Business Expansion and Sustainability - Example

Business Expansion and Sustainability Job Requirements That Could Be Applied In the Chosen Scenario There are certain job requirements including needed certifications, previous work experiences and external influences that should be considered while hiring employees for conducting any business. Based on the provided assignment, the staffing plan for DotCom Daycare centre denotes that the employees should be hired considering their skills, abilities, knowledge and previous experiences. However, there is a planning for expanding its day care business for which there lays the requirement of recruiting five day care professionals, five after school assistants, one registered professional nurse and one paraprofessional for office support. Moreover, it is also necessary for the day care centre to recruit qualified personnel that fit perfect to the available job positions. There also lays the necessity for the employees to make better interactions with the parents, family members and children during the time of enrollment in the institution. Therefore, it becomes a mandate for the daycare centre to recruit employees having good interpersonal skills that in turn will help the business to prosper in long run. Considering the fact that DotCom Daycare centre is a small business, the employees being recruited in the centre must possess proper educational certificate that will portray their respective educational qualification. Moreover, the previous working experiences of the candidates will also be duly considered before recruiting them. Work experience in the similar field may be helpful for the business to cut down the cost of training being provided to the selected employees as well as other overhead costs that would be incurred for training a fresher candidate. Candidates having external influence are mainly preferable for the recruitment in the respective available posts in the daycare centre. External influence refers to the sources and the information that possess by the candidates, which might help the business to get expanded as per the desired targets. It is strongly believed that an employee with more external influence is highly preferred by the recruiters than the employees bearing less external influence (Management Study Guide, 2013). In order to meet the identified job requirements of DotCom Daycare centre, it is quite essential to establish an effective recruitment strategy, which will ensure the recruitment of effective and efficient employees for the respective vacancies. The owner or the director of the centre is required to conduct a job analysis, which will help in examining, collecting and interpreting the responsibilities and tasks associated with that particular job positions. The information can be collected through making regular observation, interacting with the employees as well as the managers on a regular basis and analyzing the amount of time taken by them in accomplishing a given task. However, with the help of performing this job analysis, the HR or the owner of the centre can ensure that all the applicants comply with their recognized job requirements in an efficient manner (Human Capital Singapore, 2012). 2. Long Term Recruitment Plan There lays the requirement of adopting an effective long-term recruitment planning strategy, which will help DotCom Daycare centre in hiring effective and efficient employees. Thus, the concepts of succession planning, hiring retirees, campus recruitment and conducting job seminars may serve as the most effective forms of long term recruitment strategies, considering the centre’s requirement. Succession planning refers to the process of transferring the leadership role in a company to other leaders who are quite capable in performing such roles effectively. It is carried out at the time when the present leader of the company retires, leaves or passes away and thus triggers the need of appointing new leaders to run the business operations efficiently. It may be conducted internally as well as externally. Internally, succession planning can be conducted among the senior highly skilled and qualified employees of the organizations who are eligible to hold the posts and run the business operations smoothly. For large companies, the decision regarding succession planning is mainly taken by the board of directors and the CEO and thereby negatively impacts the shareholders, owners as well as employees of such companies (Government of New Brunswick, 2015). Since DotCom Daycare centre is a small business, therefore, the owner is solely responsible for succession planning and it may be carried out by delivering training to the next generation owner. Similarly, the concept of hiring retired employees may also serve as an effective long- term recruitment plan for DotCom Daycare centre. The retired employees have much experience about the market, which will certainly help the business to maximize profit in long run. They are also supposed to possess enhanced communication skills and diverse work experiences that may be helpful in interacting with the parents and the children, providing maximum benefits to the centre. However, it has been proved that the retired employees are more sincere towards their respective jobs and thus possess certain important characteristics including high punctuality, low rate of absenteeism, better interpersonal skills, positive attitude, less eagerness to leave the job and more urge of learning new skills (UC Regents, 2015). DotCom Daycare centre may also recruit its required candidates from varied institutional campuses that may serve as the best way to analyze the effectiveness of their skills by interviewing them. Similarly, conducting the job seminars may also serve as quite beneficial for recruiting employees amongst a huge pool of qualified candidates. There are several qualified and experienced candidates who possess keen interest in attending job fairs, based on which, their job skills can be addressed (UC Regents, 2015). 3. Branding Strategies That May Attract Qualified Applicant to the Organization Being a small business, it is necessary for DotCom Daycare centre to develop effective and unique branding strategies that would help the people to differentiate it from others. In this regard, three branding strategies that can be employed to attract the qualified applicants are: Defining the brand Differentiating the brand from others Publicizing the brand Defining the brand is quite essential to consider, which is helpful in building a particular brand. It is thus necessary for the applicants to understand the actual meaning of the brand. While defining the brand, the weakness of the company should not be disclosed, rather the strengths should be highly focused. Moreover, the expertise and the skills possess by the organization should also be highlighted that will attract the applicants at large. It is worth mentioning that the CSR activities perform by the company, if any, should also be highlighted in addition to the benefits that are promised to be provided to the applicants. The second strategy is to differentiate the brand from others with respect to the quality of services and underlying uniqueness prevailing within the same. The people should be made realized that there are certain unique advantages that the company is providing to them unlike others. However, the third strategy is to publicize the brand by advertising through various mediums (Attard Communications, Inc., 2015). Three effective communication methods that would help in attracting more applicants or reaching out to the applicants include leaflets, newspaper advertisements and advertisements through media. The leaflets serve as the most important communication method, which may be utilized by the daycare centre for reaching out to the applicants. Various details about the daycare centre including the services and the facilities are necessary to be provided in the leaflets that are distributed to the people. On the other hand, newspaper advertisement also serves as the other effective mean for attracting the applicants. The details of the daycare centre along with the courses provided by the same should be contained in the newspaper through which the centre can contact with the community members at ease. Similarly, the daycare centre may also communicate with the people through television advertisements. Certain channels and programs are necessary to be chosen that are of high TRP as well as educational channels (Authenticity Consulting, LLC, 2015). However, implementing the above stated branding strategies and communication skills may help DotCom Daycare centre to attract more applicants. It is expected that the framed branding strategies will certainly help the centre to become unique from others and thus enhance the quality of services being provided to the applicants. On the other hand, the effective communication methods adopt by the daycare centre will also serve effectively in reaching a large section of the society through which the qualified applicants can be employed in the business. 4. Selection Process for Recruiting New Employees From the assignment provided, it can be ascertained that DotCom Daycare centre is planning to expand its small business, for which there is a requirement of employing one registered nurse professional, one office support paraprofessional, five guaranteed daycare professionals and five after school guards. However, as per the scenario, the two most important selection processes that might be suitable for the daycare centers include the merit based selection and the personal interview of the applicants. According to the merit based selection, the skills of an individual to perform a particular work can be easily understood. It may also help the centre to select best personnel for the respective jobs. Therefore, the main advantage of this selection process is identified to acquire more competent as well as skilled personnel for the vacant positions that will ultimately help the centre to maximize profit. Similarly, the conduct of personal interview also serves as the other most effective means, which supports in determining the skills and the abilities that are necessary for conducting jobs in an efficient manner. Since personal interview is also denoted by face to face interview, therefore, it would help the interviewer to understand the psychological condition of the interviewee. The verbal fluency as well as the job knowledge of the candidates can be easily understood through the interaction (Leo Isaac, 2015). However, there are certain selection criteria that the interviewer has to consider. These include: Attitude towards the organization Job knowledge of the applicant Eagerness to work for the organization Past experience of the applicant Interpersonal skill 5. Assessment Methods That May Be Employed For Selecting New Employees There lay various assessment methods that could be applied in the chosen scenario relating to the small business of DotCom Daycare centre. In this similar context, the cognitive ability and the personality test are among the assessment methods that seem to be much effective depending upon the scenario of employment. The cognitive ability test helps in measuring the diversities of mental abilities including the mathematical, verbal along with comprehension and reading abilities. It is considered as one of the most important predictors of job performance. The questions of cognitive ability test are provided in the form of multiple choices and the interviewee has to answer the correct one among the multiples. Similarly, the personality tests also serve as one of the most important predictors of job performance on a subsequent basis. The personality factors of an employee that are necessary to be focused include emotional stability, agreeableness, extraversion and conscientiousness. The questions of personality tests are also provided in the form of multiple choices (Pulakos, 2005). Four job predictors that can assess the candidate’s skills, abilities and other skills and experiences (KSAOs) include: Job knowledge tests Integrity tests Structured interviews Cognitive ability tests (Pulakos, 2005). References Attard Communications, Inc. (2015). Effective marketing starts with effective branding: Seven steps to building your brand. Retrieved from http://www.businessknowhow.com/marketing/build-brand.htm Authenticity Consulting, LLC. (2015). Major methods of advertising and promotion (methods of external communications). Retrieved from http://managementhelp.org/marketing/advertising/methods.htm Government of New Brunswick. (2015). Benefits of succession planning. Retrieved from http://www2.gnb.ca/content/gnb/en/departments/human_resources/career_development/content/succession_planning/benefits.html Human Capital Singapore. (2012). Develop and implement recruitment and selection strategies. Retrieved from http://hcs.com.sg/v2/index.php/info/view_course/113 Leo Isaac. (2015). Merit based selection. Retrieved from http://www.leoisaac.com/hrm/hrm006.htm Management Study Guide. (2013). Staffing process - steps involved in staffing. Retrieved from http://www.managementstudyguide.com/staffing-process.htm Pulakos, E. D. (2005). Selection assessment methods. SHRM, pp. 1-54. UC Regents. (2015). Hiring retirees. Retrieved from http://hrweb.berkeley.edu/guides/managing-hr/recruiting-staff/employment/temporary-student/retirees Read More