Staffing encompasses the process of acquiring, deploying and maintaining an adequate workforce to improve a company’s effectiveness. The two types of staffing models that are applicable in this scenario are the person-job fit model and person-organization fit model. The person organization model is the most appropriate model which will promote future growth of the company and increase productivity and efficiency of the company.
The person job fit model aims at determining if a person matches the job. A person’s KSAO’S that is knowledge, skills, abilities and other characteristics are matched to the job’s KSAO’S that are important and necessary for the execution of the task efficiently (Wiegand, 2015). This is critical in enabling the employee to efficiently execute their duties such as delivering the devices on time.
The person organization job model aims at determining if the person fits in the company. This can be assessed regarding the compatibility of the individual’s behaviors and values those desired in the company. The individual’s ability to execute multiple jobs should be considered when hiring because it’s a vital and advantageous characteristic of the company. An individual should also be able to carry out additional tasks other than their regular duties willingly. This is vital in ensuring that the individual creates a good relationship with other employees and is willing to work overtime to fulfill the company’s obligations, hence see the company eventually expand it deliveries to other states due to its exemplary performance.
Legal Issues
The process for employing new staff might seem like a simple process, though it isn’t. There exist rules and regulations that have to be adhered to, failure to do so might result in the recruitment based lawsuit being filed against the company. They include the following:
Pre-Employment Assessments
Potential recruits might be required to participate in pre-employment assessments; this is meant to distinguish them as per their skills and abilities hence enable the company to select the best individuals to hire. It’s a method that can be used to achieve equal and diversified employment. Some individuals might, however, feel that the assessments require personal information hence invading their privacy. Some may think that the pre-employment assessments require unreasonably high standards that are hard to attain. This might result to a lawsuit. This makes it vital to ensure that the test validation are approved by the test publisher.
Interview Process
Interview questions should be carefully framed such that they are devoid of discrimination to the potential recruits. The job requirements need to be explained to the potential recruits in such a way that they don’t feel like they are being discriminated upon. It is a requirement by the U.S Equal Employment Opportunity Commission that the employer should provide a fair accommodation for employees with disabilities or religious beliefs unless the employer cannot afford them.
Posting of the job
Posting of a job should not give preference to a person’s ethnicity, religion or sexuality. Even though the company wants to achieve diversity in its recruits it shouldn’t discourage certain people from applying for the job. It is illegal to discriminate applicants based on their sexuality, ethnicity, religion, and color by the Equal Employment Opportunity Commission.
Transparency can be achieved by making sure that the interview questions are unknown to each potential recruit. Marks are to be awarded to the individuals as per their performance during the interview and the performance sheets handed to each individual. This is meant to ensure that the process is fair for all applicants and there is no form of bias.
Tasks Performed to Analyze, Develop and Identify Job Requirements
Observation
Employees can be observed followed by the recording all tasks that they perform and also those not performed. The responsibilities and skills used to perform their duties should be noted. Their ability to deal with pressure and challenges that arise while performing their duties should be noted. This will be helpful in formulating the job description and objectives.
Interview
An employee can also be interviewed so that they mention how they perform their duties, the challenges that they encounter while performing their duties and use of specific skills and methods to perform their tasks efficiently. This method helps the interviewer to know how the employees think regarding their job (Michael & Edward, 2002). It, therefore, ensures honesty from the employees. The feedback is used to analyze and develop job requirements.
Using Questionnaires
Questionnaires can be administered to employees who will be required to fill them. The data collected from the surveys will then be used to formulate the job requirements. This information will help in coming up with task statements which specify the action performed, tools used, who is supposed to accomplish the task and the importance of the work.
Since the performance in my home state will determine if the contract will be expanded, it will be wise to adjust the job descriptions monthly as per the company’s monthly performance to ensure that the deliveries are made on time.
Techniques to Deal with High Employee Turnover
Employing Qualified Personnel
It is essential to hire the right personnel who are well motivated to perform their duties diligently. It’s seldom for staff that is willing and ready to work for a company to quit their jobs. It is wise to hire employees whose behavior and culture is suitable for the job; this will ensure that they get along with other employees hence perform their duties well.
Providing Competitive Pay and allowances
Failure to pay employees well will prompt them to quit their jobs and look for jobs that pay well (James, Fred, & Susan, 2009). They should be compensated well by been given housing, food and traveling allowances to encourage them to work harder and not quit. Market research can also be conducted to find out what the company’s competition is paying their workers and determine the most appropriate wages for the company’s employees.
Implementing Flexible Work Schedules
This will enable the employees to modify their work time to allow them to create a work-life balance for themselves. This will enable them to do their personal stuff still and work at the same time. Some employees might be distracted during work by the pending personal stuff that they were supposed to do. This might prompt them to quit and look for another job that is more convenient for them.
This technique will be beneficial to the company because it will reduce the time and resources spent in hiring and training recruits.
References
James, B. A., Fred, L., & Susan, M. (2009, September 28). Psychological capital: A positive resource for combating employee stress and turnover. Human Resource Management, pp. 677-693.
Michael, T., & Edward, L. L. (2002). Job analysis: Methods, research and applications for human resource in the new millennium. Sage Publications.
Wiegand, J. (2015). LER 562: Staffing Models and Strategy.
