Staffing Organizations - Assignment Example

? Staffing Organizations-Part 2 Affiliation with more information about affiliation, research grants,conflict of interest and how to contact Staffing Organizations-Part 2 1. Formulate a Recruitment Plan and Strategy that will be used to Staff the Coffee Shop Initially and Throughout the Next three Years. The recruitment plan and strategy that will be utilized to workers the coffee shop initially and all through the next three years will be to solicit the help of an outside recruitment group. Seeking the help of an external recruitment agency would be the most cost efficient plan at the time of recruitment. The Gourmet Coffee Shop is a small organization and does not have the budget or staff to run its own staffing purposes and? therefore? an outside recruitment group can give the coffee shop with a full level of service? For example these agencies can help in advertising, identifying recruitment needs, along with background checks, examining the references of candidates etc. Using external recruitment agencies can be a little expensive, but on the other hand? it is the most sensible decision for company that does not have its own recruitment purpose. A recruitment financial plan will be formulated, which would include the staffing price, equipment and supplies cost along with salaries and benefits. After the recruiting and organizing period is complete, the next strategy of the coffee shop will be to choose “targeted versus open recruitment”, as the business is seeking particular individuals with certain, skills, knowledge, capacity and other features. Utilizing the open recruitment method will entail a high quantity of candidates making the selection procedure exceptionally difficult. 2. Create a Communication Message (Realistic, Brand or Targeted) to Attract Applicants to the Open Position. When creating a communication message, it needs to be focused on being attractive and appealing to the target applicants. The main goal here is to capture the attention of potential applicants. Once this is achieved, the next step is to maintain their attention. This stage consists of the communication medium and message notifying the vacancy of jobs. “The  communication  process  consists  of  a  message  being  sent  and  received. The message maybe verbal or non-verbal.  The  same  basic  principles  apply  whether  humans,  animals,  other  forms of  life,  or  combinations  of  these  are  involved” (The Communication Process, n.d. par.1). The message can be realistic, targeted or branded. The medium for distribution can be a job posting, potential supervisors and peers? and extra written documents. These messages have to be expressed through some medium to the recipient. It is necessary that this message should be recognized by the recipient in the same meaning as intended by the sender. He or she must react in a time structure. Therefore, the communication is a two way method and is incomplete without a feedback from the receiver to the correspondent on how well the message is decoded by him. 3. Select the Communication Medium for the Recruitment Effort and Explain why that Method was Chosen Over Others. Communication can happen through several mediums. These mediums are assembled into four main types, which are verbal, written, visual communications and nonverbal. Whereas a number of mediums of communication, for instance talking, are much clearer than others, such as body language, every medium is significant for communication among people. In this case the select physical media. Physical media refers to a channel where the individual who is talking can be heard and seen by the viewers. The entire point here is to be capable of not only hearing the messages but also to watching and interpreting the body language. This does not require being two-way channels. In certain conditions the receiver expects physical communication. “If a message is perceived as important to the receiver they expect to hear it live from their manager. Large meetings, town hall meetings Department meetings (weekly meetings) Up close and personal (exclusive meetings) Video conferences Viral communication or word of mouth” (Types of Communication Medium, 2008, par.2). Large meetings have got huge symbolic price and are used mostly at special occasions. These meetings are an excellent choice when one desires to present a new strategy or vision, inform about restructuring etc. The chance for conversations is limited in large meetings, of course they can be divided into smaller groups and help in providing chances for conversation. Up close and personal meetings where normally a senior manager assembles with a random group of workers to answer and discuss questions. Viral marketing is also called works outside with internal and turn to marketing procedures that utilize pre-existing social networks to facilitate enhances in knowledge or awareness during self-replicating viral procedures. It can be word-of-mouth enhanced by the network belongings of social media. 4. The Selection Process. Staffing of the coffee shop is a job that needs a lot of planning and thought. Some of the problems faced include determining how staffing will take place, what methods will be used, how the messages will be conversed to the community, what kind of selection processes will be put to use, recognizing the assessment methods and identifying particular predictors required for every position. The strategy used in this company will be that of open recruitment. Since the business will have only one location primarily, open recruitment will offer a large selection of applicants to choose from. As experience is important, it is more significant that the business does not limit itself by looking for only certain worker traits? or how much a person suits the job or matches the organization. At this phase? the company should not limit applicants as they can be eliminated later? through the agency performing the recruitment process? after every application have been received. The open recruitment process will be the one of the initial strategies to be used while opening the coffee shop. The first selection step in the staffing process is for the HR managers to go through all job applications or resumes they have received for a particular position in the coffee shop and narrow down the list of applicants to a number of candidates who really have the potential and skills? Later the selected candidates can be called for a telephone interview or for a face-to-face interview. Advantage and Disadvantage of Interview as a Selection Process. The main benefit of interviews is that the interviewer can change the questions when required, elucidate doubt and guarantee that the responses are correctly understood, by rephrasing or repeating the questions. The interviewer can also choose up non-verbal cues from the applicant. Any anxiety, stress or trouble that the applicant experiences can be detected in the course of frowns, anxious taping and other body language, automatically exhibited by him or her. The expenses of training interviewers to reduce interviewer's biases? for example dissimilarities in questioning methods, interpretation of reply etc are also high. Another disadvantage is that applicants might feel uneasy on the subject of the anonymity of their answers when they interact in interviews. 5. Initial and Substantive Assessment Methods: External selection denotes to the assessment of external job applicants for any particular post. Various methods are utilized for this purpose. On one hand? methods of initial assessment are used to decrease the applicant pool to total candidates, whereas on the other? methods of substantive assessment are used to reduce the candidate groups to finalists for the job. Initial assessment methods are mainly used to select appropriate candidates amidst the initial job applicants. These assessment methods that will be evaluated are application blanks, resumes and cover letters, genetic screening, letters of recommendation, reference and background checks, biographical information as well as initial interviews. The factors that show the option of initial assessment methods will be evaluated. These factors are frequency of cost, use, consistency, legality, utility, reactions of applicant and various adverse impacts. Therefore, the use of substantive methods is frequently more involved than using initial assessment methods. Many substantive assessment methods will be will be used here such as, in depth analysis, including various tests (personality, capability, knowledge of job, performance or work samples, situational decision, integrity)? values, interest, and preference inventories? planned interviews as well as evaluation for team environments. The average validity of every method and the criteria used to prefer among these methods will be reviewed. This assessment helps to select the appropriate candidate from external groups of applicants. 6. Identify the Predictors which will be Used to Assess KSAOs. As an organization builds up criteria for a job, it also selects potential predictors for performing the job on those criteria. Events of the criterion and the predictors are mainly taken on a total sample of inhabitants to see whether these predictors relate to the particular criterion or not. By carrying out field studies in the setting and arranging in which selection apparatus they will finally be used, the possibility of generalization is maximized. There are mainly two kinds of study designs: predictive validity studies and concurrent validation. “Concurrent validation both the criterion and predictor scores are collected from a sample of participants at more or less the same point in time. Predictive validity, the predictors are measured before the criterion” (PSYC 350 Test 2- Chapter 6, 2012, par.4). The first step in setting up a selection plan is to arrange a listing of KSAOs, which are taken from the requirements of the job matrix developed in the course of the process of job analysis. The second step is to distinguish every KSAO as either a “yes” or “no?” in terms of whether or not it is to be evaluated in the selection process. The third step is to recognize and list possible ways of evaluation for the KSAOs designated as “yes” for evaluation. Reference List PSYC 350 Test 2- Chapter 6. (2012). Quizlet. Retrieved from http://quizlet.com/11133670/psyc-350-test-2-chapter-6-flash-cards/ The Communication Process. (n.d). Integrated Publishing. Retrieved from http://navyadministration.tpub.com/134t/css/134t_44.htm Types of Communication Medium. (2008). The Communication Toolbox. Retrieved from http://www.communicationtoolbox.com/types_of_communication_medium.html Read More