Assignment 2: Business Expansion and SustainabilityDue Week 10 and worth 280 pointsIn order to complete this assignment, refer to the scenario that you chose in Assignment 1. Note: You may create and

Staffing Plan for a Growing Business

Introduction

The recruitment of staff is the most critical and time-consuming job for an organization. The Happy Toddlers Daycare provides high-class care services for kids from 01 to 09 years of age. The company along with qualified, skilled, and well-mannered staff ensures that the safety and care of kids remain constant. The Happy Toddlers Daycare is a growing business firm that is situated in Richmond, a town of Virginia. The paper will discuss staffing for a grown business, the staffing models that should be used, the legal issues that come in the way of staffing, and the formulation of standards required for a job.

Staffing Models

Staffing models are a combination of various tools such as graphs, charts, set of reports, etc. The purpose of staffing models is to measure the work activity precisely accurately. The staffing models help an employer determine the required labor hours, calculate the cost to be spent, and analyze the spending of labor time (Ployhart, Schneider & Schmitt, 2006). The two staffing models that will be used b Happy Toddlers Daycare are Staffing Plan, and Knowledge, skills, and abilities (KSA). The staffing plan is also known as a staffing model that helps the employer to determine where and how the employee time to be spent. This model also enables companies to use the information to decide on the needs of employees at a different time. The second model is Knowledge, skills, and abilities (KSA) that is related to the qualification of the candidate to be fulfilled at the time of employment. The companies use KSA as an analysis to assess the necessary skills required by an employee. The employees usually achieve KSAs in various ways such as training and development programs, experience, and education (Mason, 1991).

Prediction of Major Potential Legal Issues

Equal Employment Opportunity (EEO) refers to a workplace that provides opportunities to the workforce regardless of their religion, age, sex, nationality, and disability (Ployhart, Schneider & Schmitt, 2006). The expected major potential legal issues are discrimination, harassment, trade license, and unhappy employees. The Happy Toddler Daycare will ensure that the job advertisement is credential specific means when a candidate who is rejected because of his fake credentials cannot be able to challenge the recruitment process. Harassment is another legal issue that an employer may face during staffing. The accusation of harassment by a candidate can be avoided if the interview is taken in an open space or there should be more than one person apart from the candidate who witnesses the wrong claim of harassment from the client. Trade Licensing is another legal issue that comes along when something is hidden about employees when reporting to government officials. The Happy Toddler Daycare will ensure all trade licensing prerequisites are fulfilled before opening the business. Lastly, unhappy employees can put the organization into legal issues. The employees can be unhappy due to various reasons such as wage issue, vacations, and promotion. The unhappiness of employees can cause poor services to customers, official complaints to authorities, and mess up at the workplace. They do not quit at this stage but also spread rumors and try to discredit the credibility of the company.

The fair treatment of all applicants is highly desired by the Equal Employment Opportunity (EEO). The discrimination at workplace always brings severe consequences so it should be avoided at every stage. The Happy Toddler Daycare will formulate a written document comprising standards to fulfill the requirements for a job post.

Tasks required for Identification, Analysis, and Job Development

It is a common practice in reputable organizations that they have includes a job description with the vacancy. A clear job description exactly tells what the employer is demanding from a candidate to fill the position. It also provides general understating to common reader who sees and reads it. Apart from other prerequisites, a clear job description should be accompanied by a qualification requirement. The employer should know what education level and other credentials he/she requires from a candidate. When an employer is qualification specific, he/she can easily segregate the applications among various candidates. It sometimes happens that a talented and experienced candidate has no educational background. Another requirement that employers should keep in their minds is related to skills and knowledge that candidates possess. The employer should be straight in specific and non-specific employee's skills and knowledge. The expectation of future training and development is another requirement that candidates desire. The employer must be aware of the fact that whether he/she will be providing training to those employees having fewer skills and knowledge. Training and development are continuous programs that require employers to keep engaging their employees with the passage of time. The last but not the least requirement is related to the traits and attributes of individuals. The employers should keep vigilant eyes on the personal attributes and traits of their employees.

It happens many times that a particular position in an organization requires certain characteristics which are not taught in an academy but still these are important. The certain characteristics for a particular position can include wisdom, initiative, patience, and ability to deal with staff and other people.

Three Methods to Deal with Employee Turnover

The turnover of the employee is a critical issue that continues almost all the time particularly when there is a matter of growing organization. The company should formulate such tactics that can help it to retain employees. The organizations use different effective techniques to deal with high employee turnover. The top three techniques to retain employees are a selection of the right person for the right job, provision of opportunities for career growth, and demonstration of respect to all (Junare & Patel, 2011).

The selection of the right person for the right job means to find out the very candidate who fulfills all the requirements of the job description. Who is smart, skilled, educated, and can work at any place within the organization.

Provision of opportunities refers to training and development programs for employees. The employees feel it an honor to participate in capacity building workshops, training programs, and pursuing professional degrees. This technique keeps employees motivated and loyal to the company.

Demonstration of respect to all is the third technique that an employer must consider to reduce the high turnover of employees. Respect is the thing that everyone demands whether he/she is a top businessman, a civil servant, a bureaucrat, a politician, a lower level staff, or a hawker. At the workplace, demonstration of respect means listening to the employee, making direct communication, and addressing their issues. When employees are allowed to make arguments, propose suggestions, and are appreciated they feel it an honor and give their best for the growth and development of the company (Junare & Patel, 2011). The best way to demonstrate respect to employees is to call them for an annual party, or half-yearly get-to-gathers. When employees are encouraged to directly communicate with their line manager, it also opens the door of respect and honor.

Conclusion

The staffing plan for a growing business is highly desirable since it keeps the cost, objectives, and the requirement of staff parallel. A company cannot grow if ignores the importance of staffing plan. The employer should keep respect, integrity, and excellence in his/her mind while preparing staffing plan. A daycare business is a two-way responsibility, a corporate responsibility, and a social responsibility.

References

Junare, D., & Patel, D. (2011). Studying Interrelation: Employee Turnover & Technology. Indian Journal Of Applied Research, 3(8), 445-446. doi: 10.15373/2249555x/aug2013/143

Mason, M. (1991). Established productivity averages help nurse managers predict staffing needs. Nursing Management (Springhouse), 22(10), 120-135. doi: 10.1097/00006247-199110000-00025

Ployhart, R., Schneider, B., & Schmitt, N. (2006). Staffing organizations (3rd ed.). Mahwah, N.J.: Lawrence Erlbaum Associates, Publishers.