Staffing

Staffing Plan Paper

MGT/431

December 3, 2006

Staffing Plan Paper

Intro

Staffing is one of the most important things that an organization can do to bring success to the company. Without experienced manpower there are no completed tasks, or quality customer service. If a company hopes to hire qualified individuals, they must be aggressive, and plan a head in order to know the staffing needs of the organization.

Body

Before we can begin the staffing plan process, we must first answer a few questions in order to find what it is we are looking for. For example, how much time do we want the individual to dedicate to the job? Do we want full-time, or part-time employees? What is the length of service that we are looking for? We also need to find out what it is that this potential hire can bring to the company. The last question that we need answered is, do the skills that this hire possess

match the culture of the organization.

Working for the University of Phoenix, I have noticed that recruiting is one of the major areas for opportunity. Whenever there is the need to fill a position, we strongly rely on temporary agencies, and corporate internal and external job postings to seek out the best possible talent. If we hope to continue long-term success, we will have to invest the time, money, and effort into our human resources department.

We currently need to hire 5 financial service counselors to fill positions as soon as possible. In order to hire the best possible candidates, we are going to have think out side of the box and create a strategic hiring plan that can continue to be used for future hiring best practices. Before we can hire great candidates, we must make sure that all the hiring managers are human resource savvy. Ongoing training will be provided in order to grasp an understanding of what qualifications a strong candidate must posses. By implementing a strategic staffing plan, adding value to the organization becomes possible (Bechet 2002).

In order to recruit top performers, we will have to combine the "you find us" and "we find you" method (Sullivan 2005). Currently there are only two methods of recruiting being used that contribute to the high turnover rate. If the organization hopes to increase customer service, and decrease turnover. We will have to implement a contingency plan to anticipate for planned, or unplanned turnover. For example, managers should make sure to have an up to date file of possible recruits. Since there is no current recruiting tactics-taking place, all the managers from every department must set up monthly meetings to discuss possible hiring needs. As we move forward as a company, we must become more aggressive when hiring, by using two hiring methods.

The first method is the "you find us"