Q

Assignment briefs on determining the HR staffing process & developing the recruitment plan for the given IT organization

Home, - Staffing Plan for a Growing Business

Introduction

Today, the organizations with increased globalization are looking for expansion in different parts of the world. They want to increase their net sales and subsequently want to focus on improving bottom-lines of the organization. However, the organizations before expanding in any of the new geographical territories will focus on improving their current gaps and will also focus on improving the business practices and processes in a given working environment.

The role of the Human Resources (HR) department will be important as they need to hire new employees for the new tasks and also train the existing employees to perform as per the expectations of the organization. Only then the organization will be able to achieve desired goals and objectives in a given working environment (Woo, 2015).

It is the responsibility of the top-level managing to coordinate with the HR department and thereby carry out staff planning in such situations. In this case scenario, I am working as a Human Resources Manager for an expanding technology firm comprising of 170 employees. With the recently won contract, the company is planning to hire new employees that will include ten assembly technicians, one certified quality control engineer, one contract administrator, and one office support paraprofessional. It is thereby important to decide on the staffing plan, manage the legal issues, overcome the issues of diversity and equal employment opportunity clause and thereby achieve desired objectives of the organization in a given working environment.

Before selecting the staffing model for the organization, it is important for the organization to prepare charts that will cover information pertaining to work activity, labor hours required, managing employee hiring costs, and also manage the training schedules for all the employees of the organization (Woo, 2015). Now, considering the requirements of the present organization, it is important to implement two methods of staffing in this situation. These include - informing consulting firms and also hiring directly through job advertisements posted across different job portals. First, through consulting firms, the company will aim for hiring ten assembly technicians and one office support paraprofessional. The total number of candidates available for these jobs is many and hence it will be important to outsource the hiring activity to the consulting firm in this case. However, to hire one certified quality engineer and one contract administrator, the HR department needs to provide a job advertisement in the different job portals and also in other mediums.

They can thereby shortlist the candidates from the received applications based on certain criteria and thereby call the selected candidates for the interview. It will thereby help them overcome the hiring challenges and subsequently will be able to fulfill the different staffing requirements for the organization. Also, the organization needs to sign the contract with these new candidates regarding delivering of the products and services and ensuring sustainable future growth (Florkowski & Olivas-Luján, 2016); the newly recruited candidates need to follow these norms and accordingly work for the organization.

Legal Issues Encountered

The HR department needs to address major legal issues pertaining to the hiring process in a given organization. First, they need to follow all the rules and procedures of the Civil Rights Act of 1964 to make sure that all the employees will be provided with all the required benefits as mentioned. Second, they need to conduct pre-employment testing to make sure that they are hiring the best candidate for the required job profile in the organization (McKenna & Richardson, 2014).

It is further important to handle the discrimination laws and overcome diversity issue in a given working environment. They need to describe clear policies on hiring and also on equal employment opportunity. It will thereby make the top-level management of the organization take affirmative actions and overcome the legal challenges in a given environment. Also, employees will find that the entire process of hiring was without any form of bias and discrimination; instead, the focus was on hiring the best candidate from the given talent pool for the organization.

The HR department after hiring the candidate needs to provide sufficient training on the given modules so that he can perform as per the needs of the organization. Also, he must be informed about the working hours, compensation, bonus and supplements, healthcare benefits, family benefits, and other forms of support from the organization. It will thereby avoid any type of misguide on part of the organization toward the employee in a given operational environment.

Achieving Transparency within the Staffing Model

The key role of the HR department is to make sure of hiring the best candidate for the organization without conducting any form of discriminated practices in the working environment. However, today, it is found that majority of the organizations are facing with the issues of transparency, accountability, and honesty while conducting the recruitment drive of the organization. In some cases, they often place misleading advertisements, whereas in other cases, they do not inform properly about the goals and objectives to the candidates (Akingbola, 2013). Hence, the candidates are not sure about the recruitment goals, recruitment philosophy implemented, and the benefits that will be provided to the employees post the recruitment. It is thereby important for the HR department to first prepare the recruitment policy under which all the instructions and guidelines will be clearly mentioned. Second, they need to inform the candidates that are applying for the job regarding job profile, work responsibilities, compensation, working hours, schedules, and other norms of the organization. Third, the HR department needs to deploy the Code of Ethics in the recruitment process to overcome the challenges of transparency and accountability in a given working environment. It will thereby help in managing the entire process in a proper way (Akingbola, 2013).

Identification, Analyzing and Developing Job Requirements and Task Statements It is important for the organization to list the essential duties and responsibilities for the given job profile in the organization. For hiring the selected candidates through the job advertisement, first they need to list the position, summary of the job profile, other responsibilities, qualification required, and compensation. It will thereby allow the candidates to decide on whether they should apply for the job or not.

Further, it is important to list all the details in the task statements so that it will clear all the queries and doubts of the candidates that are applying for the job. The HR team thereby can conduct the recruitment process in three stages. These include - written test, general group

discussion, and personal interview. These three stages will help the HR team to filter the candidates as per their selected criteria (Jain, Kamble, & Kamble, 2013). The final round of personal interview will then select the best suitable candidate for the job and will offer the employment letter post the selection process. Later, once the recruitment process is completed, the HR team needs to provide all the details regarding job description, compensation, and job profile to the selected candidate. It will thereby help the candidate to get an overview of his job profile and will also get an idea on how to perform in a given working environment. Three methods to deal with High Employee Turnover It is important for the HR team to determine the factors due to which the issue of employee turnover will increase in the organization. These include - lack of recognition of the tasks performed by the senior management, job dissatisfaction, role ambiguity, vagueness of performance, job evaluation methods, organizational instability, cost-oriented approach to manage employees, weak communication, and job pressure (Gartrell, 2013).

Hence, it is important to determine the factors that will increase employee turnover in the organization. They can thereby deploy strategies and methods to overcome and manage this problem in a given IT organization. The three methods that can be implemented include – people management, implementation of retention strategies, and deploying employee control. Each of these methods can be implemented depending on the needs and requirements of the case situation. It wills thereby assist the HR department to manage these employees in a better way. They can delegate responsibilities clearly, allocate resources in the most optical way, provide guidance and training, improve productivities of the employees, motivate employees on their respective motivating factors and thereby ensure reduction in the employee turnover of the organization (Gartrell, 2013).

Planning methods and HR Succession

The HR team needs to conduct careful planning for hiring new employees in the organization. First, they need to identify the organizational plans and objectives in a given working environment. Second, they need to correlate them with the HR requirements and accordingly develop the HR staffing plan in the organization. They need to determine the number of vacancies, analyze the cost and time required for managing the demand, choose the resources and methods of recruitment, and thereby conduct the recruitment process in the organization. It is important for them to overcome the manpower gaps and also focus on the other aspects of HR planning in the organization (Greenwood, 2013). Once the employees are hired, they also need to focus on the aspects of training and development, appraisal, performance evaluation, and motivating the staff in a given working environment. It will thereby help them manage the other associated HR functions in a better way. Also, the top-level management of the organization needs to analyze the performance of these HR strategies implemented and accordingly provide suggestions wherever required (Arnaud & Wasieleski, 2014). It will thereby overcome the gaps identified and ensure archiving of desired objectives from the HR perspective.

Recommendations and Conclusion

In this case, the focus was on determining the HR staffing process and also developing the recruitment plan for the given IT organization. The HR department needs to focus on multiple aspects in recruiting such as - hiring procedures, job description and task statements, training and development plan, managing the legal issues while hiring, making sure to follow all the legal laws in the recruitment procedure, managing employee retention, and also focusing on the improvement plan so that even the new employees will feel motivated to work for the organization (Jackson, 2016).

This report has provided description on the staffing models, has provided recommendations on overcoming the legal issues, and has also provide suggestions on managing with the high employee turnover issue. It will thereby help the organization achieve desired HR objectives in a given environment. Also, the HR department needs to evaluate the performance of these strategies and accordingly manage the work scenario. They can modify the strategies wherever required to ensure that the staffing needs of the organization are fulfilled and the organization will be able to fulfill their contracts as per the requirements.

Leave a comment


Captcha

Related :-