Staffing Plan Assignment
Introduction
Regardless of the organization, staffing is an important aspect simply because it helps an organization have the right workforce. Developing the right work force is one of the many challenges that human resource department encounters. An organization should have the best staffing level so as to operate on the safe side and manage to be competitive. It is the work of the human resource department to develop strategies that yield comprehensive staffing plan. In order to realize objectives of organization human resource managers should have the right workforce planning process that will aid in realizing all the human capital needs required. This essay will highly look at the core strategies that a human resource manager should develop in preparing a comprehensive staffing plan for new employees.
Discussion
A comprehensive staffing plan is ideal so as to recruit employees who are reliable and who will help an organization realize it objectives. A vital aspect in staffing is to determine the importance needs of the plan. In the current world, hiring new candidates have become a difficult situation compared to old days. Apart from the need to have an employee, there are so many things that should be considered such as legal obligations and diversity among others. In this case the staffing plan should ensure that new hires are bilingual engineers willing to work for a contract job. Hiring new candidate also calls for developing his or her skills so as to suit in the job. Below are some of steps (strategies) that should be applied in developing a comprehensive staffing plan, (Anonymous, 2010).
Staffing strategy
Staffing is among important activities of HRM that fosters development and growth of an organization. Most organization has their own way of staffing employees thus they use set strategies. Staffing strategy is an approach used by human resource managers in developing their duties on how to handle new as well as old employees. In most case, staffing strategy is used in identifying new staff, retaining employees, and determining the best workforce. A good staffing strategy should operate with the current realities as well as the globalization so as to help organization operate in a healthy environment. Managers are called upon to administer the right staffing plan so as to hire new employees who are productive and committed to achieve organization goals, (Yamamura et al., 2010).
Aligning staffing plan
One of the basic aspects in hiring and recruiting of employees is that the staffing plan should be aligned with the organization goals and objectives. In this case, employees required should be bilingual and willing to have contract job. Although it is a contract activity, it must be noted that all goals and objectives of the company have been catered when developing the staffing plan. Staffing plan should reflect all the organization objectives so as to operate in a healthy direction. With that in mind, candidates who will be hired should ensure that they have driven goals and objectives of the company in the right direction, (Razi, 2006).
Filling openings
The initial step of any plan is to determine the need of action and develop a system on going about it. The plan will look for candidates to have the vacancies that the organization has. This helps managers come up with a strategy on how to identify the best candidate out of many. The initial step does not only apply for new hire, it can also be applied to other situations so long as the set goals and objectives of the company are met. The first step should ensure that desired candidates have been selected simply because a statement towards suitable candidates will have provided, (Weyland, 2011).
Staff balance
This section will offer information on how candidates are required to fill for available openings. In defining this, there are two main approaches that should be considered. First determine what the organization is working towards thus know what it requires. The second part is to determine the availability of employees plus the qualifications each of the candidate have. These are two main aspects that should be considered. Research shows that organizations that want qualified employees should ensure that there is a staff balance when hiring new employees. As a manager one should mention all the expectations of the staffing plan so as to have the right candidate for the job, (Anonymous, 2010).
Diversity goals
Diversity position on the organization is an important aspect to be considered when developing a staffing plan. Guidance on how diverse an organization wants to operate should be indicated in the staffing plan. For instance; in this case employees who are bilingual are required in order to have goals and objectives accomplished. It is therefore important for the manager to have the right approach in order to have the right candidate and not violate the process of hiring. Most managers fail to achieve good results when developing their staffing plans simply because they do not define their diversity goals and expectations in the right manner, (Yamamura et al., 2010).
Employee development
Another important aspect when developing appropriate staffing plan should explain organization employee development strategy. As a human resource manager, it is important to explain growth of professionalism present in the organization. It is obvious that employees who will be selected for the contract will need some technical lessons so as to fit and achieve set goals for the organization. Under this section, it is important to explain present development strategies for employees who want to learn whatever they do not know and the company requires them to have. As a human resource manager, one should be proactive in order to develop a healthy working environment that allows employee development, (Razi, 2006).
Work environment
It is obvious that candidates hired are new in the organization and may not respond effectively towards organization goals and objectives. It is important to provide guidance on the expected so that new employees should respond in respect to the expected. Apart from that, human resource managers should orient new hires throughout organization goals and objectives so as to prepare them respond to the duties in the right manner. In general, a staffing strategy should not provide a detailed plan on what should be done by all employees, it is a framework that helps or guides on what is expected from the employees and the management, (Lavigna, 2009).
Reference:
Anonymous (2010). Consider $100k+ recruiting separately. Staffing Management, 6(1/2), 14. Retrieved July 17, 2012, from Entrepreneurship. (Document ID: 2018711041).
Weyland, A. (2011). How to recruit people who fit. Training Journal, 41-45. Retrieved July 17, 2012, from ABI/INFORM Global. (Document ID: 2394796981).
Yamamura, J., Birk, C., & Cossitt, B. (2010). Attracting and retaining talent: The importance of first impressions. The CPA Journal, 80(4), 58-60. Retrieved July 17, 2012, from ABI/INFORM Global. (Document ID: 2014009741).
Razi, N. (2006). Employing O.D. Strategies in the Globalization of HR. Organization Development Journal, 24(4), 62-68. Retrieved July 17, 2012, from ABI/INFORM Global database. (Document ID: 1173416701).
Lavigna, B. (2009). Getting onboard: Integrating and engaging new employees. Government Finance Review, 25(3), 65-70. Retrieved July 17, 2012, from ABI/INFORM Global. (Document ID: 1777938001).
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