Assignment 2: Business Expansion and Sustainability

Assignment 2: Business Expansion and Sustainability
Due Week 10 and worth 280 points

 

In order to complete this assignment, refer to the scenario that you chose in Assignment 1.

 

Note: You may create and / or make all necessary a

STAFFING PLAN FOR GROWING BUSINESS 1

 

SCENARIO 2: DAYCARE 6

 

 

 

 

 

 

Staffing Plan for Growing Business: Scenario 2

Naomia Curtis

BUS335

Strayer University

Prof. Robin Harvey

 

 

 

 

 

 

Staffing Plan for Growing Business

Staffing is the selection of employees to perform various duties in an organization or business. Staffing models form a direct link between the organization strategies and staffing. There are two major types of staffing, short term staffing and long-term staffing. Short-term staffing involves catering to the immediate needs of the business. For instance, in the case of the day care business, there is an urgent need for a staffing solution and short-term staff can be vital at this stage to ensure that the operations of the day care are not affected in any way.

Long-term staffing involves selection of qualified employees who will be required to work for the business as it grows. This model may be quite significant to an already established business whose growth is steady. Selection of employees utilizing these models will have to take into account the turnover rate, employees who may be retiring, and persons who could potentially be using FMLA (Wong & Aspinwall, 2004). The long-term model of staffing is most useful for this day care business since it has already established. Due to the new inquiries and the potential increase in clients, the seriousness for adding staff that will enable the business to expand over time is the top priority. Short-term staffing will bring in issues when the employees decide to leave when their term is over (Houseman, 2001). Staffing the day car with short-term workers will cause a crisis especially if the business has expanded tremendously.

Outsourcing can be very effective when used with the short-term model; the transition between the terminations of the current employees’ and recruiting for new employment can be an effective time to use outsourcing. This can be economical for business as the management will seek cheap labor at the time. However, with the long-term model of staffing, outsourcing can add additional costs to the business as the employees are already paid to perform the duties that are being outsourced (Kesting & Parm, 2010). For example, in the day care, the primary employees of the business are paid to cater for the children; outsourcing will result in additional charges to the business and therefore not economical.

Contingent workers can be quite beneficial for both the short-term and long-term in the sense that, the employees of the day care, for instance, will be called upon whenever the duties are overwhelming, and whenever the staff can handle the available duties, the contingent works are let go. This will minimize the cost incurred by the business (Houseman, 2001). Consulting firms are useful to the long-term staffing as the recommendations made will be once after a very long while. With the short-term model of staffing, consultation firms will be an additional cost to the organization.

Potential legal issues at the workplace, especially in a diverse workplace, are discrimination based on the differences, gender, race or religion. The diversity in workplaces comes with various cultural differences that can potentially bring forth division in the workplace. Termination of the contracts of the employees whose skills are not desirable will also bring about legal issues as there are legislations that govern the termination of employment of workers (Kesting & Parm, 2010).

In the long-term model, transparency can be achieved by division of duties in various departments. Each department will have a head who will then answer to the management. With this form of hierarchy, transparency will no doubt prevail as every employee will answer to someone. Also, the management can come up with both assessment methods and evaluation methods. This will enable the management to be aware of the progress and the effectiveness of the employees (Kesting & Parm, 2010).

Various tasks can be undertaken by the recruits to assert their qualification for the job. They are:

Patience and experience with kids

Prepare a task designed to enable the potential employees to show their resilience to working with children. In the day care, one will be required to engage with several numbers of children, which includes, feeding, changing, activities, and washing them whenever necessary. If the work is to perfection, then the individual’s test was successful.

Teamwork

A task can be given to a team of potential employees that will require team effort; several possible employees will be given a duty in which they will be expected to divide chores and work together to complete them. The task will be to determine if the potential employees are team players. Duties that are performed as a team should be carried out successfully as a team (Kesting & Parm, 2010).

Emergency response

Since day care businesses demand cautious and quick responses, the test should incorporate the reaction of the employees during emergencies. For instance, when an accident happens in the daycare, the person taking the test should display the quick response regarding following the protocols put in place to deal with emergencies (Houseman, 2001).

These job descriptions will be reviewed after every two years as the organization grows. This is because growth comes with major challenges, the massive amount of work and therefore requires specialized teams for efficiency. Also, growth comes with diversity and diversity requires proper management and specific skills.

 

In the event of high employee turnover, various methods can be used to deal with the situation.

· The interview should be specific in that the employees selected should have more than just the skills and qualifications of the job, rather, they should also fit in the organization’s culture. Also, experts dictate that the other best way to deal with employee turnover is by hiring the right and most qualified persons from the start (Houseman, 2001).

· Setting the best compensation is vital, one should work closely with the human resource management to ensure that the employees are well compensated

· The human resource management should consider the personal needs of the employees, which will make the employees feel connected to the organization thereby developing mutual trust and respect.

During an employee turnover, the management should consider the different abilities and skills that the employees have. Those with the required know-how and qualified skills should have priority to enrich the workforce. Any company, mine included requiring the best workforce with adequate skills and abilities would ensure that the company has the best workforce that will help in the growth and expansion of the business. The maturity of any organization is best on the productivity of the employees which is in turn determined by the skill and abilities they have alongside the motivation they have. The motivation comes from the bonuses and the incentive that the management offers to the employees.

 

 

References

Heneman III, H. G., Judge, T. A., & Kammeyer-Mueller, J. D.  (2012). Staffing

organizations  (8th ed.). Middleton, WI: Mendota House / McGraw-Hill.

Houseman, S. N. (2001). Why employers use flexible staffing arrangements: Evidence from an

establishment survey. Industrial & Labor Relations Review, 55(1), 149-170.

Kesting, P., & Parm Ulhøi, J. (2010). Employee-driven innovation: extending the license to

foster innovation. Management Decision, 48(1), 65-84.

Yew Wong, K., & Aspinwall, E. (2004). Characterizing knowledge management in the small

business environment. Journal of Knowledge management, 8(3), 44-61.

ssumptions needed for the completion of these assignments.

 

 

Using the scenario from Assignment 1, write a six to seven (6-7) page paper in which you:

 

 

PREVIOUS SCENARIO:  I HAVE ATTACHED PREVIOUS SUBMITTED ASSIGNMENT FOR REVIEW FOR SUCCESSFUL COMPLETION OF THIS ASSIGNMENT

 

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.

 

 

 

1. Identify three (3) job requirements (e.g., needed certifications, previous work experience, external influences, etc.) that could apply to your chosen scenario. Determine two (2) ways these requirements could impact staffing at your organization. Next, suggest one (1) strategy that you could utilize to ensure that all applicants meet the identified job requirements for your organization. Justify your response.
2. Outline a long-term recruitment plan that contains at least four (4) components, is aligned with your company’s recruitment strategy, but also addresses possible job skill or credential shortages. Note: Consider concepts such as succession planning and hiring retirees.
3. Describe three (3) branding strategies that you would employ to attract qualified applicants to your organization. Next, suggest three (3) communication methods that you would utilize to reach out to applicants. Predict the outcome of integrating your branding strategies and communication methods at your organization. Provide a rationale for your response.
4. Determine two (2) selection processes for recruiting new employees that could apply to your chosen scenario and then identify five (5) selection criteria that you could use when hiring new employees. Next, analyze the effect of the five (5) identified selection criteria on long-term employee retention and preservation of organizational knowledge. Justify your response.
5. Suggest two (2) assessment methods that you could employ to select new employees for your organization and then analyze the validity and reliability of each method in regards to the job your organization is offering. Next, identify four (4) job predictors that you believe can assess candidates’ knowledge, skills, abilities, and other skills and experiences (KSAO’s). Provide support for your rationale.
6.  Use at least three (3) quality resources in this assignment.

 

Your assignment must follow these formatting requirements:

 

• Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; references must follow APA or school-specific format. Check with your professor for any additional instructions.
• Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required page length.

 

The specific course learning outcomes associated with this assignment are:

 

• Explain the role of staffing to support an organization’s strategy and improve productivity.
• Explain the planning considerations for staffing organizations, the use of job analysis, and the components of a staffing plan.
• Develop recruitment plans using both internal and external recruitment.
• Design a selection process that incorporates a variety of assessment methods and a supporting decision method for candidate selection.
• Use technology and information resources to research issues in staffing organizations.
• Write clearly and concisely about staffing organizations using proper writing mechanics.

 

Click here to view the grading rubric.