business staffing organization 1
Running head: BUSINESS STAFFING AND ORGANIZATION 0
Business Staffing Organization
Professor Steven Jones
Arteasia Rhodes
05/14/17
Business Staffing Organization
Staffing Models
The two types of staffing models that are necessary to suit the demands of Scenario 1 include Long-term model and Strategic model. The long-term model has been chosen because it shall enable the company to retain its employees for at least one year (Coughlin, 2016). Since the project is likely to continue for long depending on the quality of the first implementation, the company requires some of the best talents to complete the first project in the home state. Once the first project is complete, the company may require the same employees to complete the subsequent projects. Therefore, it may not be necessary to hire short-term employees who are only going to serve the company for a period of one project (Buzeti, Klun & Stare, 2016). The company requires the employees to continue working until the whole project is complete. Therefore, long term employees shall make it possible for the company to maintain quality throughout the project, it also saves time which the company is likely to waste while training other employees (Prashanth, Prasad & Dasgupta, 2013). For instance, if the company has to work with new employees every time, it implies that it will be training such employees each time new recruits are hired. Training is not only time-consuming but a costly exercise which may force the company to incur a huge cost of operations.
Apart from long-term staffing, the company should also use a hybrid of both long-term and short-term staffing which is known as the strategic model. The strategic model consists of both short-term, long-term and succession recruitment methods. Succession recruitment is where the company trains more managers to take the place of ageing or outgoing managers (Buzeti, Klun & Stare, 2016). The succession method is usually used to avoid gaps or voids which are created by outgoing managers or staff. In other words, at no point should the company be left without a person to handle an important task in the project. The strategic staffing provides an opportunity to keep work going on even the company loses some of its important members (Prashanth, Prasad & Dasgupta, 2013). For instance, the company may have sufficient workers to complete the project but factors such as sickness may deny the company an opportunity to keep all its workers. Unplanned circumstances such as accident may also takeaway some of the important talents from the company (Coughlin, 2016). Therefore, instead of being incapacitated, the company can keep going until the end of the project with the employees who can take the places of the ones who are either injured or retired.
Equality and Diversity in the Workplace
The major potential legal issues that the company may face while trying to maintain equality and diversity in the workplace include gender biasness and discrimination based on race or disability. Gender biasness is usually created by a feeling that women may not perform certain tasks in comparison to men. Such kind of feelings originate from cultural attitudes toward men and women (England, 2015). For instance, in many cultures men are always expected to provide for the family while women are expected provide primary care to the children. Such kind of perceptions may influence the management decision towards women (Coughlin, 2016). However, the company should be guided by the Equal Opportunity Act which requires companies to exercise equality in the recruitment processes as well as promotional opportunities. Since the project is going to be delivered to a government agency, equality in the workplace is one of the important factors that the company has to consider in order to avoid losing the opportunity or even being fined for practicing biasness (England, 2015). Racial discrimination is also one of the factors which may raise issues especially if people from a given race are denied opportunities to work in the company despite their qualification. The company should avoid legal issues by observing the government regulations on employment.
Identification, Analysis and Development of Job Requirements
The first task is the identification of the project and tasks. The project, in this case, involves designing and building remote surveillance cameras for state and local governments. The designing process requires a designer with adequate experience on both design and development of surveillance cameras. The technician should be equipped with the necessary skills to develop a surveillance system that can be easily integrated with other aspects of the government. Once the designer has been identified, the next task is building the camera. The designer provides the framework which the assembly and production engineers require to determine parts that should be purchased and in which quantities. The designer may work closely with the developers to provide any necessary technical devices in the production of the first prototype. Once the prototype has been manufactured, the company shall require a given number of staff to assemble the required number of the products according to the demands. The employees who are involved in the assembly process are guided by the instructions given by the supervisors and engineers. Therefore, the identification, analysis and development of job requirements depends on the tasks which the company is required to complete for the project to be complete.
High Employee Turnover
High employee turnover implies that many employees are dissatisfied with either the working environment or the compensation levels. High employee turnover may also come from the fact that the company is not providing ample opportunity for the employees to advance in their careers. Therefore, before developing strategies to deal with high employee turnover, the company should start by conducting investigations to determine the exact causes of turnover (Buzeti, Klun & Stare, 2016). Is it because of poor work environment? Is it because the company does not provide promotional opportunities? Or, are many employees leaving the company because they are not adequately compensated. Once causes have been identified, the next strategy is to roll out adequate compensation schemes, train the employees and ensure there is sufficient promotional opportunities to enable the employees to advance in their careers (England, 2015). The role of adequate compensation and benefits is to ensure that the employees are paid according to the type of services which they offer. Training exercise is required to assist the employees towards improving their skills. Training also gives the employees more confidence in handling their duties because of the reduced level of mistakes. Once the employees have been trained adequately, the company should provide more opportunities for the trained employees to advance in their careers (Khanin, 2013). If the company does not provide promotional opportunities, other companies may take advantage by providing better opportunities for the employees to advance in their careers.
References
Coughlin, P. (2016). Fire Department: staffing dilemma: military model provides cost efficiency + adequate manpower. Public Management, (6), 16.
England, D. C. (2015). Essential Guide to Handling Workplace Harassment & Discrimination, The. Berkeley, CA: NOLO.
Khanin, D. (2013). How to reduce turnover intentions in the family business: Managing centripetal and centrifugal forces. Business Horizons, 5663-73. doi:10.1016/j.bushor.2012.09.005.
Buzeti, J., Klun, M., & Stare, J. (2016). Evaluation of measures to reduce employee turnover in Slovenian organisations. E+M Ekonomie A Management, (1), 121. doi:10.15240/tul/001/2016-1-009.
Prashanth, L. A., Prasad & Dasgupta, G. (2013). Simultaneous Perturbation Methods for Adaptive Labor Staffing in Service Systems.
