Effective Staffing for Business Expansion and Sustainability - Essay Example

Business Expansion and Sustainability al Affiliation) Staffing is a term that relates to the recruitment, selection, and training of individuals for positions in the company. The search for individuals in the right positions is a difficult process for most individuals in a corporation. The human resource department handles the selection of employees for a business. The department examines the goals of the business and hires the right individuals to fill these positions. Organizational staffing in a corporation involves the identification of specific responsibilities that the employee will bring to the organization. The mission statement of a company outlines the objectives of the organization (Herriot & Drenth, 2010). In the case of business expansion and productivity, staffing plays a crucial role in increasing the productivity of the enterprise. Touchline Communications is a company that needs to hire individuals for new positions in the organization. The company expects to achieve their short-term goals by hiring the right individuals to fill their positions. Enterprises have numerous ways of selecting employees to fill the vacant posts in the enterprise (Edenborough, 2012). Touchline communications have a unique culture when hiring and selecting of employees. Experience is one of the factors that Touchline communication uses to hire its employees. It respects a candidate who demonstrates passion while working for them. Touchline ensures that their employees are experienced in their area of study. Work experience allows the company to achieve its short-term goals efficiently. It works with individuals from different backgrounds, which helps them show enthusiasm in their career (Heneman & Judge, 2009). It allows individuals the organization knows the strength and weaknesses of their employees. The company hires individuals with excellent work experience to fill in the positions vacant in their various departments. Touchline communications look at the creativity and reasoning of individuals when they hire employees. These are among the top job requirements the company looks at when they want to employ people. Thinking and creativity in people allow them to become problem solvers for the corporation (Herriot & Drenth, 2010). Problem solving helps the enterprise achieve its long-term goals of maximizing their profits. The use of creativity and information helps the employer find solutions to the problems of the corporations. Reasoning and creativity allow people to relate easily with their fellow workers (Herriot & Drenth, 2010). A good interpersonal ability allows individuals interact with each other to achieve the goals of the company. In addition to, flexibility is an external job requirement that affects the decision of the human resource department in the selection of the most viable individual to fill their top positions. Flexibility allows the new employees manage multiple tasks for the organization. Flexibility is important because people change with the conditions of the work. Work experience, creativity, and flexibility are job descriptions that help Touchline communications to plan their activities. Proper planning is a crucial factor in the determination of the success of many companies. The program helps the smooth running of activities in Touchline communication and avoids unexpected surges, which lower the moral of employees in a corporation. The individuals with such qualities increase the morale of other employees in the enterprise. Creativity and flexibility of employees motivate them become goal oriented in achieving the objectives of the company (Edenborough, 2012). It provides the company with enough skilled individuals to meet the demands of the customer. It gives the company the opportunity to employ individuals who will drive the business towards success. Creative employees will follow the plan of the managers of driving the business towards success. Success will motivate other individuals to participate in the achievement of the goals of the corporation. Choosing the most appropriate action helps the company to utilize the feasible staffing options of the enterprise. One of the fundamental qualities of a good human resource department is to choose the appropriate team for the company to achieve success (Herriot & Drenth, 2010). One of the key strategies that the enterprise can use to ensure that all their applicants meet the stated job requirement is to communicate strategy. Communicating the policy helps to ensure that the applicants meet the job requirement in an organization. Communication of the policy to the employees helps them to know the direction that the company is heading (Herriot & Drenth, 2010). Statistics indicates that most employees find it easier to leave their work to go and work in a different company. Promotion, fairness, and equality motivate employees to apply for a job at Touchline communication. There is a habit of managers hoarding talented employees for their personal benefit. Touchline communications reduce this practice by facilitating internal transfers in the corporation. Offering employees the chance of participate in social gatherings, rewarding employees for their performance in the organization. The strategy will help the applicants meet their requirements because it is part of their culture. Employees attract their kind and development of the new culture in a company ensures that the organization attracts viable applicant for employment positions in the business. Recruitment plans are strategies that attract employees to Touchline communications. Planning is a significant factor in the recruitment policies of the company. It helps the corporation identify the correct individuals for the jobs in the enterprise. Touchline communications use its recruitment strategy to hire viable employees without rushing and hiring the wrong individuals. The recruitment plan for the company establishes what the agency wants to achieve in their program (Heneman & Judge, 2009). Touchline communications have an effective recruitment strategy that works efficiently for their recruitment. The first step in their recruitment plan is to advertise for the available position in time. The strategy will ensure that individuals apply for the jobs and prepare for the interviews. It will give time to the company to do a background check on their applicants. The company lists the positions available for the employees and the job descriptions for the positions. The second step involves the examination of the available positions and creating desirable requirements for the positions. It makes the work easy for the Human Resource Department for the selection of the correct individuals to fill in the position. The list is reasonable enough, and it assists the company to remove applicants who do not meet their expectations. The third step is to create an advertising plan that advertises for the opening of the position. Creation of an advertising plan helps the company to place a publication for the job position. The fourth step is to choose a suitable team for the interview process of the job applicants. The selected managers have to supervise the hiring and selection of the employees who will join them in various departments. The interviews of Touchline communications incorporate various members from all the departments in the organization. The fifth step is the corporate with other employers to develop a list of questions. The questions serve as a purpose of making work easier for the selection team to choose suitable candidates. The question helps the human resource department find appropriate team members to fit into the culture of the organization. The sixth step involves documentation of the interviews and decisions to help the company keep track of their decisions. It helps the corporation to maintain a record of the actions in the case an applicant chooses to sue the business. Branding is a crucial strategy that businesses use to market their products and Touchline use branding to attract new employees. The branding strategy is that creates a marketing perception of what it looks to work in the company. One of the strategies they use is to attract the right kind of individuals to the enterprise (Heneman & Judge, 2009). The second strategy they use is marketing their jobs o social media. Posting of the jobs online helps them to create a brand name that will attract the right kind of employees. In Touchline communications, there is the use of social media, advertisements, and press as the three communication methods. Incorporation of the communication methods with branding strategies helps the company reach a wider audience. Selection process is that involves the selection of individuals for the right positions in a company (Herriot & Drenth, 2010). Interviewing and testing are the selection procedures of the enterprise in Touchline Communications. The selection criteria will be to look for a good employee who will be a team player, an effective learner, and a good communicator. In addition to, the employee has to be an ethical and punctual individual. The team player is an ambitious individual who will work to help the company at the expense of the business. An active learner displays leadership qualities that will drive the business towards the achieving the objectives of the business. The strategy helps the team become adaptable in various environments. The two assessments for individuals are job interviews and automated resume. Assessments predict the level of motivation for all the employees in the company. There are simulations that can establish specific job-related abilities and skills. The assessment methods are important in the search for the best candidate for the work. Understanding what the job requires the employees to do and what skills and abilities he or she must possess to do a certain job are important. A task-based analysis is one of the analyses Touchline uses to assess its employees. The methods of measuring KSAs are crucial in perform tasks effectively. KSA based test measure the integrity and cognitive ability tests of an employee. The assessments help to measure the mental abilities, and cognitive ability tests are important job predictors in the job industry. Personality tests, structured interviews, biographical data are job predators in assessing employees of Touchline communication. References Edenborough, R. (2012). Assessment methods in recruitment, selection, and performance (2nd ed.). London: Kogan Page. Heneman, H., & Judge, T. (2009). Staffing organizations. Middleton, WI: Mendota House. Herriot, P., & Drenth, P. (2010). Assessment and selection in organizations (2nd ed.). Chichester, England: Wiley. Read More