Free Essay

Staffing Organizations–Part 1

In: Business and Management

Submitted By shanisvd21
Words 1532
Pages 7
Staffing Organizations–Part 1
Sh’ani D’Antignac
Instructor: DANIELLE CAMACHO
BUS 335
October 29, 2013
Strayer University

Staffing Organizations The Java Spot will be a central meeting place for college students and individuals who are looking for a nice and friendly place with great customer service and exceptional coffee and pastries. The first step to provide those amenities would be to prepare an innovative and effective staffing model that will ensure organizational probability and improve the community. As the owner I have drafted a strategic plan that will be used to staff and manage the business for the next 3 years. The staffing process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality will be beneficial to the growth of the business . The overall goal of the company is to create a friendly neighborhood coffee house that provide the best customer service to individuals from all walks of life while generating profit growth.
Employment Relationships From a legal prospective the term “staffing” refers to formation of the employment relationships. The employer-employee relationship is a culmination of the person/job matching process. One of the areas of employment relationships that we will be looking to implement will be temporary employees. A temporary employee is an individual typically hired to help a business meet increased short term demand for its product or services that do not have the status of permanent staff. A temporary employee cost less to hire than regular employees, and they can help fill a position temporarily vacated by a staff member that is sick or has taken a leave of absence. We will start with recruiting temporary employees for our server positions. Temporary employees will be contracted for a temp to perm status for 6 months where permanent hiring will be based on the temporary employees’ work performance. There are legal perspectives that we will cover concerning temporary employees and the scope of permissible discretion and limits that are placed on them. The temporary employees will be responsible for the duties assigned to them and their job criteria will be clearly defined. As the owner of the coffee shop we will set standards and guidelines that abide with the rules and regulations that are set by government laws. The selection for management staff will we will be looking for person/organization match to determine how well the person matches the job and the organization. Management staff will be individuals who are driven and exhibit great leadership qualities that will guide the staff and organization for positive results.
Disparate Treatment Disparate treatment is when an individual alleges that they are intentional treated different from another. Disparate treatment is another form of discrimination where unfair treatment and unjust actions are exhibited. When an employer knowingly and deliberately discriminate against people on the basis of specific characteristics such as race or sex is illegal. There are four factors to initially prove a charge of discrimination; 1. The person belongs to a protected class, 2. The person applied for, and was qualified for a job the employer was trying to fill, 3. The person was rejected despite being qualified, 4. The position remained open and the employer continued to seek applicants as qualified as the person rejected. Disparate impact, also known as adverse impact, is the focus of the effect of employment practices, rather the focus on the motives or underlying intent. Employers should avoid disparate treatment because it can lead to unlawful business practices that result in lengthy court procedures that cost the company tremendously. Compensatory and punitive damages may be awarded to the individual who was discriminated against, and the court can also order “such affirmative action as may be appropriate”, as well as “any other equitable relief” that the court deems appropriate. Employers found to be in non-compliance are urged to change their practices through a conciliation process. If the conciliation process is unsuccessful, employers are subject to various penalties that affect their status as a federal contractor. To avoid disparate treatment employers must abide by the laws and regulations that is set in their state. Creating organizational policies, procedures and guidelines that are understandable, lawful, and agreed upon by all employees is another way. Most important, all employees must be treated equally and receive fair treatment in every situation.
External Influences External influence to the company are the labor market, technology and economic conditions. The labor market deals with labor demands, and labor supply which deals with quantity and quality components. Labor demands are influenced by the consumer demand of the products we market, primarily the more customers we service the more labor demand. Labor supply, is the quality of labor (employees) that we obtain to produce the service. Quality employees produce quality service that can increase sales and profits. Technology influence are the changes that have occurred with transformation systems such as the advancement of internet based services and system. With the technology advancements that are producing daily, many can improve or hinder the growth of the company. The external influences can be address first by conducting a research and analysis of the labor market to plan and execute according to the labor demand. The next step will be to set planning stages that will increase labor with the demand increase. Recruiting and acquiring quality employees that are skilled to provide quality service is another step the company will address.
Plan to avoid shortages and surpluses The plan of action for avoiding hiring shortages will be to start with the use of temporary employees through temp agencies. We will arrange flexible scheduling and shift work to avoid shortages and surpluses. Flexible work arrangements will help the company avoid surpluses and save on labor costs. The company will offer alternative work arrangements to attract and retain older workers. Another way we will avoid shortages will be to offer competitive benefit packages and benefits to employees.
Workforce Diversity Diversity is: similarities and differences among employees in terms of age, cultural background, physical abilities and disabilities, race, religion, sex, and sexual orientation. Workplace diversity reference to the recognition and understanding of the different cultures that are represented in the labor force. The company will adopt an active diversity policy that will be clearly stated in our organizations mission statement. The company will incorporate recruiting activities that can help enhance the diversity of our workforce by advertising using print ads that target a variety of demographic groups. Recruiting diverse qualified individuals who promote positivity and bring different ideas to the company is a plus. We will also provide diversity development training and programs for all employees to increase communications and understanding.

KSAOs, tasks and context KSAO’s are knowledge, skill, ability and other characteristics needed to perform the job effectively. The store manager KSAO’s require math skills, creative ability, people friendly, flexible, computer systems, and payroll system knowledge. The task and context for the manager positions will be: responsible for creating the schedules, ordering stock, lifting, and organizing stock room, inventory review, assign task to employees, lead and manage the servers, and manage the day to day operations. The KSAO’s required for the servers will be: people friendly, require math skills, flexible, fast paced, attention to detail, and communicate effectively. Their task and context include: greeting customers, taking orders (waiting tables as well), making coffee and pastries, cleaning and stocking their work area, cleaning and stocking the restrooms, taking payments, lifting items and assisting with unloading stock.
Conclusion
In conclusion the company will be able to produce sufficient profitable growth by conducting the proper market research analysis and understanding the changes and fluctuations of the economy. Utilizing our forecasting analysis we will be able to recruit the staff needed and generate flexible schedules that aid in technology and consumer demand conditions. As owners of the Java spot we will promote diversity programs that include recruitment that reaches many demographical groups, we will also incorporate diversity training all employees. We will be looking to recruit individuals who will be a qualified match to the company as well as skilled for the job. Understanding and compliance of laws and regulations will be beneficial to the success of the company. Establishing and maintain the employment relationship involves exercising discretion by both employer and employee. Fair and equal treatment alleviates cases for disparate treatment that can have a negative impact on the company financially and professionally. Staffing and promotion strategies will be the result of thorough understanding of the jobs to be filled and the qualifications and skills needed to fill them. Describing the job and tasks required in complete detail will be beneficial to recruiting and selecting the right fit for the company. Implementing the staffing plans and strategies reviewed can produce positive results and positive growth that will be beneficial for our company and yours as well.
References

Heneman, H. G., & Judge, T. A. (2009). BUS 335: Staffing organizations: 2009 custom edition (6th ed.). Boston, MA: McGraw-Hill.

Workforce diversity. BusinessDictionary.com. Retrieved November 01, 2013, from BusinessDictionary.com website: http://www.businessdictionary.com/definition/workforce-diversity.html

Legal and government affairs. American Staffing Association.net. Retrieved November 1, 2013, from American Staffing Association.net website: http://www.americanstaffing.net/legalandgovernment/staffing_law_conference.cfm

Similar Documents

Free Essay

Staffing Organizations–Part 1

...Assignment 1: Staffing Organizations–Part 1 Bus 335 September 14, 2013 Professor Mayfield 1. Identify the type of employment relationship you would establish between the coffee shop and employees from a legal perspective. Explain your reasoning. From a legal perspective my coffee shop will be a friendly environment for all. In regards to my employees, they will be treated fairly and with respect. I want to have a work environment in which my servers are happy to come to work every day; however because it is a business, I would ensure all legal HR practices are used to the best of my ability. 2. Suggest ways that you could avoid claims of disparate treatment. In order to alleviate my company of having claims of disparate treatment, I will ensure that none of my current and potential employees are subject to any type of discrimination. My hiring practices would be legal and ethical, and I would make sure everyone is treated equally. I would definitely have both volunteered and paid position for the handicap. I would include both managers and servers into an open forum, to discuss what we can do as a team to better ourselves as employees and managers. This open forum would make the servers feel important because, we value their opinions 3. Identify the type of external influences that could hinder staffing and how you would address them “According to the "Institutional Assessment," Charles Lusthaus, Gary Anderson and Elaine Murphy contend that social......

Words: 1075 - Pages: 5

Premium Essay

Staffing Organizations - Part 1

...Week 4 – Assignment I Staffing Organizations – Part I The employment relationship is a legal concept widely used in countries around the world to refer to the relationship between a person called an employee (frequently referred to as a worker), and an employer for whom the employee performs work under certain conditions in return for remuneration. Therefore, the relationship I would establish between the coffee shop and employee would be to define the type of equal rights and obligations that should be created between the employee and the employer. The employment relationship should be the main vehicle through which workers gain access to the rights and benefits associated with employment in the areas of labor law and social security. It is the key point of reference for determining the nature and extent of employers’ rights and obligations towards their workers. In essence, changes occurring in the world of work, and particularly in the labor market, have given rise to new forms of relationship which do not always fit within the parameters of the employment relationship. While this has increased flexibility in the labor market, it has also led to a growing number of workers whose employment status is unclear and who are consequently outside the scope of protection normally associated with an employment relationship. Treating employees less favorably based on age, religious views, race, sex, disability or national origin is disparate treatment, a form of......

Words: 1143 - Pages: 5

Premium Essay

Nature of Staffing

...PART 1 The Nature of Staffing Chapter One Staffing Models and Strategy The Staffing Organizations Model Organization Missions Goals and Objectives Organization Strategy HR and Staffing Strategy Staffing Policies and Programs Support Activities Legal compliance Measurement Job analysis and rewards Core Staffing Activities Recruitment: external, internal Selection: planning, external, internal Employment: decision making, final match Staffing System and Retention Management CHAPTER 1 STAFFING MODELS AND STRATEGY LEARNING OBJECTIVES After reading this chapter, you will be able to: • Define staffing and outline the implications of the definition • Explain how organizational effectiveness is determined by both staffing levels and the quality of labour • Describe the five models of staffing • List the 13 strategic staffing decisions that any organization is confronted with • Understand the complexity of ethics in staffing decisions and use suggestions to assist in making ethical staffing decisions Staffing is a critical organizational function concerned with the acquisition, deployment, and retention of the organization’s workforce. This chapter begins with a look at the nature of staffing. This includes a view of the “big picture” of staffing, followed by a formal definition of staffing and the implications of that definition. Examples of staffing systems for a Canadian Astronaut recruitment campaign, store level human resource managers, and direct......

Words: 14457 - Pages: 58

Premium Essay

Workforce Planning

...The process of determining staffing levels aims to identify the numbers and types of employees needed to be successful in solidifying the business plans and strategies for an organization. Organizations apply several different techniques to accomplish this task. However, there are ways to implement fundamental building blocks to set a baseline for success; but due to numerous variables, a step-by-step concrete solution for determining staffing levels cannot exist. Consistent within any stage of strategic staffing, it is crucial to understand the overall plans and strategies of the business and what factors are driving staffing. As discussed by Heneman, “organization effectiveness and staffing systems exist, and should be used, to contribute to the attainment of organizational goals such as survival, profitability, and growth. A macro view of staffing like this is often lost or ignored because most of the day-to-day operations of staffing systems involve micro activities that are procedural, transactional, and routine in nature. While these micro activities are essential for staffing systems, they must be viewed within the broader macro context of the positive impacts staffing can have on organization effectiveness” (6). Managers and Human Resources must share a common understanding of the business needs and react through implementing corresponding staffing levels. Only with a common perspective between management and human resources can staffing levels be effectively......

Words: 2895 - Pages: 12

Premium Essay

Tanglewood

...* 1. RECRUITMENT & SELECTION Group Assignment (CASE ONE: TANGLEWOOD STORES AND STAFFING STRATEGY) * 2. Contents Introduction Staffing levels Staffing Quality Recommendation CASE 1: TANGLEWOOD STORES AND STAFFING STRATEGY * 3. Introduction CASE 1: TANGLEWOOD STORES AND STAFFING STRATEGY Tanglewood was originally founded in 1975 by two entrepreneurs and they are Tanner Emerson & Thurston Woods . Initially They were called originally as Tannerwood with only one store that sold outdoor clothing and equipment that they themselves designed * 4. Introduction CASE 1: TANGLEWOOD STORES AND STAFFING STRATEGY It was because of the unique merchandise (quality) and good customer service that won the heart of people, the business grew bigger In 1984 the two friends renamed the company to Tanglewood in 1984. Their business grew in the 90’s t0 243 stores in various parts of US, with Emerson being the CEO and Wood as the President. Regional Managers directly oversee day to day operations. * 5. Tanglewood’s Operating Environment CASE 1: TANGLEWOOD STORES AND STAFFING STRATEGY Competition and Industry This is a competitive and thriving industry in America, which provides jobs to 23 million people (approx.) and accounts to $3 million in annual sales . * 6. Tanglewood’s Operating Environment CASE 1: TANGLEWOOD STORES AND STAFFING STRATEGY Table 1: The ROR, ROA and ROI of Tanglewood which indicate corporate profitability (ROA) - efficiently managed its assets to......

Words: 2284 - Pages: 10

Premium Essay

Workforce Demographic

...Workforce Demographics Age staffing breakdown will be most useful for organisations that expect to experience significant knowledge drain from retirements in future periods or those that believe their labour flow dynamics are changing the age composition of their workforce. Age Staffing Breakdown indicates the percentages of the workforce that fall within various age groupings. Average workforce tenure is yet another important aspect of workforce demographics. Age, a component of demographics, is one of the most important components in determining the average workforce tenure. Ethnic background staffing breakdown will be most useful for organisations experiencing significant tenure imbalances within the workforce or experiencing shifts in tenure due to high turnover, reorganisation or a retiring workforce. It indicates the volume of workforce falling within various tenure groupings Gender staffing breakdown will be most useful for organisations that track the gender diversity of their workforce. It indicates the percentages of the workforce represented by each gender. This measure enables an organisation to monitor the gender balance of its workforce, to promote diversity among staff and to help ensure the lack of gender bias in the workplace. The HR function can play a critical role in guiding line managers to hire and retain the best available mix of high-performing employees regardless of gender. Staffing rate – disability refers to the rate in employment in cases......

Words: 892 - Pages: 4

Free Essay

Segmentation

...contract. About 12% of the labor force is unionized, with 7.4% unionization in the private sector and 36% in the public sector.14 Trends suggest a continued decline in private sector unionization as well as an increasing level of public sector unionization.15 Labor and management are required to bargain in good faith to try to reach agreement on the contract. Many staffing issues may be bargained, including staffing levels, location of facilities, overtime and work schedules, job descriptions and classifications, seniority provisions, promotions and transfers, layoffs and terminations, hiring pools, KSAO requirements, grievance procedures, alternative dispute resolution procedures, employment discrimination protection, and, very important, pay and benefits. Virtually all aspects of the staffing process are thus affected by negotiations and the resultant labor agreement. Labor unions thus have direct and powerful impacts on staffing and other HR systems. Even in nonunion situations the union influence can be felt through "spillover effects" in which management tries to emulate the pay and benefits, as well as staffing practices, found in unionized settings. HUMAN RESOURCE PLANNING Human resource planning (HRP) is a process and set of activities undertaken to forecast an organization's labor demand (requirements) and internal labor supply (availabilities), to compare these projections to determine employment gaps, and to develop action plans for...

Words: 21480 - Pages: 86

Premium Essay

Mcdonalds

...Abstract: Modern organizations struggle with staffing challenges stemming from increased knowledge work, labor shortages, competition for applicants, and workforce diversity. Yet, despite such critical needs for effective staffing practice, staffing research continues to be neglected or misunderstood by many organizational decision makers. Solving these challenges requires staffing scholars to expand their focus from individual-level recruitment and selection research to multilevel research demonstrating the business unit/organizationallevel impact of staffing. Toward this end, this review provides a selective and critical analysis of staffing best practices covering literature from roughly 2000 to the present. Several research-practice gaps are also identified. Reference: Hussain folder staffing the 2nd page. Table of Contents Abstract: 1 1. Company Profile: 1 2. McDonald’s Organizational Behaviour 1 2.1 Diversity 1 2.2 Equal Opportunity 1 2.3 Cultural Differences 2 3 Human Resource Management 2 4. Staffing 4 4.1 Implications of Staffing 4 4.2 Staffing Models 5 4.2.1 Staffing Quantity 5 4.2.2 Staffing Quality 6 4.2.3 Staffing System Components 6 4.2.4 Staffing Organizations 7 4.3 Organizational Effectiveness 7 5. Recruitment at McDonald’s: 8 5.1 Recruiting Suitable Applicants 9 5.2 Recruitment and Selection Process 9 Step 1: Planning 10 Step 2: Selection Process 11 Step 3: Interview 11 Step 4: Reference......

Words: 7931 - Pages: 32

Premium Essay

Strategic Staffing

...Strategic Staffing Page 1 Strategic Staffing HRM 600: Human Resource Planning Professor Deroeck Megan Purdy Mpurdy77@gmail.com March 23, 2015 Strategic Staffing Page 2 In today’s business world, there are constant changes taking place that includes the process of staffing. Staffing has often been thought of as a reactive process, in that when an employee quits or is let go, Human Resources must immediately go through the process of filling that position. The hiring process has certainly evolved over time and has become somewhat more complex. To be effective in staffing, the organization needs to offer their support to the Human Resources team to engage in new and innovative methods of strategic staffing. In most organizations, the Human Resources department should be providing information concerning the staffing strategy and then be responsible for developing particular processes to be able to support the strategy. A typical staffing strategy should include the following parts or guidelines to be most effective: Overview, Alignment with the Goals and Strategy of the Organization, Filling Open Positions, Balancing the Staff, Meeting Diversity Goals, Retention of Employees, Development and Training of Employees and Workplace Environment. (Mochal, 2003) The overview will be an area that will define any important trends in the industry or particular factors that will affect staffing. The aligning of goals and strategy of the......

Words: 1499 - Pages: 6

Premium Essay

Hr Planning

...Senior Lecturer Course: Human Resource Planning Course Code: HRM 360 North South University Date of Submission: 11th April 2012 April 09, 2012 A.K.M. Mominul Haque Talukder Senior Lecturer, School of Business & Assistant Proctor North South University Bashundhara, Dhaka 1229 Dear Sir, Subject: Research Report on Level of Satisfaction of the employees of Avery Dennison. We have the honor to present to you the research report entitled ‘Factors of Human Resource Planning Affecting a Company’s Competitive Advantage’. The main purpose of this report was to assess the relationship between the seven different variables of human resource planning and the independent variable namely competitive advantage of our organization of research that is R-Pac Bangladesh Ltd. We hope that this report will merit your approval. Respectfully yours, __________________ __________________ __________________ Trishita Chowdhury Tahmina Jahan Sharmin Akhter Khan 081 358 030 082 302 030 082 635 030...

Words: 6462 - Pages: 26

Premium Essay

Ihrm

...Introduction Staffing[pic] models are crucial to any form of business because there is a direct link between staffing models and organizational strategy. Good staffing models streamline organizations' strategic directions while at the same time improve employee productivity. Repeatedly, human resource managers and other administrative personnel complain about the lack of results after implementing changes in their staffing duties. • Staffing models are a representation of the relationship between staffing costs and time utilization by employees. Additionally, they also indicate the kind of activities that occur within the organization and why employees perform those duties and functions. Staffing models give managers a chance to critically analyze how employees spend their time in the organization. This also acts as a platform for assessing the most effective way of going about organizational duties.   Four stages of the staffing process            1.     “Prospect” - Joint interaction between the applicant and the organization            2.     Recruitment – Identification and attraction                                   3.     Selection – Assessment and evaluation            4.     Employment – Decision-making and final match Corporate management philosophy is an important issue because it decides how a firm views the world in relation to itself and how it wants to manage human resources in different countries. HR manager at international level must not...

Words: 911 - Pages: 4

Premium Essay

New Health Medical System

...| New Health Medical Systems | Memo To: NHMS Management From: Shakeia Cork CC: Date: 12/12/2011 Re: Staffing Strategy New Health Medical Systems is a large hospital and healthcare system in the southwestern part of the United States. The Board of Directors recently announced a new strategic direction to become a regional center for critically ill patients. As a part of that strategy, the organization has opened a new cardiovascular unit, where patients can receive care for heart attacks, strokes and other types of cardiovascular disease. It was quite easy for the unit to recruit quality physicians but there is a problem finding qualified technicians. The technicians in the immediate region are already employed and aren’t actively seeking jobs with other organizations. The director of staffing for the organization has been asked to create a new staffing strategy to fill the 35 new positions in this department. After considering alternatives, she is recommending the following. 1. Place advertisements in the local newspapers. 2. Contact staffing agencies that specialize in placing technicians into health care facilities. 3. Organize a job fair and invite local professionals to attend. 4. Offer a $1,000 signing bonus to anyone who joins the organization and stays for at least 180 days. After I evaluated the current staffing strategy, I don’t believe the adequate enough to fill the 35 new positions that are being offered. The strategy is still only focusing......

Words: 425 - Pages: 2

Free Essay

Tanglewoodcase1

...referencing Tanglewood’s Company mission statement and allowing this to be the foundation for how we will approach all staffing strategic decisions. The company’s mission statement is as follows, [1]“Tanglewood will be the best department store for customers seeking quality, durability, and value for all aspects of their active lives. We are committed as a company to providing maximum value to our customers, shareholders, and employees. We will accomplish this goal by adhering to the core values of responsible financial management, clear and honest communication, and always keeping performance and customer service in the forefront.” We will consult this mission statement throughout this report to ensure that we are following the original guide to Tanglewood’s success. As you are all aware, some of Tanglewood’s current success stems from strategically [1]”distinguishing itself with simple, elegant, and uncluttered design concepts for their stores and their in-house products. This objective is also achieved through the company’s unique employee relations system which focuses on, strong employee participation and ensuring employees, full or part time, are members of the core work force. Tanglewood prides itself on operating with a core workforce (a workforce of permanent employees), reinforcing this philosophy by not utilizing in temporary employees. [1] “Core Workforce is viewed as essential for the organizational values and culture. This is a philosophy which,......

Words: 1187 - Pages: 5

Premium Essay

Hrm 548 Week 1 Memo

...Date: Re: Evaluation of the staffing strategy Section 1- Introduction  The following memo will evaluate New Health Medical Systems staffing strategy to determine how well it aligns with the new strategic goal and the requirement to fill 35 new positions. An innovative staffing strategy is to be generated by the director of staffing which involves: • Placement of ads in the local dailies • Approach staffing agencies specializing in placing technicians in hospitals • Organize job fairs and encourage local talent to attend • Offer a signing bonus of $1,000 to any person who joins the company and works for a minimum of 6 months I will also address any changes or additional recommendations that should be done to the staffing strategy in order to meet the organizations goals. Section 2 - Staffing Strategy Alignment New Health Medical Systems should decide on procedure that will work efficiently and align with the company's new strategic direction so as to obtain the technicians needed for their new cardiovascular unit. “This is an ideal time to evaluate how the work may have changed since the employees were initially hired and how you might enhance your talent mix by redefining job requirements.” (Messmer, 1999) New Health Medical Systems needs to focus on staffing strategically in order to meet the company’s objective of becoming a regional center for critically ill patients. The Staffing Organization (2008) deems this......

Words: 1114 - Pages: 5

Premium Essay

Hrm 410 Week 4 Course Project Acme Staffing

...Project ACME Staffing Follow Below Link to Download Tutorial https://homeworklance.com/downloads/hrm-410-week-4-course-project-acme-staffing/ For More Information Visit Our Website ( https://homeworklance.com/ ) Email us At: Support@homeworklance.com or lancehomework@gmail.com HRM410 Course Home Course Project (JUL15) You are the new HR Business Partner at a medium-size organization and it is your job to create an original (not copied from the text or other sources) handbook with many of the tools needed in the strategic staffing process. The body of the project should develop the following staffing tools. Organize your paper through use of headings, which correspond to the following topics and tools: 1. Provide the brief background of your organization (you can use a real one or fictitious one.) Introduce the company to which the strategic staffing handbook applies. Talk about things such as the number of employees, years in business, strategic focus, mission, the types of positions this company has, and it’s purpose in the industry. End with a strong thesis statement that sets the stage for the rest of the handbook. In other words the last one or two sentences of this section should summarize what you plan to talk about in this document. 2. Define strategic staffing, as it pertains to your organization. (TCOs 1 and 2). Transition from the introduction where you talked about the company to talking about what the definition of strategic......

Words: 1124 - Pages: 5