Free Essay

Staffing Strategy

In: Business and Management

Submitted By hafnhaf
Words 504
Pages 3
New Health Medical Systems Memo
Alicia Wilson
HRM/548
April 29,2013
Sharon Merrill

New Health Medical Systems Memo
Memorandum
To: New Health Medical Systems
From: HR Consultants
Date: April 29, 2013
RE: New Staffing Strategy Evaluation
To align with the new strategy of becoming a regional center for critically ill patients New Health must effectively staff the center. Staffing is the process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to positively impact an organization’s effectiveness (Henenman & Judge, 2009). Recruitment of a qualified department head and professional support staff has been completed successfully. Additional technical staff is needed and required to align with the strategy. This has not been an easy task.

The director of staffing has made four recommendations in staffing the technical team. These four recommendations include: advertising locally, reaching out to staffing agencies that specialize in placing health care technicians, hosting a job fair to local professionals, and offering a $1,000 signing bonus to recruits who remain with New Health for at least 180 days.

Local Advertising

Choosing to only advertise locally offers a significant disadvantage to New Health. Local skilled technicians are currently employed, and are not searching for employment with another organization. Response to local advertising would not yield many applicants, if any. Expanding the advertisement regionally may warrant a larger response and yield suitable applicants for the positions.

Staffing Agencies

The use of staffing agencies could be beneficial for New Health, specifically using those agencies with a specialty in technical placement. For the same reason above, regional staffing agencies would be more suitable to yield more effective results. This recommendation is supported by the consulting firm.

Job Fairs

The director of staffing has recommended the organization of a local job fair. While this is a good idea, participation from local technicians may be minimal. It was further recommended to invite local professionals to attend the fair.

Signing Bonus

The final recommendation was the suggestion of a signing bonus. Hired individuals would receive a signing bonus at the completion of 180 days. Incentives are good, however New Health would need to ensure an employee will remain with the company. Our recommendation to this would be to provide the signing bonus with the understanding that the employee must remain with the company for at least one year after receiving the bonus. The employee would agree to this as an acceptance of employment. While this was not an objective of the growth strategy, this would be appealing to candidates and it will provide at least 18 months of service from the technicians. If the employee does not fulfill the year after receiving the bonus, he or she will be responsible for returning the bonus to New Health.

It is the final recommendation of this HR consulting firm to move forward securing the assistance of technical-specific staffing agencies in the region and the implementation of a promissory signing bonus.

References

Heneman, G.H. & Judge, A. T. (2009). Staffing organizations (6th ed.). New York: McGraw-Hill

Similar Documents

Premium Essay

Cherns Staffing Strategy

...Chern's Staffing Strategy Melanie Caple Indiana Wesleyan University Staffing, Performance Management and Training HRMT 537-01A Merle Heckman March 29, 2015 Chern's Staffing Strategy Introduction Cherns is an upscale department store that is owned and operated by two siblings Ryan and Ann Chern. Chern’s currently employs over 19,000 employees and has 140 department stores located in 28 states across on the East Coast and in the Midwest. Chern’s ultimate focus and foundation has been built on customer service because they are directly dealing with the customers at each department store. Their staffing strategy is geared towards hiring the right candidates for their full time and part time sales associates that are able to grow and develop their skills for potential higher positions in the organization. We are going to take an in depth look at their current staffing strategies and determine what alternate steps should be taken to allow them to remain competitive and grow their talent pool for future growth within the organization. Long term and short term process and outcome goals While developing the appropriate staffing strategy, Cherns should develop both long-term and short-term process goals that are related to the business strategy. This is important so the management team at Cherns has goals set in place to meet the objectives of the organization and understand how they are performing in accordance with these objectives. Since customer service is key......

Words: 1493 - Pages: 6

Free Essay

Comprehensive Report on Global Staffing Strategies

...Comprehensive Report on Global Staffing Strategies Comprehensive Report on Global Staffing Strategies Mergers and acquisitions are increasingly being used by firms to strengthen and maintain their position in the market place. They are seen by many as a relatively fast and efficient way to expand into new markets and incorporate new technologies. Yet their success is by no means assured. To the contrary, a majority fall short of their stated goals and objectives. While some failure can be explained by financial and market factors, a substantial number can be traced to neglected human resource issues and activities (Schuler & Jackson p.1). As the Director of Human Resources for Clearly Heard, a telecommunications company it has been deemed necessary for me to revise the current staffing strategy in order to acquire Scene and Sound, another telecommunications company in Germany. The CEO has required that I prepare a comprehensive staffing strategy for the new expansion in order to prepare for a strategic audit of the HR systems of Scene and Sound. In order to get a complete understanding of the HR system I will also answer the following questions: What HR challenges may arise as a result of this acquisition? What unique cultural and regulatory factors (e.g. EEOC) need to be considered? How will they impact organizational effectiveness? What recruitment and selection practices will be used in staffing Scene and Sound? What mix of expatriates and internationals are......

Words: 3625 - Pages: 15

Premium Essay

New Health Medical Systems Staffing Strategy

...New Health Medical Systems Staffing Strategy HRM/548 Gwendolyn Ford June 2, 2014 Jennifer Familant One of the main issues that needled American today is the provision of a new strategic healthcare system. With Medicare on the rise the prediction is by the year 2019 there will a vast number of people uninsured and depending on Medicare to compensate for medical treatment. The primary issue of healthcare in the United States is a leading part of the health medical system staffing problem because the staffing relies on Americans utilizing physician care. Understanding and developing current strategies will align organizations with new innovative ways to implement business strategic direction, and recommend staffing strategies that will meet the need of the organization’s goals are topics that will be address in this paper. Communicating a guided vision is the key role to planning strategically. Implementing any type of plan for the business should be deliberate strategically in order for the business to operate daily. The involvement of a diverse team of employees at any level in the organization can help to construct a communal vision, and growth all individual's in the organization motivates to understand the success of the plan. Simplicity and constant communication, from planning anticipate consequences that design the measure of performance can be vital to the success. Effective staffing frequently involves groups with simplicity of the shared vision, and extensive...

Words: 709 - Pages: 3

Premium Essay

Case Study: Integrating Mcdonald’s Business, Human Resource, and Staffing Strategies

...Resource, and Staffing Strategies People are McDonald’s most important asset. The company’s success depends on the satisfaction of its customers, which begins with workers who have the attitudes and abilities required to work efficiently and provide good customer service. To execute its growth strategy, McDonald’s has identified people as one of its three global corporate strategies. McDonald’s claims that as an employer, it wants “to be the best employer in each community around the world”# It also makes a “people promise” to its employees that “we value you, your growth and your Contributions.”# Its five “people principles” reflected by its human resource strategy are: respect and recognition; values and leadership behaviors; competitive pay and benefits; learning, development, and personal growth; and ensuing that employees have the resources needed to get the job done.# McDonald’s has executed its operational excellence strategy well by tracking key indicators of product and service quality, speed, and accuracy. The company has also identified its people practices and approaches that substantially impact the firm’s turnover, productivity, customer satisfaction, sales, and profitability. This has allowed it to develop a business model that emphasizes not only financial and operational factors but also people factors that improve the company’s results by improving employee commitment, retention, productivity, and customer loyalty.# Because its business strategy......

Words: 695 - Pages: 3

Premium Essay

Report on Staffing Strategy & Hrp Job Analysis Recruitment & Selection Human Resource Forecasting of Texisland

...structured HR department. 1 CHAPTER 1 BACKGROUND 0F THE REPORT 2 Background of the Report 1.1 Objective of the study: i) Primary objective: The primary objective of the report is to analyze Textile industries HR functions in the light of Manpower planning and forecasting. Here, we will explore the overall staffing activities of the TEXILAND. ii) Secondary Objective: The secondary objective of this report is to know about the actual scenario of the HR practice in the Textile industries of our country. It will help us to compare our theoretical knowledge with the real HR practices.   How are job objectives/standards set by the company Various job analysis process and role of HR activities that the company is using and reasons for that    How do the companies ensure a fair and equitable evaluation Methods of internal and external recruitment How is the staffing strategies determined for each level/rank of employee Determine the gap and develop action plans for demand and supply forecasting of the organization 1.2 Scope The scope of this report is limited to the overall descriptions of the logistic firm, its services and its HRP strategy, job analysis, recruitment and selection device, human resource forecasting. . 3 1.3 Methodology In the organization part, much information has been collected from journals, brochures and web sites. All the information incorporated in this report has been collected both from the primary sources and as well as......

Words: 5336 - Pages: 22

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

Organizational Change

...proposed change Often, implementing different, more comprehensive approach to strategic staffing can produce the high quality results that organization need and expect. The main objective of proposed change to inadequate staffing is to build a framework for decision making, not to predict future. It is pointless to try to predict future staffing needs with certainty of define actions to be taken now to eliminate problems that may or may not occur in the future. The goal is to implement staffing strategy as a long-term contract within which more effective near term staffing decisions can be made. Not only is this a more realistic objective for the process, but its short-term focus might just capture the attention of those line managers who are being measure by , and rewarded for, achieving near term objectives. Because it helps define appropriate short-term actions, it is more likely that the same line manager, making the staffing decision will still be in place to collect the benefits of that decision later on. First of all, it is important to address staffing from a proactive, planning perspective and not just an implantation phase. Even though this approach may have been used before, it is no longer realistic for organizations to assume that the staff needed to implement its plans is readily available and quickly recruited, trained, and qualified to work. Some staffing limitations may impact the company’s ability to implement its plans. For instance, my......

Words: 641 - Pages: 3

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

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

Marketing Plan Above the Rest

...Marketing Plan for Above the Rest Arnita McCoy-Dhaamin Dr. Benjamin Bao MKT 500-Marketing Management March 15, 2012 Executive Summary Above the Rest (ATR) is a professional staffing agency specializing in providing only veterans candidates for employment in the workforce. ATR Staffing will serve two distinct customers, companies requiring employees and veterans looking for employment. ATR Staffing will be based in Metro Atlanta, Georgia, but can supply qualified candidates to any location. With the projected increase of veterans exiting the military, there will be a great opportunity not only to assist veterans in acquiring employment but to also assist in supporting President Obama’s initiative of putting veterans to work. Above the Rest will provide candidate for employment positions ranging from skilled laborers to corporate management. Although based in Atlanta, ATR Staffing will look to expand its services into other states and globally after building a large enough market share to support the expansion. Any new expansion will be strategically located in cities with access to large retired and prior service military populations such as Washington, DC, Virginia, San Antonio, TX and Germany. The products that ATR Staffing Agency will offer for purchase will be educational classes that focus on issues that can preclude prior military members from being successful in the workforce, intermediate level computer classes, salary negotiation classes, and a......

Words: 9654 - Pages: 39

Premium Essay

New Health Medical System Memo

...New Health Medical System Memo The director of staffing for a New Health Medical Systems has been required to create a new staffing strategy that will fill the 35 new positions opening up in the cardiovascular unit. She has recommended four strategies to help accomplish this goal: advertisement in local newspapers, staffing agencies, job fair for local professionals, and a signing bonus for contracts signed to complete 180 days. Below is a researched evaluation of the staffing strategies, including changes, or additional recommendations to the management. INTEROFFICE MEMORANDUM TO: NEW HEALTH MEDICAL SYSTEMS MANAGEMENT FROM: After careful review, the staffing strategy presented does not fully align with the company's new strategic direction. Staffing is the process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the organization’s effectiveness (Henenman & Judge, 2009). In this case, the staffing strategy cannot be solely based on hiring local candidates, but on creating incentives and branching out to candidates in other areas. Based on the needs of the organization, the following four recommendations were given for evaluation: 1. Place advertisements in the local newspapers. 2. Contact staffing agencies that specialize in place 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......

Words: 616 - Pages: 3

Premium Essay

Strategic Staffing at Chern's

...chapter, you learned that the strategic staffing process guided by hiring goal that are clearly linked to an organization's strategies and objectives. The goal of strategic staffing is to enable the organization to better execute its business strategy. There are two types of staffing goals: process goals and outcome goals. Process goals relate to the hiring process itself, and outcome goals apply to the product of the hiring effort. Table 1-2 gives examples of both types of staffing goals, and Table 1-3 gives you some questions to consider in setting appropriate staffing goals. Your consulting assignment for Chapter 1 is to identify realistic long-term and short-term process and outcome goals for staffing of sales associate positions at Chern's. Be sure to relate your goals to the firm's business strategy and explain why each is important and should be adopted by the company. CHAPTER 2: BUSINESS AND STAFFING STRATEGIES In this chapter, you learned about how a firm's business strategy and talent philosophy shape its HR strategy, which then influences the firm's staffing strategy. After Ryan and Ann learned about this process, they felt that the company needed to develop a more formal talent philosophy of its own to shape its HR and staffing strategy. They have asked you for your recommendations. Chapter 2 and Tables 2-4 and 2-5 should help you identify key components of an appropriate talent philosophy, human resource strategy, and staffing philosophy for Chern's. Be......

Words: 425 - Pages: 2

Free Essay

Chern's Case Study

...product quality. “Because customer service lies at the heart of the company’s business strategy, it is a core part of its culture. Core values are an essential part of the brand and are the foundation of its culture” (Phillips & Gully, 2015, p. 383). Short-Term and Long-Term Process and Outcome Goals Short-Term Process and Outcome Goals “Strategic staffing is the process of staffing an organization in future oriented, goal directed ways that support the business strategy of the organization and enhance its effectiveness” (Phillips & Gully, 2015, p. 4) Short-term goals that Chern’s can embrace is hiring additional support staff and increasing its visibility in the community through targeted events (Belcher, 2016). Short-term goals are a way of achieving targets for the short-term. Long-Term Process and Outcome Goals “There are two types of staffing goals: Process and outcome goals. Process goals relate to the hiring process itself and outcome goals relate to apply to the product of the hiring effort” (Phillips & Gully, 2015, p. 387). Chern’s long-term goals should include continued financial growth and cultivating an established customer base (Belcher, 2016). Strategic staffing requires long-term planning, as well as aligning the staffing function with the firm’s business strategy and the other areas of HR” (Phillips & Gully, 2015, p. 17). Business and Staffing Strategies Talent Philosophy Chern’s talent philosophy is a reflection of how its founders......

Words: 937 - Pages: 4

Premium Essay

Week 1 Hrm548

...New Medical Systems Memo "Staffing is a critical organizational function concerned with the acquisition, deployment and retention of the organization's workforce" (Heneman & Judge, 2009, pg 1, pp 1). Staffing should involve certain basic principles, which help in managing the human resources of an organization. An organization should have a strong staffing strategy, which helps it in achieving its goals and objectives (Renckly, 2003). Alignment of Staffing Strategy with Company’s Strategic Direction To fill the 35 new positions in the hospital, the director of staffing of New Health Medical Systems proposed the following staffing alternatives: * Placing the advertisement for the candidates in the local newspaper * Contacts with the staffing and placement agencies for the technicians into health care facilities * Organizing a job fair to invite local professionals * Offering bonus of $1000 to the candidate at the time of joining the organization for at least for 180 days The strategic options of placing the advertisement in the local newspaper and contacting to the placement and staffing agencies are very effective for the health care system (From Given Scenario). This way the health care system would be able to create awareness among the skilled technicians. The next option of organizing a job fair is also one of the most important tools for the health care system. This job fair will allow the organization to scrutinize skilled technicians among the......

Words: 682 - Pages: 3