A good staffing model is imperative to business since it strengthens the organization’s strategy of the business and boosts the performance of employees. Moreover, a good staffing model helps a business manager save resources since it helps the manager in hiring only the appropriate number of employees needed. By ensuring that only the qualified personnel is employed, a good staffing model ensures quality output of products. Therefore, a well-chosen and implemented staffing model produce admirable results while a poorly implemented model is likely to cause failure.
One staffing model that is well suited for a daycare business is the Sufficiency Model. A sufficiency model is one that is intended to estimate the kind of resources that are required to maintain the performance of business in its optimal production level (Howell & Hemel, 2007). To create a sufficiency model, the business is required to come up with decisions such as the required standards of output and measures to gauge the performance of employees.
In the day care business scenario, a sufficiency model would help me estimate the amount of funds that I would require to hire additional staff and resources I would be using to pay their wages. This model will also help in distribution of the limited funds across all staff departments of my expanded day care business. Overall, the sufficiency model would help me utilize the available funds while avoiding losses or wasting business resources on unnecessary commitments.
Another model that would work perfectly for my daycare business is the Person-Job Match Model.A person-job match model is a model that seeks to match every employee to the job he/she is best suited or trained in (Heneman et al., 2003). The business management ensures total productivity by staffing its employees per their specific skill sets. This principle is employed when identifying the appropriate staff to hire and how to get the best service out of the staff. For example, it would be totally inappropriate to assign a Registered Nurse to the reception of the day care offices. An Office Support Paraprofessional is best suited to for this role since he/she has been trained for that role.
Conclusively, since all businesses are profit-oriented, the sufficiency model is the best model to use in the daycare business. This model is specific on the utilization of available funds during staffing and aims at maximizing profits for the proprietor (Howell & Hemel, 2007). A Person-Job Match model is essential in maximizing the potential of the staff, but a sufficiency model would reap more benefits if the day care staff is self-driven and capable of working under minimal supervision.
During the establishment of equal job opportunities and diversity in my daycare business, numerous legal issues should be considered. These legal requirements aim at ensuring equality of opportunity to all employees or job applicants regardless of age, race, gender or physical disability. Some of these legal issues are discussed below.
One requirement that should be closely followed is the Equal Pay Act, which specifies that all employees who hold the same position, carry out equal responsibilities or who have similar skillset should be given equal pay (Linares, 2005). There should be adherence to the Race Relations Act. There should be no tolerance of actions that can be considered discriminative based on race or ethnic background.
Moreover, there should be adherence to the Sex Discrimination Act. Equal opportunities should be afforded to all employees irrespective of gender (D’Aiuto et al., 2010). Women, who had for ages suffered from gender inequality, now have equal chances of getting employed. The Disability Discrimination Act outlines that employees or applicants who are physically challenged should be given equal consideration just like the rest. Conclusively, the legal issues to be considered when offering equal job opportunities are numerous. A good employer should consider all of them.
To achieve transparency within my staffing model, it is important to involve my staff during the structuring of departments (Neyland, 2007). Representatives chosen by the staff could be used if the number of employees is too large. When promoting an employee, it is paramount to thoroughly examine the candidates for promotion so as to determine if the person(s) deserves a promotion. It is also wise to have an appealing chance for employees who feel that they have been overlooked. These steps will ascertain that there is transparency in the decision-making process.
Involvement of staff in decision-making can be considered as the most crucial step of achieving transparency. Staff will appreciate their being part of decision-making. There will be no issues of managerial favoritism in the organization since the staff feels integrated into the managerial system. By involving everyone in making decisions, the commitment levels of the staff will skyrocket and so will their productivity.
Some tasks need to be undertaken to create job requirements and task statements. These tasks include finding people with skillset and ability to develop job descriptions, conducting a job analysis and finally, formulate the job requirements (Heathfield, 2013). Gathering personnel with the skills to formulate a job description is the most important task. The managers and employees in a department are the most suitable people for describing job requirements since they understand the work done in their department.
The manager and the employees will then carry out the job analysis. A job analysis specifies the duties and responsibilities of the employee. This can be done by conducting research on the internet, studying organizations with identical jobs and revisiting past records. The job requirement and/or description is formulated after collecting the required data.
Job descriptions should be reviewed or updated whenever the duties and roles of an employee have been significantly altered (Bednarek-Michalska, 2002). A simple example of this is when the Office Support Paraprofessional agrees to also work as a receptionist and an advisor to the Human Resource Department. Job descriptions should also be reviewed and updated when there is a job vacancy that needs filling. In the absence of the factors mentioned above, it is necessary to update job specifications regularly, for instance, after every business year. The importance of these reviews and updates is to edit job specifications for job positions whose duties and roles changed over the business year.
Employee turnover has proved to be a major challenge for most employers. While it is impossible to have zero employee turnover, it is possible to reduce it. One way to combat high employee turnover is to interview applicants cautiously. However qualified an interviewee seems, it is wise to make sure that the candidate integrates perfectly with organization culture and style of operation. The interviewer should also try to gauge how well the interviewee can socialize with the existing employees in the company. If the majority of the employees hired are those who fit into the company’s culture, the turnover ratio is going to be low (Hom & Kinicki, 2001)
Another way to reduce turnover ratio is by offering unique employee benefits to your workers. Such benefits include such as organizing Health Saving Accounts, having an End-Year Staff Party, facilitating a favorable pension plan. If employees are satisfied in how you pay them and reward them, then they will not leave. It is, therefore, recommended that the boss invests in his/her staff so as to keep them happy and motivated because, in the long run, it’s more profitable to keep your employees happy than it is when you keep hiring replacement staff.
An employer can also tackle employee turnover by having an open communication and feedback line for the employees (Hom, 2001). This will give the employees the opportunity to communicate with the management especially in matters that bother them. While its’s not every suggestion that can get implemented, it is valuable to let the employees know that the boss cares about them and their opinion. Furthermore, the management can successfully deal with some issues, and this can help stem the turnover ratio.
Effective succession planning methods are primarily beneficial to the company in financial terms. Like mentioned before, the basal function of every business is to generate revenue for its founder. Therefore, spending a little bit more money trying to keep your employees will turn out to be beneficial since happy and motivated workers are more generative than grumpy ones. Moreover, it is more expensive hiring staff than it is holding onto the employee you have.