Business Expansion and Sustainability

Link to Worksheet for Assignment 2: Assignment 2 Worksheet.docx Link to Template in SWS for Assignment 2: Assign # 2 Template in SWS.doc Step one is to open the Week 10 Assignment 2 tab and read the requirements for this assignment. Next, return to this tab and download the Worksheet above to start preparing your staffing plan. This is simply a copy of the staffing plan requirements broken down into managable segments to help you to organize your research. The requirements on this worksheet match with the Template, which is also provided. Use the Worksheet to organize your research notes from our text, conduct research on the Internet, and record your all of your notes. You can organize your notes in each section to ensure you are providing an accurate staffing plan, which is supported by quality references. Remember, at this point, you need to use references to not only provide accurate information but also to add support and strength to your plan. When we present information in business, it is important to demonstrate that we’re not just presenting our opinions. References add this strength to our plan. Whenever you present thoughts or ideas obtained from an outside source, cite that source to demonstrate that the points are supported by experts in this field. You can and should utilize the Grammarly link in Tutoring tab on the left margin of our Blackboard page. When you click on the Tutoring tab, it will open the Tutoring page. At the top of this page, you will see a link to Grammarly. Click on this link and watch the video if you have not used this resource in the past. There is another link on this page to take you to the Grammarly web page along with the Assess Code for you to use this resource with no cost. The Grammarly tool will provide you with a free grammar check of your paper, which will help you to identify potential errors before you submit your paper for a grade. You can then make any needed corrections identified by Grammarly before you upload your paper in the Week 10 Assignment 2 tab. Note that I have highlighted key words in each of the requirements below to help you to organize your responses. You can see the association between each requirement and the Template headings. Using the same scenario from Assignment 1, write a six to seven (6-7) page paper in which you: 1.Identify three (3) job requirements (e.g., needed certifications, previous work experience, external influences, etc.) that could apply to your chosen scenario (You do not need to list specific requirement for each open position). 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. 2.Outline a long-term recruitment plan that contains at least four (4) components, is aligned with your companys recruitment strategy, but also addresses possible job skill or credential shortages. Note: Consider concepts such as succession planning and hiring retirees, etc. 3.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. 4.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. 5.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. 6. Use at least three (3) quality resources in this assignment. Your assignment must follow these formatting requirements directed by the University: Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; references must follow SWS (Strayer Writing Standards) format. Include a cover page containing the title of the assignment, the students name, the professors name, the course title, and the date. The cover page and the reference page are not included in the required page length. ASSIGNMENT 1 Staffing Plan Staffing Models Notably, staffing refers to the operation for obtaining, positioning, and holding the workers for satisfactory quality and quantity output to produce progressive effects on the efficiency of the organization. The staffing models suitable for the distribution of camera devices include staffing quantity and person/organization fit. Staffing quantity concerns the projected requirements and the planned staffing availabilities within the company. Initially, the staff quantity comprises ten assembly technicians; one certified quality control engineer, one contractor administrator, as well as one office support professional. Nevertheless, the enterprise projects that the organization will grow in size with the increasing demand in the supply of surveillance cameras. The firm anticipates having an increase in the number of employees. According to (Phillips & Gully, 2013), the staffing quantity model executes a significant role in determining the number of workers needed depending on the ration of the available tasks. For instance, overstaffing accentuates excessive availabilities and requirements after the comparison process. Similarly, the understaffing situation highlights minimal availabilities and requirements. Since the company expects a significant increase in demand for its products, an overstaffing scenario will be appropriate. Comparatively, the person/organization fit model defines the culture of the organization, the standards, new job tasks, and future responsibilities (Schmitt, 2012). Since the organization looks forward to attracting additional employees, it is prudent to outline the norms concerning desirable attitudes and employee behaviors. Besides, surveillance cameras are new products in the organization. Therefore, there is an availability of new job duties. The company may decide to outsource or select some of the employees from the existing 170 workers. Indubitably, the organization has several jobs in the pipeline such as branch managers due to projected future growth. As a result, the person/organization fit model describes possible tasks that the firm can add to the targeted job over time and the long-term matches during employment affiliation. Equal Employment Opportunities and Potential Legal Issues Equal employment opportunities (EEO) refers to a set of federal and state laws that offer protection to the workers from workplace discrimination and job applicants during the recruitment as well as the hiring process. Therefore, the implementation of EEO and diversity in the workplace is likely to encounter laws that addresses pay equality, disability, racial and gender-based laws. Inherently, the Equal pay Act demands that the organization should compensate employees that working in the same workplace equally regardless of their status. Similarly, the implementation of EEO with consideration of race/color discrimination forbids discriminating employees on the ground of their racial backgrounds (Buckley, 2016). The established legislation restricts such prejudices when it comes to hiring, job assignments, promotion, and layoff. Correspondingly, it is imperative for the organization to adhere to laws governing sex-based or gender-based discrimination which prohibits unfair treatment basing on the sex of an employee. The sexist law addresses the sexual orientation with the inclusion of transgender. The organization must equally consider the Americans with Disabilities Act (ADA), which outlaws are handling an existing employee or the job applicant less favorably because of the physical or mental impairment. Substantially, the organization must adjust its person/organization fit model to accommodate employees on equal opportunity terms to achieve transparency. For instance, the firm should ensure that the organizational culture and values allow for the non-discriminatory chances in the identified opportunities (Ostroff & Judge, 2012). Strategically, the staff should comprise of five men and five women as assembly technicians. Further, the model must ensure that each of the five positions given to men and women accommodates persons with disability issues. Moreover, it is imperative to ensure that both men and women have equal payment terms. For the opportunities requiring only one individual, such as proficient quality control engineer, contractor proprietor, and office manager, the allocation or hiring will depend on the merit basis. Required Tasks in Job Description According to (Schmitt, 2012), developing a job description requires the ensuing tasks to find, evaluate and create the suitable job necessities: The first task involves reviewing existing documents with the inclusion of job descriptions, business plans and structure charts. The task may require making inquiries on other ongoing business organizations. The second task entails holding discussions with the present or the previous job holders to get the vital insights on some of the essential aspects to include in the job description. The last task involves discussing with Human Resources in the local team to get the necessary support in the area. Most of the experienced HR practitioners underline the essential information that is required. Further, they have a better position to identify the gaps or propose improvements and provide examples that might save some work. The review of the job description should occur whenever there a significant alteration on the roles and the duties of an employee. A good example is when the assembly technician agrees to work like the office support professional. Correspondingly, the organization should carry out the review and update on the job description when there is a job position that requires placement. In the absence of the aspects as mentioned earlier, it is advisable for the organization to review and update job descriptions regularly like after every business year. The significance of these reviews and updates seeks to implement the editing of alterations of particular job specifications. Approaches to Addressing Employee Turnover Several organizations find employee turnover as a significant challenge. Whereas it is unmanageable to achieve a nil employee turnover, it is conceivable to have it reduced. One approach to deal with increasing employee turnover is by performing a cautious job applicant interviews. However, it is always essential to make sure that the applicant fits in well with the culture and the operational styles within the organization (Cronin, 2013). Likewise, it is critical to have the candidates assessments on a rational model concerning their ability to socialize with the current workers within the company. Pragmatically, the turnover ratio can automatically reduce if the majority of employed candidates fit in the organizations culture. Another method to have a low employee turnover ratio is by availing exceptional benefits to the employees. The advantages comprise of the favorable pension scheme, and Health Savings Account (Buckley, 2016). Ostensibly, none of the workers will leave the organization if they earn a satisfactory pay and reward. Therefore, the company should strive to offer competitive compensation offers to motivate the workforce. It is relatively profitable for the organization to have a satisfied and productive staff as opposed to periodic replacements. The organization can address the employee turnover through maintaining an open communication and feedback avenue for the workers. The approach enables the workers to express their views of the management, notably, in the issues that affect their performance (Jack Wiley, 2011). Even though the business cannot execute all the proposals, it is crucial to have the workers recognition that the organization cares about their views. Additionally, the company can tackle some problems successfully, thereby, helping in stemming the turnover ratio. Functioning succession planning procedures are primarily advantageous to the organization in monetary terms. The main objective of every company is to create profit for the multifaceted stakeholders. For that reason, spending a section of the companys funds in an attempt to retain the workers is a prerequisite for higher productivity because content and inspired employees indicate relatively higher productivity than the grumpy ones. Further, it is costly to hire than it is to retain the current workforce. . References Buckley. (2016). Equal Employment Opportunity 2017 Compliance Guide. Alphen aan den Rijn, Netherland: Wolters Kluwer Law & Business. Cronin, C. B. (2013). Building a Sustainable Workforce in the Public Transportation Industry A Systems Approach. Transportation Research Board. Jack Wiley, B. K. (2011). Respect: Delivering Results by Giving Employees What They Want. Hoboken, New Jersey: John Wiley & Sons. Ostroff, C., & Judge, T. v. (2012). Perspectives on Organizational Fit. Abingdon, UK: Psychology Press. Phillips, J. M., & Gully, S. M. (2013). Organizational Behavior: Tools for Success. ?Boston, United States: Cengage Learning. Schmitt, N. (2012). The Oxford Handbook of Personnel Assessment and Selection. Oxford, Oxford University Press.