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Essay Available:
Pages:
4 pages/β‰ˆ1100 words
Sources:
3 Sources
Style:
APA
Subject:
Business & Marketing
Type:
Essay
Language:
English (U.S.)
Document:
MS Word
Date:
Total cost:
$ 17.28
Topic:

Selecting, Placing, Training And Developing Human Resources

Essay Instructions:

You are a Human Resources Manager of an expanding technology company consisting of 170 employees that develops and distributes small electronic devices. Over the past two (2) years, a research group formed, designed, and built prototypes of small remote surveillance cameras used for security. Recently, your company won a contract to build and provide these remote surveillance cameras to various government agencies. The contract will begin with your company supplying these cameras to agencies within your home state. If all orders are fulfilled sufficiently, the contract will be expanded to supplying agencies outside of your home state.
For the immediate future, you will need to secure a larger facility and hire more staff to sustain the first part of the contract. This staff will consist of ten (10) Assembly Technicians, one (1) Certified Quality Control Engineer, one (1) Contract Administrator, and one (1) Office Support Paraprofessional. Meanwhile, there is a contract clause requiring that you provide a staffing plan in order to ensure future product deliveries and sustain the possible future growth.
Note: You may create and / or make all necessary assumptions needed for the completion of these assignments.
Select one (1) of the scenarios and write a four to five (4-5) page paper in which you:
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.).
Predict the major potential legal issues that you may encounter when establishing equal employment opportunities and diversity within the workplace while still aiming to acquire employees with the needed certifications and credentials. Next, explain the method of achieving transparency within your staffing model. Justify your response.
Specify three (3) tasks that you need to perform to identify, analyze, and develop job requirements and task statements that you will include in formalized job descriptions. Next, predict the frequency with which you would need to review and adjust these job descriptions as your company progresses. Provide a rationale for your response.
Describe three (3) methods to deal with high employee turnover and the availability of employees with required knowledge, skills, or abilities. Next, describe the primary manner in which the described succession-planning methods would be beneficial to your company. Justify your response.
Use at least three (3) quality resources in this assignment. Note: Wikipedia and similar Websites do not qualify as quality resources.

Essay Sample Content Preview:

Staffing Plan
Student’s Name
Institutional Affiliation
Staffing Plan
Staffing is the process of recruiting, selecting, placing, training and developing human resources in an organization to perform tasks that ought to be performed for the organization to achieve its goals and objectives. A staffing model, on the other hand, is a set of human resource management tools that are applied exclusively to the management of the organization’s manpower. These tools help human resource practitioners to determine the quantity and quality of staff required to match and perform various tasks in the organization.
There are various types of staffing models, which include short term, long term; succession planning and strategic staffing
The essay will focus on two staffing models: short term and strategic staffing models Short term staffing approach alone may not be sufficient in this scenario because it does not look at the future or long term staff requirements of the company. Long term and succession plan as well may be insufficient if used exclusively because they also overlook the short term workforce needs of the company. Strategic staffing model is the most appropriate because it combines the aspects of all the individual models and does not overlook the company’s personnel needs that could arise within any duration of time.
Short term staffing model focuses on the immediate future needs of the organization. It involves recruitment of temporary or contingent staff on short period contracts to perform tasks under short term projects (Bechet, 2008). The temporary staff are laid off once the short term needs of the firm are fulfilled. Their contracts may however, be renewed for another short period equal to the first one if the needs of the organization are not sufficiently met during the first contract (Bechet, 2008).
Long term staffing model involves evaluation of long term organizational manpower needs. The period under evaluation is usually over one year. It puts into consideration factors such as historical staff turnover, annual leaves and projected growth trend of the organization.
Legal Issues in Establishing equal Employment Opportunities and Diversity
There are various legal issues that organizations face when trying to establish equal employment opportunities and diversity in the organization (Bechet, 2008). For example, employers can face legal action for placing job advertisements that are discriminative or that discourage a section of members of the public from applying for the vacant position (Bechet, 2008). A job advertisement with the caption “female candidates are highly encouraged to apply” may discourage men from applying for the position thus turning out to be an unequal employment opportunity which may violate labor laws.
An employer or a recruitment agency is barred by law from discriminating job applicants or employees on the basis of race, gender, religious beliefs; political affiliations or even nationality (Chester Hanvey, 2015). This ensures fairness in all aspects when dealing with employees because human resource practitioners do not make discriminative decisions based on prejudice and stereotypes about employees.
Transparency in Staffing Models
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