Staffing is one of the essential functions of an organization that involves deployment, retention and the acquisition of employee's to ensure efficiency. It is arguably critical function determining organization effectiveness since "the employees make the place" and labor charges are often the highest cost of operation in any organization setting, and a poor staffing decision can significantly affect the overall performance of an organization (Bechet, 2008). The incorporation and the use of staffing model in the day care business will ensure maximum efficiency by ensuring the school is staffed with the right caliber of employees, with the relevant skills and academic qualifications set to meet the primary business needs and within the set time. Furthermore, various positions in an institution scenario can represent a single point of failure and the ultimate downfall of the business.
There exist various models that can be used in staffing, but each of the models presents and describes the nature and richness of staffing organization. In the case of the day care business, person/organization match and person/job match models can be used to ensure the set goals are achieved. The person/job match model seeks to align the individual attributes and skills with the job to achieve the desired outcome. According to the model, jobs will be characterized based on the requirements then the individuals characterized based on their qualifications. The person/organization match model on the other hand asses how well the job applicant matches not only with the job but with the organization as well. At the same time, the applicant will assess their perception towards the organization and their probability of performing and delivering results. The person/job match model is the most efficient, productive, and can lead to future growth since the employed personnel either as certified day care professionals, registered nurse professional, after-school assistants or office support paraprofessional matches with the job. This is the best to the extent that it will lead to positive impact on the HR objectives particularly in the attraction of prospective employees, job performance, attendance and the overall satisfaction which can help curb issues to do with employee turnover (Heneman, Judge & Kammeyer-Mueller, 2015).
Person/Organization match model
Person/Job match model
In person/job Match model, the employee with certain qualification (KSAOs) cannot be qualified for all the job positions since the jobs at the baby care vary and an individual with the required needs of motivation cannot be satisfied with, or jobs since the jobs differ in rewards offered. In this case, therefore, the staffing model requires that each prospective employee be assessed in relation to the requirements and rewards for the job applied.
Person/Organization match model is more flexible in terms of hiring. This is because it can accommodate people who can perform multiple functions within the organization. With organizations experiencing a high growth rate, this model can be effective since the employees can split their time among them on an as-required basis. The expectations, however, require rigorous assessment in order to avoid underperformance in the organization.
Embracing Equal Employment Opportunity (EEO) and diversity are essential aspects towards creating equity in a workplace. Ideally, "equal opportunities" is applied to promote the fact that every prospective employee has an equal chance to apply and be selected for the various posts at the baby care. Diversity in the workplace involves the incorporation of all cultures in the organization without biases in whatever way. Possible legal issues that may be encountered when establishing equal employment opportunities and diversity within the workplace while still aiming to acquire employees with the needed certifications and credentials include Religion or Belief Regulations, age and gender laws.
When advertising for the job, there should be not restriction related to the religion of the candidate or race. The inclusion of the specific race or religion for a job shows discrimination and therefore is against the labor laws. This is because potential candidates with the required skills will come from different race and religion. The job description should focus on the knowledge and experience acquired by the candidate. On the same note there exist some positions set for specific age and gender (Parvis, 2007). This can be a legal issue since labor laws advocate for two third gender representations. At the same time, there will be a need to hire the right candidate for a job based on the institution recruitment preferences.
In order to achieve transparency within the staffing model, it is essential to create a culture of openness. Without a conducive approach that suits the entire employee, the employees can compete against each other leading to low performance level and the ultimate failure of the business. This is because the culture of transparency will inspire all the employees to work towards achieving the set goals and seek help from fellow colleagues and the top management for help in case needed. Promoting a culture of transparency will also make them accountable for the overall success of the business which motivates them to work even harder.
To identify, analyze and formulate job requirement, the childcare management will first identify the critical skills and abilities needed for the job. This will be done by developing a baseline of the staffing level. The second task will be to identify the gaps within the organization towards achieving the set goal. It is important to determine the essential needs that are not being met with the existing staffing level or additional skill needed to improve performance. It is essential to assess if the gaps can be filled through internal actions like transfers and training. The third task is to forecast the future needs of the institution through undertaking a review of the goals, mission statement, and the overall strategic plan. The job descriptions will be reviewed and adjusted on an annual basis as the institution progresses and grows. Key performance index will be set for each job and the employees performances measured based on the set targets. With this, the employees will be motivated to work and deliver results.
In a nutshell, staffing is arguably a critical function in determining organization effectiveness since the employees make the place and labor charges are often the highest cost of operation in any organization setting, and a poor staffing decision can significantly affect the overall performance of an organization. In the case of in-home day care, the person/job match model is the most efficient, productive, and can lead to future growth. This is because the employed personnel either as certified day care professionals, registered nurse professional, after-school assistants or office support paraprofessional matches with the job. This is the best to the extent that it will lead to positive impact on the HR objectives particularly in the attraction of prospective employees, job performance, attendance and the overall satisfaction which can help curb issues to do with employee turnover.
Bechet, T. P. (2008). Strategic Staffing: A Comprehensive system for effective workforce planning. New York: American Management Association.
Heneman, H. G., Judge, T., & Kammeyer-Mueller, J. (2015). Staffing organizations.
Parvis, L. (2007). Understanding cultural diversity in today's complex world. Morrisville, NC: Lulu Press.
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