Strategic Staffing and Remuneration - Case Study Example

Strategic Staffing and Remuneration Name Institution: Course: Date Introduction For the efficient function of any firm a dynamic recruitment strategy for organizational development aim at solving the organizational problem while developing ways to cope with external forces. Strategic staffing is influenced by the life cycle of the organization, which includes the stage of introduction, growth, maturity or decline and the overall business strategy which entails cost leadership, differentiation, specialization, and growth as its main strategies which enable it to compete successfully (Pinfield, 1995, p. 99). The functions and the goals to be achieved through the staff support of the different strategies are predetermined before staffing. The role played by the staff will influence the remuneration purpose and for the growing company it might be a systematic goal to increase the output and efficiency of the new staff. The top management should consider a new approach taking into consideration that the new staffs are not as close as other family members who are retiring. Body Some main elements are to be considered in the recruitment strategy .first the primary business goals, in this case being staff replacement, the seeming expansion of the market niche, capability increase and upsizing aim of improving the firm’s functions and solving challenges should be the first consideration in the strategic recruitment to achieve the most relevant staff in this stage of a rapidly growing firm (Pinfield, 1995, p. 100). Since the company requirement is the recruitment of tea taster staff with their roles and responsibilities defined, the element of job prioritization based on specific strategic function should be accounted for. The significant area of functioning in the company requires the two tea tasters for the high specialized tasks and this makes it an efficient task for the recruitment of relevant staff for the posts. This will eliminates the role conflict while enhancing a linear growth on the specified areas of the firm achieving the desired growth as expected from the staffs input. The company’s life cycle is in its growth stage, and therefore, the level of performance of the staff to be recruited must be average performers with divisive roles than the highest who are not diversified in multi-tasks. This maintains the expansionist strategy. Having in mind the company’s average remuneration and direction to heightened competition, such staff will be less demanding and the top management will also find it efficient to co-work with them (Wilkinson, Redman & Snell, 2009, p. 19). It will also create ample space for the new staffs to weigh the responsibilities and respond to demands of the task. Training workers for the Rose Tea Company is most considerable, taking into account their gross salary, the new market niche, and availability of the out-going family members’ staff that would be ready to discuss the approach to success and the challenges experienced with the possible solutions. Such orientation from a benevolent staff will maintain the current output without affecting the unique aspects of its functioning. It will also allow an efficient transition of function in and out of the firm without bringing the imbalances that are caused by new ideas and values from the new staff (Pinfield, 1995, p. 117). Raw Importance of Job Description and Person Specification Job description brings about efficiency in the awareness of persons responsibility, since there is definition of task and balance in the amount of work which in most cases is always average the expectations is realized (Donaldson-Evans, 2004, p.24). Specialization accounts for grow since there is the desire for growth in professionalism and eliminates dissonance in ones area of influence and since division of labor and the span of control exist motivation is also enhanced on an employee (TeaGschwender, 2011, p. 38). The objective is readily achieved for coordination is delineated, giving prominence to the activities requiring the highest attention, time and resources while articulating the less but fundamentally sensitive ones in the process. This also helps to get the best and eliminate increasing possible applicants to the vacancy whose interest and qualifications might not be in line to the post. Person specification creates a sense of responsibility, authority, and accountability while taking into account the relationship with other significant members in the firm. When the firm acquires the right person for a job little is spent in training and orientation, there is also added advantage of great experience, assurance of tenure of service so that the firm will not be recruiting again if such a person is dissatisfied within a short while. The resulting confidence of the right person enhances performance with a multi-dimensional approach to the issues at stake, allowing an optimum utilization of employee’s man-power with little or no coordination (Dash & Aswathappa, 2007, p. 71). The clear working conditions increases satisfaction of the staff bringing about realistic communication between vertical staff and therefore a company’s problem solving at the most appropriate time is achieved. This ensures quality products and services and reliability to the customers and other organization. The design is based on law of simplicity where concise information which is the genuine for this company is aimed at attracting the potential customers. The details for job roles, salary, and age also is meant to attract interest as it will be relevant as most people would want open , quantified information before application. To create desire the advertisement design is set to represent a great opportunity with specification of foreign trips and seemingly opportunity for professional growth (AMES International, 2004, p.1). Instruction for the next actions and responses indicates the level of preparedness and thus the responsibility and accountability is expected from successful candidates immediately they arrive. This reduces the view of an expected orientation period. The expected candidates will become the part and parcel of the company and therefore the face set on the advert must be in line with what will exist in the routines. Clarity is an important factor on the target audience on language convenient with the expected audience, and therefore consideration of a design that conveys an image of professionalism. The design as employed is communicating quickly and clearly what entails the job such as short headline and therefore attracting candidates of quality and great quantity. Emphasizing on expected person is also indicating human consideration more than the work to be done inspiring applicants to be interested. As highlights indicate, the mission statement, values and company’s culture that guide roles, behaviors and responsibilities are to be realized to the leaders. Conclusion Staff recruitment practice is a holistic approach which should be done by a person with the full information of what is desired. The current problems experienced by the outgoing staff, their achievements and encountered challenge are to be considered, while formulating a well-defined evaluation method. With the goal of recruiting in mind, the level of expertise demanded and the role priority the company can be able to get a dynamic manpower which ensures progress of economic output and continuity (Bechet, 2008, p. 112). Important consideration on historical processes of production, managerial skills, the economic condition of the company, and the management style, accounts for the resulting success. For organizational development to be achieved strategies on staffing and remuneration are always the best and main areas to look on since human are conscious and can be compelled through such mechanism to produce the best and cope with complexities. ROSE TEA COMPANY Job description / person specification for the tea taster The management of the Rose Tea Company, Staff in the headquarters office Karen for the two posts of tea tasters, managerial department immediately under the top management of the Company. Roles and Responsibilities The teas tasters are expected to carry out the following activities on the behalf of the company. 1. To communicate with the subordinates, and ensure reporting to the top management. 2. Monitoring and maintenance of company’s information determining the quality of Company’s tea from different regions of the country. 3. Evaluating the processes to track and diagnose the core causes of problems. 4. Inspection of facilities to determine sources of errors and set the value placement and branding. 5. Updating the company through information got from relevant sources on market trends. 6. Marketing strategizing and logistics. 7. Planning and coordination of in and out-country markets 8. Coordinating staff over product processing and packaging. The staff is required to enhance the quality of products, oversee the out-country market with an expansionist strategy. A remunerative allowance on business trips of $ 50 a day, with a gross salary of $60,000. Prominence is given to visits outside the country for negotiations and to market products. The annual output is expected to achieve dominance in key sectors for our products, while expanding the economical returns in the new market niches. The Company’s Act 2008 on recruitment strategy, terms and conditions is made effect to all our employees. Job Vacancy Rose Tea Company We are recruiting competitive tea tasters for the replacement of vacant two posts in the head office Karen of our growing company. You will be expected to manage, enhance and diversify information and communication for business output in the local and export market of our products, through collection, storage coordinating such information related to processes, problems and external effects of company undertakings under the founder of the company (Kumar, 2010, p. 214). You are to deal with all information that pertains to the dynamic function of the company, to enhance growth and development. Coordination of information between the subordinates and the supervisors will be the day to day activities, solving the structural problems. The applicant must be aged between 25 to 35 years, a degree holder from a recognized institution, hardworking, skilled and efficient with a minimum of four years’ experience in tea products marketing. Additional preferences are given to informational science management skills and uniqueness of determining the color, aroma and flavor complexities. A competitive salary of $60,000 and $ 50 daily allowances when on foreign country trip is provided. Applicants must submit a handwritten application letter to the address below or e-mail the necessary application details, a cover letter and a C.V. to rosetea.co.org before 6/ 12/2012. NB: The contact information must be provided by the applicants. Only the successful candidates will be short-listed. Director General Rose Tea Company P.O. Box 687450-00100 Karen. Bibliography: AMES International. (2004) ‘Tastin Tea. Teaosophy’, Retrieved April 24, 2012, from http://www.teaosophy.com/education/tasting.aspx?detect=yes Bechet, T.P., 2008, Strategic Staffing: A Comprehensive System for Effective Workforce Planning, New York, AMACOM Div American Mgmt Assn. Dash & Aswathappa, 2007, International Human Resource Management, New York, Tata McGraw-Hill Education Donaldson-Evans, C. (2004). Professional taster’s eat and drink for a living, FOXNews.com, viewed 20 October 2011, http://www.foxnews.com/story/0,2933,108182,00.html. Kumar, R., 2010, Human Resource Management: Strategic Analysis Text and Cases, London, I. K. International Pvt Ltd. Pinfield, L.T., 1995, The operation of internal labor markets: staffing practices and vacancy chains, Chicago, Plenum Press. TeaGschwender, (2011). Discover the world of tea, viewed 20 October 2011, http://www.teagschwendner.com/US/en/About_TGTea.TG. Wilkinson, A., Redman, T. & Snell, S., 2009, The Sage Handbook of Human Resource Management, New York, SAGE Publications Ltd Read More