IntroductionFor the efficient function of any firm a dynamic recruitment strategy for organizational development aim at solving the organizational problem while developing ways to cope with external forces. Strategic staffing is influenced by the life cycle of the organization, which includes the stage of introduction, growth, maturity or decline and the overall business strategy which entails cost leadership, differentiation, specialization, and growth as its main strategies which enable it to compete successfully (Pinfield, 1995, p. 99). The functions and the goals to be achieved through the staff support of the different strategies are predetermined before staffing.
The role played by the staff will influence the remuneration purpose and for the growing company it might be a systematic goal to increase the output and efficiency of the new staff. The top management should consider a new approach taking into consideration that the new staffs are not as close as other family members who are retiring. BodySome main elements are to be considered in the recruitment strategy. first the primary business goals, in this case being staff replacement, the seeming expansion of the market niche, capability increase and upsizing aim of improving the firm’s functions and solving challenges should be the first consideration in the strategic recruitment to achieve the most relevant staff in this stage of a rapidly growing firm (Pinfield, 1995, p.
100). Since the company requirement is the recruitment of tea taster staff with their roles and responsibilities defined, the element of job prioritization based on specific strategic function should be accounted for. The significant area of functioning in the company requires the two tea tasters for the high specialized tasks and this makes it an efficient task for the recruitment of relevant staff for the posts.
This will eliminates the role conflict while enhancing a linear growth on the specified areas of the firm achieving the desired growth as expected from the staffs input. The company’s life cycle is in its growth stage, and therefore, the level of performance of the staff to be recruited must be average performers with divisive roles than the highest who are not diversified in multi-tasks. This maintains the expansionist strategy. Having in mind the company’s average remuneration and direction to heightened competition, such staff will be less demanding and the top management will also find it efficient to co-work with them (Wilkinson, Redman & Snell, 2009, p.
19). It will also create ample space for the new staffs to weigh the responsibilities and respond to demands of the task. Training workers for the Rose Tea Company is most considerable, taking into account their gross salary, the new market niche, and availability of the out-going family members’ staff that would be ready to discuss the approach to success and the challenges experienced with the possible solutions.
Such orientation from a benevolent staff will maintain the current output without affecting the unique aspects of its functioning. It will also allow an efficient transition of function in and out of the firm without bringing the imbalances that are caused by new ideas and values from the new staff (Pinfield, 1995, p. 117).