...Running head: STAFFING PLAN Staffing Plan Jeff Gibson University of Phoenix Human Resource Management MGT 431 Alissa Thome September 07, 2008 Staffing Plan “With tremendous pressure to staff a new organization as quickly as possible, expediency often takes precedence over sound selection decisions” (Scott & Lundquist, 2006, p. 1). Starting or staffing an existing organization can be a struggle. Along with all my other job descriptions, I am the human resources contact person for my organization. I have found to attract qualified individuals to fill sensitive positions in my organization I need to offer competitive wages as well benefits packages. Most organizations use a number of ways for staffing and each will face different challenges when following a set of guidelines when structuring a staffing plan. When staffing my organization with the best qualified employees I follow a set of guidelines provided by the Department of Transportation and our insurance carrier. I work for a company which provides transportation and crane services to a variety of customers. On the transportation side my company has to employ enough drivers to pick up and deliver a wide variety of oilfield products within the compliance of DOT regulations. My organization operates in the Western United States and is regulated by the Department of Transportation for hours of service for each driver. Finding qualified drivers to drive interstate as well intrastate is essential for...
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...Staffing Plan Peter Adija University of Phoenix Human Resources Management – MGT/431 Instructor David Mallory June 28, 2010 Staffing Plan Huffman Trucking (HT) is a company that has always gone against the grain. It has always taken the bold moves when others remained cautious and fearful. HT flourished through the uncertain times during and after World War II. And midway through 2010 with many economist and pundits forecasting that the economy will not get better soon and may relapse into a “double dip” recession, HT has sought to make the courageous move and take advantage of some of the positive signs in the market and bravely engage in hiring and re-staffing reflecting the company’s goal of expansion. Employees of a company are not just responsible for carrying out their duties while at work; they are responsible for representing the companies they work for on, and sometimes, off duty. Employees today should be aware that what they say and do off-duty could cause them their jobs. Recently a waitress in Charlotte, NC went on the social networking site Facebook, to vent about her tip from a customer. She rudely spoke about that customer and soon management discovered her post. (Frazier, 2010) Some may say this incident borders on issues of privacy but from a management perspective there is the image and well-being of the company to worry about. Employees are an extension of the company. Hiring employees is not just about body counts. A qualified individual...
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...Staffing Plan The human resources department of an organization holds much significance and human beings are considered the most important asset of an organization. A company has different functions in an organization such as marketing, accounting, human resources, manufacturing, operations, and each function needs to be proficient and have the right employees to ensure that the business processes and operations become highly effective (Messmer, 1999). This requires the framing of an appropriate staffing plan and even working on the details such as the number of people who need to be hired in various functions, and developing the strategies for recruitment purposes in compliance with the legal system of the country. Here, the chosen organization would be a restaurant chain, and a decision needs to be made on important constituents of a staffing plan. These would be the functional distribution of people in the organization, deciding upon the strategies to be used for their recruitment, and checking the selected strategies for their legal compliance. In the restaurant, all the functions are uniquely significant just as they are in any other business sector, but a special emphasis definitely is on the customer service. This is the determining factor that will have a direct influence on whether the people will love to be back in the restaurant again. Moreover, if the people working in the restaurant chain are confident of the quality of products they serve and the services they...
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...Staffing Plan Paper Giselle Walton MGT431 October 12, 2010 Lori Gardner Staffing Plan Paper Appropriate staffing can be the key to success for many organizations therefore, the human resources (HR) department must develop a staffing plan. In this paper I will develop a staffing plan for a new division at T-Mobile called Loyalty. Loyalty will consist of marketing, customer service, distribution, and accounting. Specific strategies to recruit the appropriate applicants including the legal compliance of said strategies will be developed in this paper. Initially HR has to understand the need for the division called Loyalty. The loyalty division will meet the needs of customers who have been with the company for more than two years. The emphasis on these customers is necessary because customers typically join a cell phone provider with a two-year contract, for one of three things, coverage, rate plan pricing, or handset (phone). Customers remain with a cell phone provider after the initial two years because of satisfaction with their current provider. The Loyalty division will be responsible for implementing specific initiatives to maintain customer satisfaction. T-Mobile has 33.6 million customers (T-Mobile USA, 2010). The number of people needed for the loyalty division is determined by the average number of customer losses during the year. In the first and second quarter of 2010, T-Mobile lost 170,000 customers to other cell phone providers (T-Mobile USA, 2010). By constructing...
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...CHAPTER ONE: STAFFING MODELS AND STRATEGY Learning Objectives * Define staffing and consider how, in the big picture, staffing decisions matter * Review the five staffing models presented, and consider the advantages and disadvantages of each * Consider the staffing system components and how they fit into the plan for the book * Understand the staffing organization model and how its various components fit into the plan for the book * Appreciate the importance of staffing strategy, and review the 13 decisions that staffing strategy requires * Realize the importance of ethics in staffing, and learn how ethical staffing practice is established Introduction * Staffing is a critical organizational function concerned with the acquisition, deployment, and retention of the organization’s workforce. * Staffing is arguably the most critical function underlying organizational effectiveness, because “the people make the place,” because labor costs are often the highest organizational cost, and because poor hiring decisions are not easily undone. * Five models * The first model shows how projected workforce head-count requirements and availabilities are compared to determine the appropriate staffing level for the organization. * The next two models illustrate staffing quality, which refers to matching a person’s qualifications with the requirements of the job or organization. * The person/job match model is the foundation of all staffing...
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...business for over 50 years using the standard method staffing. Hiring its own employees, training, managing and all human resources issues were all handled in house. The option is now arising to use an employment agency, FSS, to relieve the burden from Kaiser Manufacturing Company. It is important to weigh the advantages and disadvantages of this option before changing the entire business plan Kaiser Manufacturing Company has worked so long. The advantages include, flexible staff numbers, as of current Kaiser Manufacturing Company has a workforce of 725 production workers, 30 clerical workers, 32 engineer and professional workers, and 41 managers, who are all full time employees. This number was a perfect fit for the company when the sales were at an all-time high but as of 2008 the sales have stayed at 175 million annually. Cutting back on the cost of the workforce would be very beneficial to Kaiser Manufacturing Company’s bottom line. If and when sales are to peak or employees call out it is great to have the option to bring in more employees or decrease the number of employees staffed when necessary without adding more work to management. A second advantage would be the caliber of workers available to the company. Though the current workers are adequate to keep the business running, it may be advantageous to bring in someone temporary to help understand why sales have not increased in so many years and formulate a plan to fix that. The opportunities to make the company better...
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...External recruiting for the manager, supervisors, and leads positions will be conducted in a different manner because reaching a large population will require posting job openings electronically on the Internet, and advertisement in paper media. Recruiting for the exempt or special skills positions would also require recruiters surveying universities for their top students, for instance an MBA and two years experience are key requirements for the facility manager position. The operations and maintenance supervisor position may require a Bachelor of Science Degree in Mechanical Engineering, or Civil Engineering with one-year experience. A Bachelor of Science Degree in Business Management or Administration with one-year experience in customer service may be required for a tenant services supervisor. Skilled certificates in a particular trade, such as plumbing, electrical, construction, or air conditioning would be sufficient for the leads positions. Contractors or third party services recruiting can be satisfied by surveying internal organizations within the corporation for recommendations, whereas for external recruiting, Internet and paper media advertisements will suffice. When recruiting contractors or third party services, a bidding process will take place to ensure that services can be obtained at a good rate, another criterion for selection or elimination would be safety performance. A company that has poor safety performance could eventually cost the primary company...
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...Organizational Staffing Plan The purpose of this paper is to provide a staffing plan for Guardian Angel Daycare center. Although, we are a small business I will provide information that will show with the right amount of employees, possessing the knowledge, skill, and ability (KSA) skill sets we can maximize efficiency and meet the critical business needs at the appropriate times. In order for us to secure the licensure needed for our future expansion. Identify two (2) types of staffing models that could apply to your chosen scenario and determine which model would be best suited for efficiency, productivity, and possible future growth. Examine the significant effect of each identified staffing model on processes that may be occurring within the organization (e.g., outsourcing, contingent workers, consulting firms, etc.). The two staffing models that apply to my business are staffing quantity- level and staffing quality- person/ job match. Both models are critical for the success of Guardian Angel Daycare center. The staffing level will guide me to ensure that I am not overstaffing and suffer from high costs with a facility full of employees sitting around with nothing to do. As well as guide me from understaffing, which will affect my employees by being stressed and over worked. The productivity of my business will suffer, causing me to lose great employees and customers, which ultimately would be detrimental to the success of the business (Conrad). For my future expansion...
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...Staffing is one of the most important things that an organization can do to bring success to the company. Without experienced manpower there are no completed tasks, or quality customer service. If a company hopes to hire qualified individuals, they must be aggressive, and plan a head in order to know the staffing needs of the organization. This paper will outline an effective and efficient staffing plan for Haircutters Barber Shop, including how to determine the numbers of barbers and beauticians to hire and a recruitment strategy to ensure appropriate candidates are hired. Recruiting in all industries is a numbers game as well as a game of networking and relationships. It is a dynamic and on-going process that must constantly be monitored and evaluated for its strengths and weaknesses (Cowan, 1992). Industry standards estimate that one needs to interview over 20 candidates to hire one employee (Cowan, 1992). Due to attrition and employee failure, a company must recruit at least 30 percent of the total number of existing employees every year to achieve an overall growth of 10 percent (Cowan, 1992). To use this formula as a basis for goal-setting, it is important to analyze the previous years' goals and results. If the goals were met or if they failed to achieve the objectives, it is crucial to examine the factors that came into play, whether they were economic trends or internal issues. This information should provide a solid plan to identify the most successful methods to seek...
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...Staffing Management Plan [Name] [School] [Course] [Instructor] [Date] Staffing Management Plan “The staffing management plan, a part of the human resources plan within the project management plan, describes when and how human resource requirements will be met. The staffing management plan can be formal or informal, highly detailed or broadly framed, depending upon the needs of the project. The plan is updated continually during the project to direct ongoing team member acquisition and development actions” (PMBOK, 2008, p223). Creating and updating staffing management plans are essential to the project plan. Within the Staff Management Plan is the resource calendar. “The staffing management plan describes necessary time frames for project team members, either individually or collectively, as well as when acquisition activities such as recruiting should start” (PMBOK, 2008, p224). When a company employs workers that move from project to project, it is important to maintain an updated resource calendar to ensure projects do not overlap and skills will not be available when needed. It is important to ensure that all skills needed to complete the project are available. If a skill set is needed but not already on staff, it may be necessary to locate someone to contract. The resource calendar can also be used to maintain availability of contractors. Contractors work many projects back to back. For this reason it is important to have an up to date calendar...
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...Kudler Fine Foods By Stacey Bly Monday June 20, 2011 Professor Greg Luce Introduction Kudler Fine Foods is a local upscale specialty food store located in the San Diego metropolitan area. We have three locations (La Jolla, Del Mar and Encinitas). Each store has approximately 8,000 square feet of retail space located in a fashionable shopping center. We have the very best domestic and imported fare at every location. Visit one of our locations and browse our fine selection of: Bakery and Pastry Products Fresh Produce Fresh Meat & Seafood Condiments and Packaged Foods Cheese and Specialty Dairy Products (Kudler, 2010) Our selections, coupled with our experienced, helpful and knowledgeable staff, merge to offer each customer a delightful and pleasing shopping outing (Kudler, 2010) Kathy Kudler will provide services because customer "shop the world" for our products; purchase only the finest of products; are highly selective in acquiring our team members; and will go to extensive lengths to assure that Kudler Fine Foods is the purveyor of choice for customers aspiring to purchase the finest epicurean delights (Kudler, 2010) In the next paragraphs this essay will justify the importance of marketing research in the development of Kudler Fine, Food’s marketing strategy and tactics, and identify the areas where additional market research is needed. The will also analyze the importance of competitive intelligence and analysis in regards to the development of Kudler Fine...
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...Assignment Week 6 Staffing Plan for a Growing Business Student: Aishia Pinkney Staffing Organizations 16 May 2016 Strayer University You are a former certified education administrator who departed your former position to become the owner of a small, in-home day care consisting of you and a part-time assistant where you care for children from age three (3) to age ten (10). Over the course of time, your demographic population has increased due to significant business growth that has resulted in many families relocating to your area. With more businesses projected to move to the area and the building of new housing developments, it is projected that this growth could be long term. You have decided that this is a good opportunity to expand your day care business as you have received many inquiries for childcare. In order to comply with your home state regulations, you will require a larger facility and will need to hire additional staff in order to sustain the larger demand for day care. This staff will consist of five (5) Certified Day Care Professionals, one (1) Registered Nurse Professional, five (5) After-School Assistants and one (1) Office Support Paraprofessional. You have secured approval for a bank loan and qualify for future loans for future expansion if your current endeavor is successful. Meanwhile, the state in which you operate has requested that you provide a staffing plan before it will issue licensure for your expanded capacity. The...
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...Marketing University of Phoenix Environmental Factors of Global and Domestic Marketing MKT/421 February 21, 2011 Environmental Factors of Global and Domestic Marketing Trying to market in a foreign country can be much more difficult than one might think. Oftentimes the response you are hoping for just do not happen, and unexpected negative responses can result instead. With the introduction of the internet it is very important not to compare characterizations of 20 or 30 years ago. People can now easily communicate by just a couple of clicks on a computer keyboard and the world has become accessible for almost all of us. However, even now in our digital age, with the world essentially at everyone’s fingertips, it is still crucial to carefully research the foreign market you wish to enter, as cultural, and ethical differences still very much exist and must still be considered and respected for successful marketing (Osaki, T. (2008). Influence of Global Economic Interdependence Global trade and interdependence is extremely important for every country in the world. When a country is involved with global trade it opens the doors for improving local conditions by providing employment and providing better opportunities for the people. On its own a country cannot function independently with absolutely no involvement from others, and to be successful, a country must be have some kind of trade and commerce relationship with other countries. (Armstrong, G., Kotler, P. 2009)...
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...RETENTION DRIVERS AT BAYTECH PLASTICS Retention drivers at Baytech Plastics Penny Luwedde June 09, 2013 What elements of retention drivers are missing from Baytech Plastics’ strategy and what should be included if anything is missing? Baytech Plastics is a company that produces plastic components and assemblies for companies in North America and overseas. According to the case study, “Retention of Employees at Baytech Plastics” (Zinni, Mathis and Jackson, 2011, p.86), the company is committed to communications, managing employee skills, and knowledge transfer which in turn lead to a low turnover. For many companies a lower turnover rate means higher employee retention and lower costs, hence the need for strategies and programs to maintain a viable human resources retention rate. To this end companies without any formal employee retention program or policy like Baytech Plastics use ‘retention drivers’ to help them attain a fairly high employee retention rate. Below are the retention drivers that Baytech Plastics uses to ensure that they retain most employees, (Zinni et al., 2011, p.86): 1. Good work environment and employee treatment; management in any company with a clear vision of the company structure and a policy of accountability, sets in place an organizational culture in which employees feel they are treated well thus leading to a good work environment. 2. Good communication; this runs hand-in-hand with a good work environment, in that employees can...
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...Leadership Assessment Assignment 2 BUS 302 Prof. Thornton De’Shonda Lyons 11/23/2014 Question No. 1 Analyze the leadership style (s) of a senior (CEO, CFO, COO, Director, etc) in your current or previous organization who made a positive or negative impact on you. An employee who is effective in working and contributes to the organization success is a leader in his own eyes. Every leader has a different set of style which he used to incorporate the organizational goals and objectives. The implementation of plans, guidance to the people of the organizational and their motivation is few factors that come under the leader responsibility. Leadership styles or approaches a leader take to solve a certain problem changes in different scenarios. The best leadership style depends on the issues the organization face and its culture according to www.edcucationalbusiness.com. A company I worked for their leadership style that entail in my company of the CEO is situational leaning towards participative leadership style. Such a style requires the leader to be adaptable to the situation and to the abilities of the team. The leaders quickly adjust themselves to the constraints and limitations imposed on them. If a situation arises where the CEO has all the information, he will most surely use the authoritarian leadership style as he is the coach and mentor. In a situation where the information is distributed between the CEO and the workers, he will go for a participative...
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