Staffing Plan for a Growing Business: DotCom Daycare Center - Research Paper Example

STAFFING PLAN FOR A GROWING BUSINESS The key reason for a paper is to give a staffing plan for DotCom Daycare centre. Even though, DotCom Daycare is a small business I will give all the necessary information that will outline the right amount of employees that have the required knowledge, skills and ability (KSA) we can use in maximising efficiency in order to satisfy the critical needs of the business at the appropriate times. We will also ensure that our business meet all the required regulations by securing the licensure that is needed for our future expansion. Question 1 The two staffing models that could apply to my daycare business are staffing quantity- level and staffing quality- person/ job match (Caruth et al. 2011). The two models are crucial to the success as well as future growth of DotCom Daycare centre. The staffing level will direct me so that I avoid overstaffing. It will also guarantee that I am not suffering from high costs that result from having the facility filled with employees who just sit around with less or nothing to do. In addition, it will guide me from understaffing, which will affect my employees because they will be stressed and overworked. This will cause my productivity to suffer, causing my business to lose great customers as well as employees, which eventually would hinder the achievement and success of the business. In order for the business to expand in the future, I am obliged by regulations of Maryland to obtain a bigger facility, and utilize the extra members of staff to accommodate my expansion in business. The expansion of the business requires me to employ five After-School Assistants, five guaranteed Daycare Professionals, one Office Support Paraprofessional and one Registered Nurse Professional. The main reason for staffing is to align the characteristics of individuals and the jobs in such a way that desired HR outcomes are realized. The four most crucial points regarding the person/job match include: first, jobs are typified by requirements; second, individuals are characterized by their qualification level. Third, the degree of fit or match between the job characteristics and the individual, and lastly, there are indirect consequences for each match (Wilson & Bates, 2013). Even though, both staffing models are critical to the success of Dotcom Daycare centre, person/match model is the best suited for the productivity, efficiency as well as the future growth of the business. Operating a business that deals with the world’s precious jewels (Children), demands that one hires well-qualified people who fit all the requirements and qualifications for each position. It is also imperative to hire people who posses strong interpersonal skills to communicate effectively with parents, children as well as any other family that is looking to enrol their children in a professional and cheerful manner (Caruth et al 2011). Being the owner of the business, it is, therefore, my responsibility to match/fit the best candidate to the right position. Employing the best team will produce a positive impact on the HR outcomes, an especially attraction of job applicants, retention, job performance, attendance and satisfaction. Question 2 Any businesses that wish to establish equal employment opportunities, as well as diversity within the workplace, often encounter some legal issues, and as a business owner with the same goal, I am not an exception. So far, the two major potential laws I must be aware of during such a time, or particularly when recruiting new employees for the future growth of my business are Age Discrimination in Employment Act and Title VII of the Civil Rights Act. Being aware of such laws will direct and guide me as I begin recruiting new employees. It is imperative that I screen my methods to ensure that they comply with the set regulations. For example, word of mouth method has proved to be the easiest and most economical way to recruit employees; however, it has potential of being illegal. An employer who relies on word of mouth recruitment may violate the law in case almost all of their new hires are of the same race. Further, an employee may violate the law in case they publish a job advertisement that reveals preference for or discourage a given group or individuals from applying for the positions. For instance, an advert that seeks “recent college graduates” or “females” may discourage males and individuals over 40 years from applying (Wilson & Bates, 2013). Equal Employment Opportunity Commission (EEOC) enforces laws that discourage discriminating against individuals (employee or applicant) because of their color, race, sex, religion, age, national origin, disability or genetic information. It is, therefore, vital to identify such laws so as to act according to what they require. As outlined by Society of Human Resource Management (SHRM), I must develop and maintain an environment that motivate and encourage the organization and employees to achieve their fullest capability in a productive and positive manner in order for me to achieve transparency with my staffing model. I will achieve transparency within my staffing model by adopting the following guidelines (Wilson & Bates, 2013). • Adhering to high ethical standards as well as professional behavior. • Measuring the effectiveness of HR in achieving or contributing to organizational goals. • Complying with the law. • ensuring that work is consistent with the values of the profession. • Striving to reach the highest performance levels, service and social responsibility. • Advocating for the suitable utilization and appreciation of individuals as employees. • Advocating candidly within the established forums for debate so as to influence decision-making, as well as results. Question 3 The following are the tasks that I will perform so as to get the information needed to identify, analyze, and develop job requirement as well as task statements that are necessary to formalized job descriptions. • I will involve the employees by asking them to complete job analysis forms. • I will interview the workers, asking the precise and particular questions regarding their job duties and responsibilities. • I will obtain log sheets from each employee with information regarding each of their tasks as well as the time spent on each task for no less than one full week. Job analysis refers to a process of collecting, examining and interpreting information about the tasks and responsibilities of a job. It always includes tracking the duties of an employee and the duration of every task, watching employee carry out his/her job, interviewing workers, managers as well as other individuals who interact with the workers. Finally, it involves comparing the specific job to other jobs in the same department (Caruth et al. 2011). Conversely, job descriptions are a tool that helps to recruit, determine ranges of salaries, create job goals and objective of employees, meet legal requirements for purposes of compliance and conduct performance reviews. Employers should, therefore, audit their job descriptions every few years as well as compensation study (Wilson & Bates, 2013). Question 4 Reducing high employee turnover requires the use of a proactive approach before a worker decides to leave the organization. The three methods that can effectively deal with high employee turnover, as well as availability of employees with needed knowledge, skills and abilities include (Russo, 2010): • Administering employee opinion surveys annually so as to identify employee’s perspectives regarding the workplace and how the business can improve employee retentions. • Analyzing the survey results and then developing action plans for supervisors. • Holding the leadership of the firm accountable for the items of the action plan and following up with workers on the survey results and improvements. Succession planning would be beneficial to DotCom Daycare centre because it acknowledges that all its workers will not be with it forever. Hence, it allows for a process as well as a plan for addressing the changes that are likely to occur when they leave. Good succession planning has the following benefits (Griffeth & Hom, 2012): • Continuous supply of qualified and motivated individuals who are ready to take over when other workers leave the business • Good external reputation because the employer highly invests in its workers and offer opportunities as well as support for advancements. • High commitment to developing career paths for workers which will assist to recruit and retain top performing workers. References Caruth, D. L., Caruth, G. D., & Pane, S. S. (2011). Staffing the contemporary organization: A guide to planning, recruiting, and selecting for human resource professionals. Westport, Conn: Praeger Publishers. Wilson, P., & Bates, S. (2013). The Essential Guide to Managing Small Business Growth. Chichester: John Wiley & Sons. Russo, A. T. (2010). Minimizing employee turnover by focusing on the new hire process: A dissertation submitted to the graduate faculty of the College of Businessand Management in candidacy for the degree of Doctor of Philosophy. Prescott, Ariz: Universal Publishers/uPUBLISH.com. Griffeth, R. W., & Hom, P. W. (2012). Innovative theory and empirical research on employee turnover. Greenwich, Conn: Information Age Pub. Read More