Realistic Long-term And Short-term Process and Outcome Goals - Essay Example

Business Name: Course: Tutor: Date: Business Staffing goals (process and outcome) of Chern’s sales associate incorporate the strategies of the business (Phillips & Gully 2009). One of the long-term process goals will be staffing efficiently because they are not intending to use part-time employees in their operations. Dedication is one of the core principles of the company and thus, the permanent staff has been able to prove to the managers that they are more than willing to stand for the company in times of crisis and in time of advancement. By having a staff that is efficient in their operations and line of duty, the company will be assured of having an increased customer/clientele base. The sales revenue of the company is also bound to increase and thus, more incentives will be awarded to the competitive employees. Secondly, by complying with the laws and policies of hiring in the organization, the HR department and managers hiring the sales associates will be avoiding the risk of hiring unqualified individuals on the basis of corruption. Hiring laws and policies of the organization help the management and concerned parties to be ethical in their proceedings or dealings. Being a recognized company in the globe, Chern’s should be very vigilant in maintaining their standards of equality and fairness that has been able to place them in the fore front of other companies. In addition, this has enabled them maintain their trading standards in the market hence, attracting more customers. Thirdly, set timeline hiring goals should be adhered to by Chern’s managers. By following this set of rules, managers will not be tempted to engage in illegal activities with the aim of making extra money on their side. This is because, it will ruin the reputation level of the company and thus, losing some of its loyal customers. This is a short-term goal for this company since they have their own set of rules and guidelines with regard to hiring employees. At some point, they consider referrals made by their present employees and so such rules do not automatically apply in such instances. However, during the whole hiring process, the managers are vigilant and observant in bearing in mind the strategies applied by the company. Long-term outcome goals linked to Chern’s case will include sales associates meeting the needs of stakeholders as their carry out their duties and responsibilities in the company. Stakeholders in a business environment are very important people who should be satisfied because they contribute a larger percentage to the smooth running of operations. A business entity cannot survive without stakeholders supporting the activities and daily running of the business operations due to the fact that they contribute to its business strategic plan. The business aims at providing its customers with the best services, quality, selection and value and thus, the stakeholders see to it that all these requirements are met for the business to thrive. Each of the stakeholders contributes in one aspect or another to see to it that the business is running smoothly and that all departments are meeting set deadlines (Ployhart et al 2006). Another outcome goal associated to sales associates hiring in Chern’s retail outlet is the hiring of competent individuals who succeed in their job specifications. Strategic planning in Chern’s company has enabled the managers to be keen when it comes to hiring of individuals. Also, hired individuals for whom other functions of the human resource should have desired impact is another goal to be considered. The company ensures that the newly hired employees go through a training and development process and thus, the individuals should show that he training has had a positive impact on them thus, will work to produce the best results. The packages given to them on being confirmed should act as a motivating factor for them and thus, will improve in their performance in showing that no obstacle is to hard for them to handle. Chern’s has had a good financial report to display for the last three years and thus, the returns made by their employees should be used to invest on other employees. Staffing should be considered as an investment for the business and thus, the accounting department should allocate substantial amount of funds to be used during the hiring drive. Hired personnel should be treated with utmost care since they are still delicate and are being persuaded to be part of Chern’s organization. It is essential for HR managers to equip them with the necessary tools needed for the training process so as to avoid absenteeism and late comers. Highly motivated employees bring about high levels of performance in the organization. The same applies for the hired employees. Retaining newly hired workers may be a problem if they are not treated well. Business strategy execution should be enhanced during the goal strategy process in Chern. This factor is long-term since it bears in mind the organizational structure and culture of business activities performed by Chern’s retail outlet. Included in this factor are the plans and proposals laid out by human resource managers by displaying the beneficial importance of using a strategic plan during staffing processes. This factor also brings about diversity in the workplace which is the main concern of many local and international organizations. Chern’s are rapidly growing and they have incorporated this factor in their operations because they have managed to open other branches in various destination points in the globe. Diversity in the workplace is vital for Chern’s company because they are dealing with products that are fast moving. It should be promoted in all departments of the organization because this will enhance cooperation and unity among workers in the company. The strategic staffing decisions considerations displayed for their sales associate role is as follows. Chern’s retail outlet neither wants a core or flexible workforce because they are ready to spend in training their employees in order to meet the changing workforce environment present. Moreover, they have permanent employees who serve the company diligently without fail. These employees are trustworthy because their employers are looking after their welfare and also, have humble time for their families and friends. Part-time employees for Chern’s are considered a core workforce since they would not be ready to enforce the company’s culture. In addition, the company does not utilize any contingent or temporary workers because they are more than satisfied with the services offered by their full-time employees. Chern’s prefer to hire externally because it will give them an opportunity to relate with the needs and demands of customers. By hiring external workforce, the company will be increasing their customer relations knowledge and hence, will be up-to-date with current trends, fashions, tastes and preferences of people. This will enable them produce quality goods and services to their client base hence they will reduce wastages during production and increase their productivity and target market segments. Expansion of their market segment will also entail further developments and expansion of the stores both locally and internationally. Territory expansion shows that the business is growing and that it is serving its purpose in the society. The aim of Chern’s in hiring is to be able to train their personnel and make them tech savvy in order to relate well with the changes. Its main focus is training and developing activities for their newly hired sales associates which helps them become more customized with the proceedings and nature of operations in the company. Through the training process, the employees become familiarized with the technological advancements of the company and thus, they become competitive members for the company ready and willing to serve their customers professionally. The training processes enables the employees become unique and represent the company to their target customers at all time. The company is preparing them for the outside world environment since they are going to be mingling with different people with different races, cultures, values, beliefs and characteristics. Chern’s should retain their talented employees instead of replacing them because this will mean more training and finances. By retaining your workforce, the company will be at an advantage because competing companies will not know their strategies and plans. However, by training new workers and doing away with the old ones, the company is at risk of having its confidential maters exposed to their ‘enemies.’ Staff retention helps in reducing the costs of training new employees, also saves on time and company resources (Harrer 2008). The money that would be used for training new staff members can be geared towards other projects that will help in the growth and expansion of the company’s activities hence increasing their profits. This will also mean that the salary package of employees will be adjusted and thus, their living standards will be improved. Chern’s company handles the production of handbags and shoes and therefore, their major focus should be on building a good customer care relations in order to retain their current clientele base. This strategy will enable them work on the needs of their customers while looking at those of their potential customers in the market segment. The sales associates should be able to build a good company rapport with their clients in order to increase their sales and that of the company. The human resource department and hiring managers should work with their existing sales associates in ensuring that promotions and advertisements of the company’s products reach their target market in a coherent manner. Language used should be simple and relevant in delivering the message to their market segment. It is imperative for the managers to incorporate training programs for their sales associates on a frequent basis in order to share ideas and ways o improving their tactics or techniques (Caruth et al 2008). Chern’s should address staffing from a proactive, planning perspective because it is not appropriate to staff from an implementation perspective solely. Staffing constraints impacts a company’s ability to implement on its plans, but they should be addressed and identified in the planning process. A company that chooses to capitalize on its market opportunities will have chosen a different direction in terms of capabilities and levels of staffing. Excessive staff in the company will mean that they will increase their resources and budget yet, the input is not amounting to the output levels. Parity of output and input levels is essential in business environments since it will ensure that the company is achieving good returns. Ryan and Ann should focus on those activities that are customer oriented because the company interacts and socializes with them in satisfying their needs. Forecasting is also an activity that should be considered by Chern’s since it will help them in determining the nature of objectives to be achieved (Aspatore Books 2007). Staffing should be treated as an investment for the company because it is going to have qualified personnel working for the company. This will mean that, the resources used during the training process will be realized and replicated by increasing the sales volume and input of the organization. It is an investment because it brings about change in the company and thus, the company gains a competitive advantage through giving its workforce training and development programs. Knowledge is the foundation of success for any organization therefore; Chern’s should invest in their workforce and exchange ideas that will be incorporated in the growth and expansion measures of the company. Staffing should be decentralized so as to tap the talent of employees from a wide range of expertise which will contribute to the growth of the company activities. Decentralization of employees promotes diversity in the workplace and as a result, ensures that multiculturalism has been encouraged. The workforce will work as a team in realizing the goals and objectives of the company by promoting teamwork. Employee staffing by use of the tripartite perspective is achieved within three set boundaries that include; legal (laws, federal orders, regulations); professional guidelines (codes and conducts); and ethical considerations which evaluate staffing experts’ judgment, practices and behavior because they transcend legal and professional guidelines (Bechet 2008). List of references: Aspatore Books 2007, Staffing Strategies for Growing Companies: Leading Executives on Evaluating a Company's Hiring Needs, Attracting Top Talent, and Recruiting Strategies (Inside the Minds), Aspatore Books, NJ. Bechet, TP 2008, Strategic staffing: a comprehensive system for effective workforce planning, AMACOM Div American Mgmt Assn, New York. Caruth, DL, Caruth, GD & Pane, SS, 2008, Staffing the Contemporary Organization: A Guide to Planning, Recruiting, and Selecting for Human Resource Professionals, ABC-CLIO, New York. Harrer, J 2008, Internal Control Strategies: A Mid to Small Business Guide, John Wiley and Sons, New York. Human Resources 2004, ‘Succession Planning’, Retrieved 4th May, 2011 from . Phillips, JM & Gully, SM 2009, Strategic Staffing, Pearson, Upper Saddle River, NJ. Ployhart, RE, Schneider, B & Schmitt, N 2006, Staffing organizations: contemporary practice and theory, Routledge, New York. http://unpan1.un.org/intradoc/groups/public/documents/UN/UNPAN021815.pdf http://www.fairfaxcounty.gov/hr/pdf/workforceplanningmanual.pdf http://danerling.com/content/Hiring-and-Staffing-Strategies.pdf Read More