Staff Planning Paper Affiliation with more information about affiliation, research grants, conflict of interest and how to contact. Staff Planning Paper This paper is on the topic of staff planning in my organization, whose industry line is the food and retail industry. In this paper the appropriate strategies needed for efficient staff planning are discussed and also discusses the legal compliance of the strategies. For this purpose various reading assignments, interviews with HR representatives and website articles are used to support the position. In the food and retail industry the man power requirement is high and also there is requirement for manpower in manufacturing, operations, customer service, distribution, marketing and accounting.
Our current requirement of manpower is on the basis of our new opening in the city. The current manpower requirement is 45 staffs, 15 – customer service, 15 – distribution and marketing, 10 – accounting, 5 – operations (which includes 1 Public Relations staff). For this we require skilled and trained manpower in the respective departments. The selection of a right candidate is the most complicated task in an organization. It is important to recruit the right candidate at the right time and right place and for the right job in order to achieve organizational goal.
Staffing is a very important activity in an organization and should be done according to the requirements in the organization. There are various strategies to recruit the appropriate applicants. On behalf of my company when I am selecting the right candidate, I would prefer not only the educational qualification but the person’s experience and moral status to find out whether he is competent to job.
“Employee selection processes are critical to hiring a superior staff” (Employee Selection, 2011). A discussion with the HR representatives as well as readings from website articles points out that staffing must not be done simply on the basis of educational qualifications of a desired post but factors like honesty and integrity, punctuality, positive attitude towards work, willingness to work under pressure, ability to cooperate with peer workers etc. are also very important requirements. For example, various departments have various requirements. For a manager post in ‘Customer care department’ it is better to demand an experience between 3 to 6 years.
These years of experience will make candidates expert in this field and he shall have a good idea about the particular department and would be able to take timely decisions according to the decisions provided by the marketing department. For a managerial post in the operations department a person needs to be a good planner and organizer. He should be a good organizer and should be able to manage both men and materials. The manager should bring together all factors of production in a place and he should organize the activities of employees to achieve the organizational goal.
The person should have a work experience of 7-8 years in the industry and understand the industry’s competitors and represent the firm to the public. For the PR department it has been advised by our HR representatives and staff to appoint a female candidate who can represent the firm to the Media. There are several legal compliances, which have to be followed in the recruitment of people in organizations, most of which are related to the employment laws that exists in the state.
“The Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) evaluates employment practices for federal contractors” (Harpe & Mendez 2011). Recruitment is always been an area, where most of the companies backfire in establishing good faith attempt. This often is owing to the lack of communication and direction to recruiters concerning placement goals. Recruitment frequently contains: Formatting the best plans for finding applicants and making gripping job advertisements. Screening the candidate’s resumes and phone interviewing the top applicant. Managing and recommending the applicants during face-to-face interviews. Contributing in opposite interviews Conducting background checks, reference checks and employment testing. Partnering to create a hiring decision and extending offers to applicants to seal the deal. Facilitating and developing new worker orientation.
Interviewing question like age of workers is measured not to be relevant in the majority hiring choices, and dates of birth type questions are inappropriate. Age is a receptive pre employment question, since the Age Discrimination in Employment Act protects employees of 40 years old and more than. It is allowed to ask an applicant to state his or her age if it is below 18.
If require the date of birth for interior reasons such as for calculations with respect to a pension or profit sharing plan, this information should be obtained after the person is hired. A significant part of raising a functional staffing plan is to obviously describe the responsibilities and roles of the jobs that require to be filled. Food and retailing companies delegate office accountability, similar to accounting, customer service and marketing to the owners. When any industry experiences an increase in business, the company is wise to assess its staffing plan.
At this time, the industry has determined that enlisting the assist of an answering facility is the greatest use of resources and money. This choice was made after considering the benefits of an employee and cost of wages dedicated to just responding the phone, in opposition to the per-call charges happened using an answering facility. An office staff, containing people to assist with marketing, accounting, customer service and data entry are upcoming goals of the business. So, the business will utilize its resources to recruit well-qualified building workers.
In a struggling financial system, recruiting qualified construction employees is greatly easier in an additional stable financial system. The organization has to consider a lot of legal and practical problems during this procedure, and so uses a four-stage interview to get a helpful picture of the candidate’s full probable without permitting unmerited responsibility on a project. The primary step is thoroughly outlined the recruitment plan, is for an applicant to meet with the owners and talk about in detail the process of performing a quantity of tasks, answering in details what materials and tools are required.
If they appear well-informed enough, the next step is to escort an owner on an approximation. On repair estimates, the employee should be able to recognize all problems, and determine the most excellent method to correct those troubles stating what resources and tools will be necessary. Similarly, on installation estimates, the employee have to provide a detailed description of what steps should be in use and what resources and tools are wanted to properly finish the project according to organization standards.
The third step is to get the candidate on a paid repair project. One of the owners is present throughout the entire procedure, assessing the candidate’s abilities. If the employee’s skills during a repair are sufficient, the last step is to disburse them for a complete project, too totally monitored by one of the owners. This allows food and retail industry to remove unqualified candidates, and make a connection with skilled employees which permit the company access to their talent as required. Reference List Employee Selection, (2011).
About. com. Retrieved Dec. 05, 2011, from http: //humanresources. about. com/od/selectemployees/Employee_Selection_and_Employee_Hiring. htm Harpe, L. & Mendez, J. (2011). Developing Effective and Legally Compliant Recruiting Strategies to Meet Company Goals. Wiley. Retrieved Dec. 05, 2011, from http: //onlinelibrary. wiley. com/doi/10.1002/ert. 20354/abstract