Assignment 2: Business Expansion and Sustainability, business and finance homework help

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Assignment 2: Business Expansion and Sustainability

In order to complete this assignment, refer to the scenario that you chose in Assignment 1. 

Note: You may create and / or make all necessary assumptions needed for the completion of these assignments.

Using the scenario from Assignment 1, write a six to seven (6-7) page paper in which you:

  1. Identify three (3) job requirements (e.g., needed certifications, previous work experience, external influences, etc.) that could apply to your chosen scenario. Determine two (2) ways these requirements could impact staffing at your organization. Next, suggest one (1) strategy that you could utilize to ensure that all applicants meet the identified job requirements for your organization. Justify your response.
  2. Outline a long-term recruitment plan that contains at least four (4) components, is aligned with your company’s recruitment strategy, but also addresses possible job skill or credential shortages. Note: Consider concepts such as succession planning and hiring retirees. 
  3. Describe three (3) branding strategies that you would employ to attract qualified applicants to your organization. Next, suggest three (3) communication methods that you would utilize to reach out to applicants. Predict the outcome of integrating your branding strategies and communication methods at your organization. Provide a rationale for your response.
  4. Determine two (2) selection processes for recruiting new employees that could apply to your chosen scenario and then identify five (5) selection criteria that you could use when hiring new employees. Next, analyze the effect of the five (5) identified selection criteria on long-term employee retention and preservation of organizational knowledge. Justify your response.
  5. Suggest two (2) assessment methods that you could employ to select new employees for your organization and then analyze the validity and reliability of each method in regards to the job your organization is offering. Next, identify four (4) job predictors that you believe can assess candidates’ knowledge, skills, abilities, and other skills and experiences (KSAO’s). Provide support for your rationale.
  6.  Use at least three (3) quality resources in this assignment.

Your assignment must follow these formatting requirements:

  • Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; references must follow APA or school-specific format. Check with your professor for any additional instructions.
  • Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required page length.
I HAVE ATTACHED THE SCENARIO THAT I CHOSE IN ASSIGNMENT 1

Assignment 5: Capstone

Select a publicly traded corporation for which you would like to work or are currently working.

Research the corporation on its own Website, the public filings on the Securities and Exchange Commission EDGAR database (http://www.sec.gov/edgar.shtml), in the University's online databases, and any other sources you can find. The annual report will often provide insights that can help address some of these questions.

Write an eight to ten (8-10) page paper in which you:

  1. Determine the impact of the company’s mission, vision, and primary stakeholders on its overall success.
  2. Analyze the five (5) forces of competition to determine how they impact the company.
  3. Create a SWOT analysis for the company to determine its major strengths, weaknesses, opportunities, and threats.
  4. Based on the SWOT analysis, outline a strategy for the company to capitalize on its strengths and opportunities, and minimize its weaknesses and threats.
  5. Discuss the various levels and types of strategies the firm may use to maximize its competitiveness and profitability.
  6. Outline a communications plan the company could use to make the strategies you recommend above known to all stakeholders.
  7. Select two (2) corporate governance mechanisms used by this corporation and evaluate how effective they are at controlling managerial actions.
  8. Evaluate the effectiveness of leadership within this corporation and make at least one (1) recommendation for improvement.
  9. Assess efforts by this corporation to be a responsible (ethical) corporate citizen and determine the impact these efforts (or lack thereof) have on the company’s bottom line. Provide specific examples to support your response.
  10. Use at least five (5) quality references. Note: Wikipedia and other Websites do not quality as academic resources.

Your assignment must follow these formatting requirements:

  • Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; references must follow APA or school-specific format. Check with your professor for any additional instructions.
  • Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required page length.


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Staffing Plan for a Growing Business Staffing Plan for a Growing Business Scenario 1 Kimberly A Jeter Professor Fening BUS 335 (Staffing Organizations) August 15, 2016 1 Staffing Plan for a Growing Business Due to the increase in the demographic population, there will be needed to make changes in order to expand the business effectively. Among the changes that are expected is staffing. Staffing refers to the action of providing employees to a particular organization. Staffing involves a lot of things however. If it is not done properly, there could be a crisis in the organization. If it is done properly, efficiency could be maximized and meet the critical business needs at the appropriate times (Begin, 2008). To ensure success in the staffing process, different models could be used. An example of the staffing models my day care can use is staffing quantity model. Using this model, the organization will be attempting to match its staffing level to its work requirements. This means that the organization will attempt to match the projected staffing requirements with projected staffing available. Another example of the staffing models that my day care could apply is staffing quality. This will involve the organization matching the employee personality and talents with the needs of the specific jobs. The best suited model for the organization is the staffing quality. The reason for this is because this kind of staffing ensures that a person is matched with a particular job and this will mean that there will be no cases of overstaffing or understaffing. This will therefore save money for the organization because there will be no cases of overstaffing and it will ensure efficiency in the organization because there will be no cases of understaffing (Plunkett, Allen, and Attner, 2013). The organization will therefore be more productive because it will only spend money according to the job done and this will save money that could have been used as salaries for the workers and this makes the organization more productive. If another job comes up in the future, the organization could still go ahead and get a qualified person who will best match the job. This model, therefore does not bar future growth. 2 Staffing Plan for a Growing Business The staffing quantity model may affect a lot of processes in the organization. For example it may increase chances of outsourcing if there is a case of understaffing. The reason for this is because there will be no enough people to handle the needs of the business. This model may increase a chance of having contingent workers if for example there is overstaffing. The staffing quality model will also have different effects on the different processes in the organization (Chandra, 2005). This model will decrease chances of outsourcing because the organization will have exactly what it needs. It will also decrease the chances of contingent workers in the organization because the organization has already matched every job requirement with the right person to take care of it. In order to establish equal employment chances and diversity for all people in a work place, companies face different challenges. One example of such legal issues is the affirmative action policy. This must be observed in that the underutilized minorities must be considered in the organization. Failure of observing the affirmative action policy may lead to legal issues in the organization. Another example of such issues is with regard to uniform guidelines. Any employee selection device that does not lead to proportionate number of women or minority applicants is unlawful. This may be an issue because of the fact that the needed people in this organization must have some qualifications and so what happens if the minorities applying are not qualified for the job. The result would be that the organization may sideline them and this might be an issue in the future (Griffin, and Moorhead, 2014). The best staffing method that would bring about transparency is use of staffing software. This software will be able to keep track of how the employees are performing their duties and what activities they spend their time on. The reason why this is be best method of transparency with regard to staffing is because it shows whether an employee is best marched with what they 3 Staffing Plan for a Growing Business are doing because of the way they perform the tasks and this software will also be useful in showing what the employees spend most of their time doing. This will therefore be a good method even for decision making purposes because it will show what employees need to be replaced. One of the tasks that a person needs to do in order to discover, analyze and develop job requirements and task statements is to describe the duties of the incumbent. Another task is describing the nature or work and the conditions of the same. Another task is describing the qualifications needed. As the company progresses there is need to review and adjust the job descriptions in order to meet the needs that come up in the course of operations. For my organization the frequency of reviewing should be annually (Marchington, and Wilkinson, 2006). The reason for this is because every year, in the day care business many things are bound to change and even the number of children coming to the day care will increase. High employee turnover is very expensive for an organization. It is wise for a company to come up with ways of dealing with this issue before it becomes too costly for the organization to handle. There are different effective methods that can be applied in dealing with high employee turnover. One of such methods is building good relationships with the staff members. This will involve getting to know the needs of the staff and the problems that they are going through. Having good relationships with the staff will ensure that they speak up whenever they have a problem because they already consider the leaders of an organization as friends. Good relationships will also ensure that the leaders will not treat the employees in a bad way, a way that has the potential of making the employees to leave the organization to another one. 4 Staffing Plan for a Growing Business Another effective method that would deal with the issue of high employee turnover is offering reasonable pay to the staff going by the kind of work they are supposed to do. The major reason that leads to high employee turnover is when the employees feel that they work more than they get paid. This means that they feel that their efforts are not considered in their salaries. Offering reasonable salaries would therefore ensure that the employees feel that their efforts are recognized and they will continue work in the organization. Another effective method of dealing with high employee turnover is offering incentives. When an employee works extra or does their job to perfection, it is only fair to offer them incentives in order to increase their morale. This will bring about a sense of employee motivation to work harder and also a sense of organizational commitment that will ensure that the employees will continue working for the organization in the long run. These methods will be beneficial for the organization because they will encourage the employees to keep working for the organization. The reason why this is beneficial is because employing of new employees is very expensive for any organization and therefore coming up with ways of retaining the employee’s saves money for the organization that would have been used in things like recruitment, training and the likes. This makes the company to increase profitability. 5 Staffing Plan for a Growing Business References Begin, J. P. (2008). Dynamic human resource systems: Cross national comparisons. Berlin ; New York: de Gruyter. Chandra, P. (2005). Projects planning, analysis, financing, implementation and review. New Delhi: Tata McGraw-Hill publishing company limited. Griffin, R. W., & Moorhead, G. (2014).Organizational behavior: Managing people and organizations. Mason, OH: South-Western/Cengage Learning. Marchington, M., & Wilkinson, A. (2006). Human resource management at work: People management and development. London: Chartered Institute of Personnel and Development. Plunkett, W. R., Allen, G. S., & Attner, R. F. (2013). Management: Meeting and exceeding customer expectations (10th ed.). Mason, OH: South-Western Cengage Learning. 6
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Running head: BUSINESS EXPANSION AND SUSTAINABILITY

Business Expansion and Sustainability
Institutional Affiliation
Date

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BUSINESS EXPANSION AND SUSTAINABILITY

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Job Requirements
The decisions that are made on staffing by organizations may result to dramatic in terms
of the quality of work, rates of retention, as well as levels of customer service. There is also the
risk to production and also organizational goals. Therefore, making the right staffing decisions is
an important task for any organization. This is because the most important function of adding
staff to any organization is getting the right personnel towards helping meet the organizational
objectives and goals in line with its mission and vision (Tencati and Perrini, 2011). Thus, being
clear on your goals will enable the management to make plans as well as implementing the
changes which will help in bringing the organization closer to its goals.
It is therefore not a wonder that one of the important functions of an effective manager is
mapping out its future and also making plans towards supporting the idea. This is possible
through choosing the most appropriate action, such as the development and utilization of the
most viable staffing solutions towards bringing the organization closer to ensuring the realization
of the envisioned goals. One of the tasks that a person needs to do in order to discover, analyze
and develop job requirements and task statements is to describe the duties of the incumbent.
Another task is describing the nature or work and the conditions of the same. Another task is
describing the qualifications needed. As the company progresses there is need to review and
adjust the job descriptions in order to meet the needs that come up in the course of operations.
For my organization the frequency of reviewing should be annually
Long-Term Recruitment Plan

BUSINESS EXPANSION AND SUSTAINABILITY

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How the recruitment process is planned is vital for not only ensuring the right persons for
the various positions but also in consideration of the costs to the organization for inappropriate
recruitment decisions which may be high in relation to issues of time and money. Therefore, a
long-term recruitment plan should have the following components that should go a long way in
ensuring an effective recruitment process is carried out.
a. Determination of the recruitment goals
The base of a good recruitment plan should be on the organization’s goals. This should
encompass planning in order to expand, sustain, and bring about change in the business
organization. This needs the identification of the required skills towards accomplishing its
objectives. It is from such a premise that there should be an establishment of specific recruitment
goals. This is aimed at attracting the best talent to work in the organization. This is because the
best talents will help in making a direct impact to the organization’s bottom line, thus helping in
raising its services as well as quality level (Marchington and Wilkinson, 2006). As such,
individuals may be recruited but they have no dedication to the business and are likely to
compromise its productivity. Other recruitment goals include the attraction of highly qualified
and skilled applicants, and also promoting the organization as a dynamic destination where
people would like to work. Therefore, it is important to determine the overall recruitment needs
of the business by having well-defined goals.
b. Job descriptions review
Through the use of an HR Toolkit, an organization access information as well as tools
that will help it in revising the current job descriptions or developing new ones. A review tool

BUSINESS EXPANSION AND SUSTAINABILITY

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will encompass having a job description template and also job profiles of the common positions.
The job profiles, for example, help to offer a broad overview of likely duties as well as
responsibilities to be carried out by staff in the positions and also the qualifications common to
such a position (Marchington, and Wilkinson, 2006).
The job analysis involves a process of collecting information systematically towards
helping the organization to understand as well as describe the various responsibilities and duties
of the different positions and also the skills, knowledge, and the abilities that goes with the
specific positions. This is aimed at having a composite picture of a position in relation to what it
actually entails. The purpose of carrying out a job analysis is for providing the necessary
information towards the writing a job description. This is what is then used to base most of the
other HR management practices including selection, training, and performance management. The
same information is also used during the evaluation process, meant to assign the value to a
specific job in order to set its compensation.
Therefore, carrying out a job description review may help to identify things that may
need changing since the last recruitment. If it involves a new position, a new description of the
job should be created. The process may also involve talking to the previous holder of the position
to get some input on ways of improving the job in its description as well as the previous
highlights of the job.
c. Talent-finding strategies
The methods of identifying staff for an organization can be categorized into either shortterm or long-term recruitment techniques. The short-term techniques can be designed towards

BUSINESS EXPANSION AND SUSTAINABILITY

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generating immediate recruitment of candidates while the long-term techniques may involve
cultivating lasting relationships with important stakeholders and promoting the organization as
an appropriate place to work. Focus should be on keeping such lasting relationships with
individuals with a potential of working for the organization. This calls for planning on how to
use the recruiting strategies.
An example of developing a long-term relationship may include using strategies such as
offering educational or training scholarships to college or university students, giving donations
as well as sponsorships to local community groups, or opening offering high school practicum’s
in the organization. There are two pools of potential candidates for recruitment including those
already working in the organization and the external candidates. Internal promotions may help in
creating a culture of showing how the organization rewards hard work. Starting with employees’
friends and acquaintances of employees could be a good place to start with by offering
recruitment incentives encouraging employees to spread the word. In posting job adverts, it is
important to consider if the medium used has the necessary reach to a wide pool of potential
applicants.
d. Using alternative labor ...


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