Strayer University Business Expansion and Sustainability discussion Assignment 2: Business Expansion and Sustainability In order to complete this assignme | Homework Answers

Strayer University Business Expansion and Sustainability discussion Assignment 2: Business Expansion and Sustainability

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 assumptions 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:

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.
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.
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.
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.
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 (KSAOs). Provide support for your rationale.
Go to https://research.strayer.edu to locate at least three (3) quality resources in this assignment. Note: Wikipedia and similar websites do not qualify as quality resources.
Format your assignment according to the following formatting requirements:
Typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides.
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 is not included in the required page length.
Include a reference page. Citations and references must follow APAthe Strayer Writing Standards format. The reference page is not included in the required page length.
This course requires the use of Strayer Writing Standards (SWS). The format is different than other Strayer University courses. Please take a moment to review the SWS documentation for details.

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.

Assignment 1 attached.

Click here to view the grading rubric. Running head: STAFFING
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Staffing Plan for a Growing Business
Strayer University
Professor Thomas Swinney
February 9, 2019
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Staffing
Staffing model plays a significant role in the business operation. By creating a staff
model, a small organization can improve its efficiency by making sure that it’s well staffed with
the right number of employees who possess right skills set which are too critical to the business
success and meeting its objective (Hodgkinson et al., 2011). Without the right number of
employees with the right skills, the business progress is crippled as it leads to serious issues
which may be irreversible or cause significant damage to the business. In a small firm like an
upcoming daycare business, accurate staffing is crucial because any single misplacement may
represent a failure (Hossain & Kazis, 2015). In the large organization, staffing gaps can be
covered in the area, and overstaffing can be compensated until attrition time which may not be
the case for smaller firms because one employee has a considerable impact on the organizational
output. Therefore, a small organization needs to take time to choose a good staffing model
which will match with its size, income, and production. According to Jillian (2016), overstaffing
or understaffing will have an impact the organizational progress (Hodgkinson et al., 2011).
Types of Staffing That My Business Will Use
According to Hossain & Kazis (2015), staffing model determine how the employees time
is spent in the organization in the workplace. The staffing model involves analyzing the skills
which each employee possesses which are necessary for running an organization. Armed with
relevant information, a manager can make strategic decisions during hiring rather than rushing to
feel job positions with job vacancies haphazardly. There is a couple of staffing that I would
consider choosing. However, the person/job model and person /organization model are the best
for my dare care business. I will use person/job model in staffing my organization. In the
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person/job model, the employees are screened against their traits where an employee with the
appropriate characteristics will match with those job requirements will be hired. The model is
used to find employees with the right characteristics which match with the job (Jillian, 2016).
According to Hodgkinson et al., (2011), there are some traits which relate to the higher job
performance and portrays that an employee fit in a specified type of job. Depending on the job,
an employer will like to hire an employee with traits such as honesty, hardworking, problem
solver, team worker, critical thinker among others. An employee with the right trait which
matches the job produces high outcomes.
Hossain, & Kazis, (2015), posts that positive interaction between job and employee
produces a perfect match. The matching is a dual process where the employee KSAOs are
matched with the requirements and motivation with rewards. To emphasize, a company seek an
employee whose motivation is responsive to rewards. The reward can be regarding salary
increment, promotion, leave and so on. Therefore, both matches require attention to avoid error
cases as it has devastating to the company. The company’s job requirements are expressed in
task involved, and the KSAOs thought necessary for the performance of the functions (Jillian,
2016).
The second type of the staffing model is person/organization fit. In this case, the
organization will use this model to find a match between the origination values and the values of
the employee(s). According to Hodgkinson et al., 2011, organizations have different
organizational culture and values. The corporate culture influences the employs towards the
actualization of the company objectives. During the screening, the company traces an employee
with the right values and who is flexible and adaptable. Mainly, there are new duties that may be
added to an employee as the days go on. In this job model, an employee is employed for
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multiple duties in the organization. The main aim of the person /organization fit is to help the
employees to take a job with greater responsibilities or more advanced skills. The model has no
hope for efficiency and future growth. Person /job staffing would be best suited for efficiency,
productivity, and possible future growth. The model ensures that the employee selected have the
right traits and skills which are necessary for the job. The right skills mean that an employees’
perfectly match with the job requirements.
In both models, outsourcing will be done. To acquire employees with the right skills and
traits, I will seek help from the employment agency. The employment agency will help in
interviewing on behalf of my facility. The agency can evaluate the applicants and send the best
to me for approval. In the case of short-term tasks, I will hire contingent workers who will
deliver for a specified time. Upon the completion of the tasks, they will be laid off, but they will
be re-hired when new opportunities arise.
Legal Issues
Some of the legal issues that I may arise include discrimination allegations, employee’s
privacy, and fair pay. Discrimination issues may arise especially to those who will not be
selected. It’s a norm for the employees not chosen during the hiring process are likely to accuse
an employer is discriminative. Therefore, I will make sure that the facility will have the right
certifications and credentials. I will make sure that my daycare facility will acquire right
certifications both from the state and federal agencies to avoid legal complication. Some of the
ways that I will use to ensure that there is transparency within the staffing model include. First, I
will promote fairness in the process of employees screening. To promote fairness, employees
will be chosen on merits and employees with highest qualifications both in terms of knowledge,
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skills and experienced will be prioritized. Additionally, I will ensure that both genders (male and
female) will be selected. I will give clear and well-explained reason to unsuccessful candidates.
I will let them know why they were not selected. I will make sure that my feedback is
constructive. In this way, I will provide them with points on areas they need to work on for in
future. Also, let them know how we conducted the interview and how they performed. Therefore,
a similar test will be conducted for all employees regardless of their sex, age ethnicity, race,
religion and so on. Ideally, I will follow all the employment laws and regulations pertaining to
the state and the federal government.
Tasks to Be Performed
I will perform the following tasks to identify, analyze and develop job requirements.
First, I will consult other established and experience daycares. The established daycares will
help find out the services that are required and the hourly or day payment rates. This will help
me to establish a fair payment and avoid underpaying or overpaying my employees. Similarly, I
will seek advice from a Human resource consultant. The HR Consultancy will help me in
identifying the right personnel for my business. Also, the agency will help me to identify the
employee’s traits and skills that are required to run the daycare facility. In so doing, it will help
in reducing errors during hiring which may have a devastating effect. Secondly, job analysis will
be undertaken to identify the tasks that will be undertaken. According to Hossain, & Kazis,
(2015), job analysis helps in identifying the content of jobs regarding the duties or activities
which should be undertaken. Through investigation, the daycare facility will determine the
employees with skills which fit specific jobs. Jillian, (2016), states that an analyst needs to
understand the essential tasks of the situation, how they are carried out and the relevant skills
that will be applied to complete the tasks. Lastly, job identification will be conducted. Job
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identification will play a part in identifying different personnel required in the daycare to achieve
the tasks successfully. According to Hossain, & Kazis, (2015), job identification refers to
dividing given tasks into small manageable tasks. Through job identification, I will be able to
reduce the cost of running the daycare facility as the right skills will be identified. The job
descriptions will be reviewed annually especially depending on significant changes in the labor
market. Annual reviewing of the job description will help in determining the new skills that
employees should possess to complete the assigned task successfully.
Methods to Deal with High Employee Turnover
There are methods that experts agree that can be applied in reducing the employees’
turnover. I will apply some of those methods in my daycare facility to reduce the employee’s
turnover. First, I will ensure that the right employees are hired. The employees hired must have
the right skills, talents, and knowledge regarding the job. Right skills improve the employee’s
productivity. Secondly, training is necessary to help the employees gain the skills that are
required skills and competency in the organization. Lastly, I will bolster employee’s engagement.
Employees require social interaction with their employers in a rewarding environment. It
motivates the employees to perform well than when the employer encloses him or herself in the
offices. The employer needs to respect and recognize the employees. The succession planning
methods will give my daycare business alignment of talent with future needs. It will help to fill
in the inevitable gaps especially when an employee resigns, retires, get sick, fired or die.
Conclusion
Staffing plan is vital to the business. It helps the company hire employees with the right
skills. Overlooking the employee’s skills and how he or she fits the job may have a devastating
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effect in the business progress. Equally, it’s essential to be careful when selecting, hiring,
retaining and promoting employees to avoid legal issues. The training, hiring, promotion process
should uphold the highest degree of fairness.
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References
Hodgkinson, B., Haesler, E. J., Nay, R., O’Donnell, M. H., & McAuliffe, L. P. (2011).
The
effectiveness of staffing models in residential, subacute, extended aged care settings on
patient and staff outcomes. Cochrane Database of Systematic Reviews, (6).
Hossain, F., & Kazis, R. (2015). Temporary staffing for the hard-to-employ: findings from a
brief study of alternative staffing organizations.
Jillian, P., (2016). Different Types of Staffing Plans. Retrieved from
https://smallbusiness.chron.com/different-types-staffing-plans-59581.html

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