...Staffing Organizations Part 1 Sandra Cox Business 335 Staffing Organizations Robin K. Harvey May 1, 2014 I plan to open a gourmet coffee shop called Jeleco’s coffee shop next to a campus in Washington DC. The coffee shop will be open from 6 am to 10 pm Mondays – Fridays and 7 am to 3 pm on weekends. I will have 3 store managers and 10 coffee servers. The bank has preapproved my loan based on the forecast profit and loss statement and collateral. Before the bank will finalize the approval of the loan they have asked me to provide two documents that are each 4 to 5 pages long that explain who I plan to staff and manage the business for the next three years. In the first document I will be going over several points and they are the following. 1. Identify the type of employment relationship you would establish between the coffee shop and employees from a legal perspective. Explain your reasoning on this. 2. Suggest ways that you could avoid claims of disparate treatment. 3. Identify the type of external influences that could hinder staffing and how you would address them. 4. Create a plan that you can use to deal with employee shortages and surpluses. 5. Conduct job requirements job analysis for the store manages and coffee servers in order to identify tasks, KSAOs, and contest for those positions. Identify the type of employment relationship you would establish between the coffee shop and employees from a legal perspective: The type of employment...
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...Case Study 2 Jasmine Howard Liberty University Case Study 2 Part I Kaiser Manufacturing Company has been in business for over 50 years using the standard method staffing. Hiring its own employees, training, managing and all human resources issues were all handled in house. The option is now arising to use an employment agency, FSS, to relieve the burden from Kaiser Manufacturing Company. It is important to weigh the advantages and disadvantages of this option before changing the entire business plan Kaiser Manufacturing Company has worked so long. The advantages include, flexible staff numbers, as of current Kaiser Manufacturing Company has a workforce of 725 production workers, 30 clerical workers, 32 engineer and professional workers, and 41 managers, who are all full time employees. This number was a perfect fit for the company when the sales were at an all-time high but as of 2008 the sales have stayed at 175 million annually. Cutting back on the cost of the workforce would be very beneficial to Kaiser Manufacturing Company’s bottom line. If and when sales are to peak or employees call out it is great to have the option to bring in more employees or decrease the number of employees staffed when necessary without adding more work to management. A second advantage would be the caliber of workers available to the company. Though the current workers are adequate to keep the business running, it may be advantageous to bring in someone temporary to help understand why...
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...Staffing Organizations–Part 1 Sh’ani D’Antignac Instructor: DANIELLE CAMACHO BUS 335 October 29, 2013 Strayer University Staffing Organizations The Java Spot will be a central meeting place for college students and individuals who are looking for a nice and friendly place with great customer service and exceptional coffee and pastries. The first step to provide those amenities would be to prepare an innovative and effective staffing model that will ensure organizational probability and improve the community. As the owner I have drafted a strategic plan that will be used to staff and manage the business for the next 3 years. The staffing process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality will be beneficial to the growth of the business . The overall goal of the company is to create a friendly neighborhood coffee house that provide the best customer service to individuals from all walks of life while generating profit growth. Employment Relationships From a legal prospective the term “staffing” refers to formation of the employment relationships. The employer-employee relationship is a culmination of the person/job matching process. One of the areas of employment relationships that we will be looking to implement will be temporary employees. A temporary employee is an individual typically hired to help a business meet increased short term demand for its product or services that do not have the status of permanent...
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...Assignment 1: Staffing Organizations–Part 1 Bus 335 September 14, 2013 Professor Mayfield 1. Identify the type of employment relationship you would establish between the coffee shop and employees from a legal perspective. Explain your reasoning. From a legal perspective my coffee shop will be a friendly environment for all. In regards to my employees, they will be treated fairly and with respect. I want to have a work environment in which my servers are happy to come to work every day; however because it is a business, I would ensure all legal HR practices are used to the best of my ability. 2. Suggest ways that you could avoid claims of disparate treatment. In order to alleviate my company of having claims of disparate treatment, I will ensure that none of my current and potential employees are subject to any type of discrimination. My hiring practices would be legal and ethical, and I would make sure everyone is treated equally. I would definitely have both volunteered and paid position for the handicap. I would include both managers and servers into an open forum, to discuss what we can do as a team to better ourselves as employees and managers. This open forum would make the servers feel important because, we value their opinions 3. Identify the type of external influences that could hinder staffing and how you would address them “According to the "Institutional Assessment," Charles Lusthaus, Gary Anderson and Elaine Murphy contend that social forces...
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...Week 4 – Assignment I Staffing Organizations – Part I The employment relationship is a legal concept widely used in countries around the world to refer to the relationship between a person called an employee (frequently referred to as a worker), and an employer for whom the employee performs work under certain conditions in return for remuneration. Therefore, the relationship I would establish between the coffee shop and employee would be to define the type of equal rights and obligations that should be created between the employee and the employer. The employment relationship should be the main vehicle through which workers gain access to the rights and benefits associated with employment in the areas of labor law and social security. It is the key point of reference for determining the nature and extent of employers’ rights and obligations towards their workers. In essence, changes occurring in the world of work, and particularly in the labor market, have given rise to new forms of relationship which do not always fit within the parameters of the employment relationship. While this has increased flexibility in the labor market, it has also led to a growing number of workers whose employment status is unclear and who are consequently outside the scope of protection normally associated with an employment relationship. Treating employees less favorably based on age, religious views, race, sex, disability or national origin is disparate treatment, a form of discrimination...
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...CHAPTER ONE: STAFFING MODELS AND STRATEGY Learning Objectives * Define staffing and consider how, in the big picture, staffing decisions matter * Review the five staffing models presented, and consider the advantages and disadvantages of each * Consider the staffing system components and how they fit into the plan for the book * Understand the staffing organization model and how its various components fit into the plan for the book * Appreciate the importance of staffing strategy, and review the 13 decisions that staffing strategy requires * Realize the importance of ethics in staffing, and learn how ethical staffing practice is established Introduction * Staffing is a critical organizational function concerned with the acquisition, deployment, and retention of the organization’s workforce. * Staffing is arguably the most critical function underlying organizational effectiveness, because “the people make the place,” because labor costs are often the highest organizational cost, and because poor hiring decisions are not easily undone. * Five models * The first model shows how projected workforce head-count requirements and availabilities are compared to determine the appropriate staffing level for the organization. * The next two models illustrate staffing quality, which refers to matching a person’s qualifications with the requirements of the job or organization. * The person/job match model is the foundation of all staffing...
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...Keller Graduate School HRM 594 Staffing Organization Professor TANGLEWOOD CASE STUDY 3 Introduction Tanglewood has high recruiting trends in entry level positions due to a high rate of turnover that is currently over 50%. Tanglewood’s current recruiting methods vary from one region to the next. By assessing these various methods and comparing their overall effectiveness, I have a good opportunity to improve the recruiting process, thus making the most effective use of operations in this organization. I will review the target demographics, and look into the methodology of each region’s present recruitment styles. The desire to create a unified recruiting process will be reviewed and evaluated, with an ultimate goal of devising a functional, efficient and profitable recruiting service for this organization. 1. Recruiting Guide for Director of Claims Position: Store Associate Reports to: Store Manager/Department Manager/Shift leader Qualifications: High School Diploma, some college preferred, 1 year experience in retail, Interpersonal skills must be able to articulate well. Relevant Labor Market: North Western Region, Washington and Oregon Timeline: Continuous Activities to undertake to source well-qualified candidates: Request employee referrals Local Newspaper advertising Contact staffing agencies Job Fairs Staff Members Involved: Store managers ...
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...Administration The administration of a staffing system involves: • The creation of a staffing structure – The type of staffing organization can vary greatly from one company to another. How the staffing function is structured depends on the company's size, type, strategy, budget, and staffing needs. In small organizations, all staffing may be handled by the owner or general manager. In mid-sized organizations, one or more HR generalists may be responsible for handling staffing along with a variety of HR duties. In large organizations, complex staffing departments with dedicated professionals may be created to handle extensive staffing needs. Other key decisions include the option of having a centralized or decentralized staffing function (discussed previously in this course) or whether to outsource some or all staffing functions. • The establishment of written policies and procedures to manage the staffing system – Established guidelines help to keep the staffing system operating according to the staffing strategy. When there are clear, consistent policies and procedures to follow, the intent of the staffing function is clear. This keeps everyone playing by the same rules with the same focus in mind. • The selection, implementation, and administration of staffing system technology – There are many types of technology available to help make the staffing function more efficient and effective. The careful consideration of staffing related technology can help ease the administrative...
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...| | | Strategic Staffing & Diversity | | | | | | | | | |Alexia Huggins | |alexiahug@yahoo.com | | | |Keller Graduate School of Management | |Professor Brey ...
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...staffing activities focuses on the recruitment, selection, and employment of the workforce (Staffing Organizations, 2015, p. 24) Core Staffing Activities Core staffing activities will provide a way for all the stores to be consistent and in agreement with the hiring process. Additionally, Internal and external hiring will be used along with other alternatives. Alternatives The alternative methods to use will be outsourcing and temporary hire to address any overstaff or understaff (Staffing Organizations, 2015, p. 29). Although outsourcing and temporary hire will be used, the core workforce will be considered in the staffing plan. Core Workforce The core workforce is the stability, continuity, and predictability upon which the Tanglewood Stores...
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...Workforce Demographics Age staffing breakdown will be most useful for organisations that expect to experience significant knowledge drain from retirements in future periods or those that believe their labour flow dynamics are changing the age composition of their workforce. Age Staffing Breakdown indicates the percentages of the workforce that fall within various age groupings. Average workforce tenure is yet another important aspect of workforce demographics. Age, a component of demographics, is one of the most important components in determining the average workforce tenure. Ethnic background staffing breakdown will be most useful for organisations experiencing significant tenure imbalances within the workforce or experiencing shifts in tenure due to high turnover, reorganisation or a retiring workforce. It indicates the volume of workforce falling within various tenure groupings Gender staffing breakdown will be most useful for organisations that track the gender diversity of their workforce. It indicates the percentages of the workforce represented by each gender. This measure enables an organisation to monitor the gender balance of its workforce, to promote diversity among staff and to help ensure the lack of gender bias in the workplace. The HR function can play a critical role in guiding line managers to hire and retain the best available mix of high-performing employees regardless of gender. Staffing rate – disability refers to the rate in employment in cases of...
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...Tanglewood Case 1 In: Business and Management Tanglewood Case 1 To: Donald Penchiala, the Director of Staffing Services RE: Tanglewood Retail Case January 18, 2012 Every organization in the global economy has to develop a strong staffing strategy if they wish to remain competitive and be successful. Tanglewood Retail Stores is one of the largest retailers among 12 regions locally and oversees. After examining the report that you provided me, I have analyzed the staffing strategy and would like to provide you with my recommendations. Acquire or Develop Talent: After reviewing the Tanglewood Case along with exhibit 1.7 in Part One of our text Strategic Staffing, I feel the staffing levels and quality listed and the need for developing talent and exceptional workforce that Tanglewood currently has is one of its greatest assets and will play into a key staffing strategy. Tanglewood has differentiated itself from its competition in its development of an organizational culture that provides employees with a level of expertise that far exceeds its competition. Looking at any successful organization you will notice that their internal culture is a key factor in its ability to meet organizational goals. It is clear that Tanglewood has a family/team oriented environment. For instance, people from the same region as the store will have better knowledge of its clientele and are a better fit because they know the culture of the environment and live in the same atmosphere...
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...provide an effective way of achieving the organizational goals. This is coupled with the maximum utilization of the available resources, as well as the minimization of the costs as much as possible. In every organization, there are those costs which are extremely important, and this may not be avoided. The cuts are implementented on the aspects which would not have a significant effect on the organization. The main reason why organizations get into business is to make profits. This is the reason why costs are kept as low as possible since in that case, the profit margin is increased (Baack, Reilly & Minnick, 2014). The Functions of Management There are several managerial functions. Nonetheless, most of them can be categorized into five. These include the planning, organization of resources and related aspects, staffing, coordination, as well as control. The whole essence is to create a framework where the employees find it easy to exploit the resources. The arrangement has to be in such a manner than the employees are motivated. This makes it easy for the organization to achieve its goals Effective leadership and management involves finding solutions to the emergent problems and challenges, motivating the employees, as well as ensuring the goals and objectives of the organization are achieved as much as possible (Baack, Reilly & Minnick, 2014). Management is a broad endeavor and in addition to the issues which have been highlighted above, managers are expected to ensure that...
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...Introduction Staffing[pic] models are crucial to any form of business because there is a direct link between staffing models and organizational strategy. Good staffing models streamline organizations' strategic directions while at the same time improve employee productivity. Repeatedly, human resource managers and other administrative personnel complain about the lack of results after implementing changes in their staffing duties. • Staffing models are a representation of the relationship between staffing costs and time utilization by employees. Additionally, they also indicate the kind of activities that occur within the organization and why employees perform those duties and functions. Staffing models give managers a chance to critically analyze how employees spend their time in the organization. This also acts as a platform for assessing the most effective way of going about organizational duties. Four stages of the staffing process 1. “Prospect” - Joint interaction between the applicant and the organization 2. Recruitment – Identification and attraction 3. Selection – Assessment and evaluation 4. Employment – Decision-making and final match Corporate management philosophy is an important issue because it decides how a firm views the world in relation to itself and how it wants to manage human resources in different countries. HR manager at international level must not...
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...Burnett COPYRIGHT © 2007-2008 LINKAGE. ALL RIGHTS RESERVED. 2 All around the globe, the transformation of traditional staffing into talent management is happening among leading organizations. Like many evolutionary changes, this one got off to a slow start, but it is picking up momentum exponentially. Driving this transformation is the realization by senior leadership that talent — as much as, if not more than, technology — is the driver capable of increasing or limiting the capability or capacity of the organization. Supported by the select few human resource professionals who "get it" and a host of talent imported from other functions, these organizations are going where none have gone before, establishing new practices that demonstrate talent management is as much a science as any other management discipline. Capability and Capacity Planning At the core of this transformation is the application of a science known as capability and capacity planning (CCP), long used in other areas of the business, to the macro-level talent pool that makes up the organization. Capability and capacity planning from the talent management perspective is all about balancing the "load" of labor needed by an organization to meet or exceed its strategic objectives with the optimal mix of "resources" capable of doing so. CCP is in use throughout most organizations and can be easily identified in the IT function, where CCP looks at the demand for network bandwidth that will be placed...
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