (Machado 29). There are different staffing models that the company can use. The staffing models include the staffing quality match and the staffing quantity level. Both models are essential for the success of expanding the technological company. The staffing quality model will guide me in improving the standard of work provided by the firm, during the installation of the small remote surveillance cameras to agencies within my home state. Based on the efficiency of the staffing quality level all orders will be fulfilled sufficiently hence increasing productivity which will eventually result in possible future growth. Possible future growths will entire an expansion of the contract to supplying agencies outside my home state.
Both the staffing quality model and the staffing quantity model have significant effects on the company (Mondy 108). The staffing quantity model will assist in the identification of the number of employees that will be needed by the company and their job specialization. In addition, the staffing method will help in the eradication of overstaffing as well as understaffing hence facilitating full staffing. Full staffing is attained when the staffing requirements match the staffing availability. To achieve full staffing, I will employ outsourcing to reduce the cost incurred by the organization (Lussier 58). The staffing quality model will facilitate the determination of how well an employee fits the job and the organization as well as how he or she matches the specific jobs requirements and awards. A well-skilled employee will provide high-quality labor based on his or her area of specification.
While still aiming to acquire employees in the organization I will encounter legal issues based on the establishment of equal employment opportunities. When establishing equal employment issues I have to ensure that I adhere to certain legal acts. The government stipulates that every business or company must adhere to legal employments acts to ensure equality in the labor industry. This legal act includes the American and disability act, the age discrimination in Employment Act, the Equal pay act, pregnancy discrimination act, and Uniformed Services Employment and Reemployment Rights Act (Mondy 69).
When am looking for skilled and experienced staff to fill the vacant positions in the company I can use a system integrator or large consulting far to increase transparency within my model. With a systems integrator or a large consulting firm, the vendor will promise to take the full risk incurred for the project success, which naturally comes with a high price tag because of the overhead involved in this type of staffing model. With a system integration, I might incur a lower price, but also labor comes with few guarantees that it has been sufficiently vetted, and no warranty of project success. Also, every employee that will be recruited by personal qualification. The personal qualifications must be composed of the required skills level as well as the stipulated duration of the experience (Lussier 97).
Job description helps organizations as well as the job applicants understand what will be expected from a person in a particular position, and help to determine whether an applicant is a good fit for that position (Machado 73). There are different tasks that one needs to perform the task based on identification, analysis, and adjustment of the job description. These three parts to the task of preparing a job description will include; the choosing of a job title, developing a list of specific duties and responsibilities that the position requires. Lastly, it is the composition of a capsule description of the position. The position will include what it is meant to be accomplished, additional employees requirements other than specific tasks. These requirements will include, hours per week and expected schedule, whether weekend or evening work is required and any other necessary travel. Besides the section may include wage or salary and benefit information as well (Lussier 68).
Job descriptions in the company will be reviewed and adjusted on the frequency of goal achievement in the organization (Machado 158).. Ones the company attains its goal of building and providing to the agencies within the home state, it will review and just the job description. The adjustment and reveal of the job description will enable the company to attain employees with the experience and skill required in handling responsibilities based on the company’s new goals.
Employee turnover is the rate at which employees leave an organization. It incurs the business money each time an employee leaves because it takes more resources to get back to the initial level of performance or productivity that you had before. Employment of retention measures will both enhance a reduction in employee turnover as well as enable availability of employees possessing required knowledge, skills, or liabilities (Machado 289). These measures will include hiring the right people from the start, most experts agree, is the single best way to reduce employee turnover. This can be achieved through interview and vetting candidates carefully, not only to ensure that they have the required skills but also those that fit well with the company culture, managers, and co-workers. The second method is the administration of the right compensation and benefits. Setting the right remuneration and benefits is important too. Secondly is that I will work with human resource data to provide my employees with an opportunity for career and personal growth by training and education, assigning them challenging tasks and more responsibility. The third method will be the provision of opportunities for the employee to share their knowledge on-the-job via training sessions and learn from them, mentoring others and team assignments. Employees like to share what they know; the act of teaching others ensures the employee’s learning (Lussier 43).
With a well thought-out succession planning methods, my company my company will earn some benefits. These benefits will include. First, the company will attain a well-trained, involved and a potentially broad stream of capable employees who are well attached in the breadth and depth of the company (Mondy 38). Secondly, it will attain a continuous stream of individuals who will continuously review, question and refine procedures and processes, help improve the quality of the company, as well as improving the offerings of the company to its clients as well as in achievement of its goals. Lastly, it will create a growing reputation for an excellent, highly efficient challenging, and a stimulating place to work, which will result in my ability to hire ever better people.
Lussier, Robert N, and John R. Hendon. Human Resource Management: Functions, Applications, Skill Development. Thousand Oaks: SAGE Publications, 2013. Print.
Machado, Carolina, and J P. Davim. Work Organization and Human Resource Management. , 2014. Internet resource.
Mondy, R W, and Judy B. Mondy. Human Resource Management. Boston: Prentice Hall, 2012. Print.