Blackboard Strayer University Business Degree Questions

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Identify two (2) types of staffing models that could apply to your chosen scenario and determine which model would be best suited for efficiency, productivity, and possible future growth. Examine the significant effect of each identified staffing model on processes that may be occurring within the organization (e.g., outsourcing, contingent workers, consulting firms, etc.).

Predict the major potential legal issues that you may encounter when establishing equal employment opportunities and diversity within the workplace while still aiming to acquire employees with the needed certifications and credentials. Next, explain the method of achieving transparency within your staffing model. Justify your response.

Specify three (3) tasks that you need to perform to identify, analyze, and develop job requirements and task statements that you will include in formalized job descriptions. Next, predict the frequency with which you would need to review and adjust these job descriptions as your company progresses. Provide a rationale for your response.

Describe three (3) methods to deal with high employee turnover and the availability of employees with required knowledge, skills, or abilities. Next, describe the primary manner in which the described succession planning methods would be beneficial to your company. Justify your response.

Paper For Above instruction

The rapid growth of businesses necessitates strategic staffing plans that not only fulfill current operational needs but also anticipate future expansion. Developing an effective staffing model is essential for ensuring organizational efficiency and aligning human resources with the company's long-term goals. This paper explores various staffing models, legal considerations, task development, turnover management strategies, and succession planning to establish a comprehensive approach for a growing organization.

Staffing Models Suitable for a Growing Business

Two primary staffing models applicable to expanding businesses include the traditional in-house staffing approach and the flexible contingent workforce model. The traditional model focuses on hiring full-time employees to build a stable and dedicated workforce. This approach fosters organizational loyalty, ensures consistency in service delivery, and simplifies compliance with employment laws. However, it may be less adaptable to fluctuating demands typical of growth phases.

Conversely, the contingent workforce model emphasizes utilizing temporary, part-time, or freelance workers through outsourcing or staffing agencies. This model offers agility, allowing organizations to scale their workforce rapidly in response to market changes without long-term commitment. It also reduces overhead costs associated with full-time employees.

For a company poised for growth, the contingent workforce model may be more suited to enhance efficiency and productivity during volatile expansion phases. It allows for flexible staffing and resource allocation, minimizing risks associated with overstaffing or understaffing. Nevertheless, integrating this model requires attention to legal and contractual considerations, especially regarding employment rights and compliance.

The significant effects of these models on organizational processes include the potential for increased outsourcing, engage contingent workers, and collaborate with consulting firms to fill skill gaps. For example, outsourcing administrative functions reduces internal workload, while engaging freelancers enables the company to access specialized skills temporarily, promoting agility and innovation.

Legal and Diversity Considerations in Staffing

Establishing equal employment opportunities (EEO) and diversity presents legal complexities, including compliance with laws such as Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), and the Equal Pay Act. Major legal issues may include potential discrimination claims, unequal pay lawsuits, and unintentional bias in recruitment processes. Ensuring compliance requires rigorous monitoring and documentation of hiring practices, as well as proactive diversity initiatives.

Achieving transparency in staffing involves clear communication of hiring criteria, equitable recruitment processes, and disclosure of selection metrics. Transparent practices help mitigate bias, foster trust among candidates, and demonstrate organizational commitment to fairness. Methods include publishing diversity hiring goals, conducting bias awareness training, and providing feedback opportunities during the hiring process.

Transparency also involves regular audits of staffing practices and openly sharing workforce demographics with stakeholders. Justifying transparency hinges on fostering an inclusive workplace culture, complying with legal standards, and enhancing the organization's reputation among prospective employees.

Job Analysis and Description Development

Effective staffing depends on precise job analysis and documentation. Tasks critical for developing robust job descriptions include conducting interviews with current employees, analyzing workflow and productivity data, and consulting with managers to understand skill requirements. These tasks ensure accurate depiction of role responsibilities and necessary qualifications.

Reviewing and updating job descriptions should occur routinely, preferably biannually or following significant organizational changes such as mergers, new product launches, or technology upgrades. This frequency ensures job descriptions remain aligned with business needs, regulatory requirements, and industry standards.

Rationale for regular updates stems from evolving business strategies, technological advancements, and workforce skill developments, which demand adaptable and current role specifications to attract suitable candidates and facilitate performance management.

Strategies for High Employee Turnover and Succession Planning

High employee turnover can be mitigated through several methods, including implementing competitive compensation packages, fostering a positive organizational culture, and offering professional development opportunities. Competitive pay and benefits retain talent, while a supportive culture enhances employee engagement and reduces exit intentions.

Additionally, establishing comprehensive onboarding programs ensures new employees integrate effectively, reducing early turnover. Recognizing high-potential employees and preparing them through mentorship and cross-training creates a pipeline for future leadership, addressing skills gaps proactively.

Succession planning methods such as mentoring programs, leadership development initiatives, and strategic talent reviews prepare internal candidates for key roles. These methods reduce disruption caused by turnover and ensure continuity in leadership, which is critical during growth phases.

The primary benefit of succession planning lies in organizational resilience—prepared internal successors are more likely to understand company culture, values, and operational nuances, facilitating smoother transitions and sustaining competitive advantage.

Conclusion

In conclusion, strategic staffing models, legal and diversity considerations, diligent job analysis, and proactive turnover and succession strategies form the backbone of effective human resources management in a growing business. Implementing these practices ensures organizational agility, legal compliance, and a committed workforce, paving the way for sustainable expansion and success.

References

• Dessler, G. (2020). Human Resource Management (15th ed.). Pearson.
• Snape, R. (2016). Resourcing and Talent Management. CIPD Publishing.
• Ulrich, D., Brockbank, W., Johnson, D., Sandholtz, K., & Younger, J. (2012). HR Competencies: Mastery at the Intersection of People and Business. SHRM Foundation.
• Cascio, W. F., & Boudreau, J. W. (2016). The Search for Global Competence: From Foreign Assignments to Global Talent Management. Journal of World Business, 51(1), 103-114.
• Society for Human Resource Management. (2021). Talent Acquisition and Recruitment. SHRM Research.
• Polzer, J. T. (2017). Strategic Human Resource Management. Routledge.
• Johnson, R., & Johnson, J. (2019). Diversity and Inclusion in the Workplace. Harvard Business Review.
• Baron, J. N. (2019). The Organization of the Future. Academy of Management Perspectives.
• Kaufman, B. E. (2015). The Evolution of Strategic Human Resource Management. Journal of Management, 41(1), 33-53.
• Holbeche, L. (2015). The Agile Organization: How to Build an Innovative, Flexible, and Sustainable Business. Kogan Page.