... 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 sales have not increased in so many years and formulate a plan to fix that...
Words: 1044 - Pages: 5
...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...
Words: 2704 - Pages: 11
...Value is below Amortized Cost. Company A has deemed the decline to be temporary. Company A has provided written intent to not sell the debt securities on March 31,20X6 and determined that it is not more-likely-than-not that they will sell the securities before fully recovering the amortized cost bases. Refer to Client Memorandum on file on March 31,20X6. On April 30, 20X6 Company A sold certain of the “temporarily impaired” debt securities in its portfolio and realized a loss on the sale. Through inquires with management we were told the reason to be that Company A’s head traded decided to sell to invest in new securities with higher yield. Accounting Question 1 Our recommendation on the classification of the Available for Sale securities as “temporary”. Authoritative Literature FASB ASC 320-10-35-33 Evaluate Whether an Impairment Is Other than Temporary-Debt Securities Accounting Discussion 1 Under FASB ASC 320-10-35-33, impairment shall be classified as other-than-temporarily impaired in the period which the investor decides to sell the investment. For the reporting period ending March 31, 20X6, Company A memo states that they do not intend to sell the debt securities at the first quarter period ending date. Furthermore, Section 320-10-35-33B states “If the entity more likely than not will be required to sell the security before recovery of its amortized cost basis, an other-than-temporary impairment shall be considered to have occurred.” Our client has provided...
Words: 921 - Pages: 4
...general economic health of the nation. Opening a business in an area with a large number of aerospace and defense contractors along with becoming known for supplying hard to find, experienced and qualified personnel can be seen as a strength and an opportunity. Having the ability to fill positions requiring these qualifications would be better served in areas with a high concentration of aerospace and military facilities. With the uncertainty caused by government sequestration and downsizing of our military, the trend of many aerospace and defense contractors is to turn to temporary staffing to accommodate changes in staffing needs. Many organizations prefer using temporary staffing because it can be viewed as a purchased business service rather than hiring an employee. Natarajan, P. (2002) states “Local businesses, big and small find it more economical to hire part-time and full-time employees through a staffing agency...
Words: 1572 - Pages: 7
...Memo To: Marketing Department From: Group C Date: August 1, 2013 ------------------------------------------------- Re: Kelly Service Marketing Team Recommendation for Wal-Mart As the future of hiring employees changes too more temporary and contract workers to reduce cost, Wal-Mart is no exception. Wal-Mart even labels these temporary employees as “Flexible Associates”, spokesman Dave Tovar says temporary employees allow store managers to provide permanent workers a more reliable schedules. (Huffington Post August 2, 2013). Along with a more reliable schedule for permanent employees Wal-Mart saves big bucks with no benefits and lower wages. History of Walmart Sam Walton opened the first Walmart in 1962 with the vision of low prices anytime anywhere. From there Sam Walton opened Sam’s Club wholesale stores and Walmart Superstores combining grocery and merchandise. In 1991 Sam’s Club went international opening in Mexico and with the purchase of Woolco in 1994 Walmart continued its international path opening in Canada. Walmart did not stop there with continued expansion into twenty-seven countries Walmart has over 2.2 million associates and serves over 200 million customers every week. (2012 Wal-Mart Stores, Inc.) Walmart Services and Products Walmart Charities and Scholarships In 2012 Walmart’s giving surpassed one billion dollars worldwide. Through Hunger Relief and Healthy Eating programs, plus a sustainability plan showing people how to live...
Words: 813 - Pages: 4
...Adecco Group Adecco Group became a multinational corporation via a merger of Adia and Ecco in 1996; the company is one of several Fortune Global 500 companies, and the world's leading staffing agency that offer clients worldwide Human Resource solutions (Adecco Group, 2014). Adecco Group is headquartered in Zurich-Glattbrugg, Switzerland and operates in over 60 countries and regions; providing employment solutions by staffing individuals in organizations as: temporary or permanent employees (Adecco Group, 2013). The company also helps clients and employees with career changes and talent growth and advancement, as well and outsourcing and consulting services to some of the most well-known large corporations (Adecco, Group, 2013). According to the company’s 2013 financial report, their revenue declined 5% to 19,503 EUR and decreased by 2% in constant currency due to a decline in temporary staffing volume (Adecco, 2014, p. 47). The temporary staffing decline also led to gross profits to decrease by 3% of all 13 segments. Operation strategies are actions that the corporate set to remain competitive in the industry and build brand equity; therefore, Adecco Group’s strategy wants to work alongside associates and clients through every phase of the life cycle. In addition, the Adecco Group conduct audits to make sure each segment are operating efficiently to remain on track through all growth segments and markets while practicing s stringent cost management technique, the Economic...
Words: 1443 - Pages: 6
...The changing temporary work force: Managerial, professional, and technical workers in the personnel supply services industry by Rick Melchionno “ orking smarter” has become the slogan of the ’90s for cost-conscious companies. One way many businesses have embraced the phrase is by using temporary workers—and not just for clerical tasks. Temporary workers are in positions previously filled by permanent employees, such as managers or scientists, and many have skills that did not exist even a few years ago. Demand for temporary workers in managerial, professional, and technical occupations is greatest in industries such as financial services, health care, telecommunications, and information technology. © Photos courtesy of Olsten Corporation (background and top left) W Although highly skilled temporary workers are common today, they were not always the norm. The first “temps” received little or no training to help businesses with short-term clerical projects such as collating and inventory control. The next wave of temporary workers required a few more skills to perform secretarial and administrative duties—including typing, filing, and answering phones—to fill in for absent staff members. The image of temporary workers doing repetitive, low-skilled tasks has grown as outdated as black and white television. Higher skilled workers, ranging from laboratory technicians to lawyers, increasingly make themselves available for temporary assignments. Companies recognize the...
Words: 4337 - Pages: 18
...The Advantages of Aggregate Planning Aggregate planning is a forecasting technique that businesses use in an attempt to predict the supply and demand of their products and services. Mainly, this is done in an effort to save money, streamline operations and increase productivity. To accomplish this, businesses use an aggregate planning model to develop a game plan that will assist them with determining their staffing requirements, materials needed, estimated timelines and budget costs so they can better plan ahead. Minimize Staffing Fluctuations By using aggregate planning to forecast production demand, businesses are better able to predict their staffing requirements. Businesses that need additional employees on a temporary basis tend to fill these positions with workers from temporary employment agencies. Through proper forecasting, a business will be able to reduce or eliminate the need to hire these extra workers. This will save the business both time and money as it won't need to pay the additional fees to the staffing agency and it won't have to pay its own workers to train the new additions. Reduce Overhead Excess inventory costs businesses a lot of money. Additional materials will need to be stored, and having finished products laying around increases the likelihood of damage to the products before they reach the customer. Adhering to an aggregate planning model can help businesses operate in a leaner manner. Managers will be able to better anticipate how much product...
Words: 1730 - Pages: 7
...Practice Being a Manager In Control or Control Freak- RE Scenario Small businesses, particularly those selling products for which demand is seasonal, can find it challenging to set an appropriate level of staffing. While larger companies can absorb fluctuations in demand by cross training existing staff and moving employees around within the company, small businesses are more limited in their ability to do so. Having too few staff on board can cause delays in production when demand increases, and new employees will need training before they can become fully operational. However, having too many permanent staff incurs unnecessary cost for the business. Identifying the appropriate staffing level maximizes revenue and minimizes expenditures. Step 1 Gather workload data. Identify seasonal trends in production and determine if the workload remains static throughout the year or if there are certain peak times. If workload fluctuates, determine the baseline level of work that remains constant throughout the year. This should be considered throughout the teams that RE has created for the contest. Step 2 Determine the core and continuing projects in your business, and identify the number of employees needed to staff them adequately. For example, you may have a contract with a key client who demands knowledgeable and consistent staff. Even if the workload from this client is variable, you might still want to have at least one permanent staff member assigned to the project to keep...
Words: 538 - Pages: 3
...regarding anticipated growth, stability, or decline of the need for human resources. Demand trends also influence forecasting. Information about what kinds of people will be in demand as well as the kind of potential employee availability when making staffing decisions. The information related to demand and availability can help to build a diverse organization and serve as a set of constraints on what management can accomplish to meet organizational goals. Discussion question #1 page 205. An organization can temporarily increase the size of their workforce in a number of ways. The organization can outsource work or production to vendors which would increase their potential workforce by the use of outside labor resources. In this way, an organization can expand the quantity of products it is physically capable of producing. An organization can also outsource other tasks that may be unimportant or less technical such as janitorial work which would also temporarily increase their workforce. Another way in which an organization can temporarily increase their workforce is the use of a Temporary Work agency which has a pool of potential employees that are hired, on a temporary basis, to perform work as assigned by the temporary workforce agency. These employees are paid by and work for the agency, usually without the benefits of health insurance or steady work schedules. Organizations can also employ seasonal employees, part time employees, internship and contract employees...
Words: 642 - Pages: 3
...I Was a Warehouse Wage Slave Read the story that was nominated for a 2013 National Magazine Award. By Mac McClelland | Mon Feb. 27, 2012 7:00 AM EST "Don't take anything that happens to you there personally," the woman at the local chamber of commerce says when I tell her that tomorrow I start working at "Amalgamated Product Giant Shipping Worldwide Inc." She winks at me. I stare at her for a second. "What?" I ask. "Why, is somebody going to be mean to me [1] or something?" She smiles. "Oh, yeah." This town somewhere west of the Mississippi is not big; everyone knows someone or is someone who's worked for Amalgamated. "But look at it from their perspective. They need you to work as fast as possible to push out as much as they can as fast as they can. So they're gonna give you goals, and then you know what? If you make those goals, they're gonna increase the goals. But they'll be yelling at you all the time. It's like the military. They have to break you down so they can turn you into what they want you to be. So they're going to tell you, 'You're not good enough, you're not good enough, you're not good enough,' to make you work harder. Don't say, 'This is the best I can do.' Say, 'I'll try,' even if you know you can't do it. Because if you say, 'This is the best I can do,' they'll let you go. They hire and fire constantly, every day. You'll see people dropping all around you. But don't take it personally and break down or start crying when they yell at you." Several months prior...
Words: 8617 - Pages: 35
...TANGLEWOOD STORIES AND STAFFING STRATEGY STAFFING STRATEGY Staffing Levels Acquire or Develop Talent * Acquire internally, because Tanglewood's success is due entirely to its strong culture. * By acquiring external talents, Tanglewood would safe on the development costs, however, they would not be aware of Tanglewood’s culture. * Internal staff would have already integrated with the company’s culture and hence will inculcate a sense of belonging in the company, leading to higher commitment levels. * This is especially so for the managerial levels : regional manager, store manager and assistant store manager. Hire Yourself or Outsource * Hire yourself, because the characteristics and traits an individual possess is very important as to whether the individual would be suited to work in Tanglewood and to get accustomed to its culture. * Outsource would risk the vendor to hire candidates with characteristics unsuited for Tanglewood as they may not be clear of Tanglewood’s culture. * However, if Tanglewood is in labour shortages, outsourcing the recruitment of retail assistants may be possible. External or Internal Hiring * Internal hiring, because Tanglewood's success is due entirely to its strong culture. * To cultivate a stable, committed workforce, it will have to emphasize internal hiring. * This allows employees to use the internal labour market as a springboard for launching long-term careers within the organisation. * This...
Words: 726 - Pages: 3
...Week 3: Project Prepared by: Parita Patel Subject: Staffing Strategy (HRM594) Managing flexible work force Submitted to: Professor John Peterseli Keller Graduate school of Management Importance of managing flexible work force The working environment is changing rapidly with both workers and employers looking for flexibility. Their world of work is characterized by mobile workers, agents, and virtual teams. There are no geographic barriers. This led to employers to adopt employee contribution ways that are more consultative. Due to advanced technology and increased availability of workers, there are more cases of flexible work arrangements (that include part time, fixed term and temporary jobs) now than before. Regulations protecting the rights of workers have been relaxed to allow organizations to terminate workers more easily. The flexible workforce has changed the way companies conduct business in the modern world. Defining Flexible work force Workforce flexibility refers to an organization's ability to adapt its human resources in a manner appropriate to increasingly changing environmental conditions...
Words: 3566 - Pages: 15
...Chapter 1 - Why is staffing important? - Staffing for competitive advantage – employees affect the CA Staffing therefore plays a central role in creating and enhancing any organization’s competitive advantage - What is strategic staffing? Future-oriented and goal-directed ways, support business strategy and enhance organizational effectiveness. Into, thru, out. - Traditional staffing: reactive, no improvement; Strategic – aligned - Seven components of strategic staffing: workforce planning, sourcing, recruiting, selecting, acquiring, deploying, retaining - Primary staffing goal is to match the competencies, styles, values, and traits of job candidates with the requirements of the organization and its jobs. Chapter 2 - Resource-based view of the company - Focuses attention on the quality of the skills (more intelligent and flexible than their competitors; exhibit superior levels of cooperation and operation) of a company’s workforce at various levels, and on the quality of the motivational climate created by management. - Five Requirements of a Competitive Advantage: Resource must be valuable, rare, not easily imitated or replaced, company must be organized to exploit resource. - Competitive advantage – edge over rivals; no competition, no rivals. Give customers superior value for their money (quality, service, price) - Business strategy – how to compete? Cost leadership (operational excellence), differentiation (product innovation), specialization (customer intimacy)...
Words: 841 - Pages: 4
...Managerial Decision Making MGMT 530 Executive Summary As the economic climate continues to show signs of improvement, companies are experiencing rising demand for their products and services. However, many businesses are still cautious about hiring. Companies are turning to temporary workers to fill the gap. The decision at hand is do I hire Temps or Permanent employees. The purpose of this proposal is to decide on whether my company should hire temporary employees versus hiring permanent fulltime employees. This paper will look at the objectives, alternatives, consequences and will also include the implementation monitoring and control of the solution. Decision Problem Overview As the economic climate continues to show signs of improvement, companies are experiencing rising demand for their products and services. However, many businesses are still cautious about hiring. Companies are turning to temporary workers to fill the gap. The decision at hand is do I hire Temps or Permanent employees. There has been a 30% increase in business at Anixter and the company is currently in need of more help. There have been constraints added to the decision on whether to hire full time employees or temporary employees. Objective Statement When an employer makes the decision to hire a new employee, they must first decide what advantages this employee will offer the company. The employee may be considered a producer, who would benefit the company by producing, creating, selling...
Words: 1481 - Pages: 6
