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Summary
Curtis & Associates, Inc. conducts numerous workshops to train welfare recipients in job search skills. Companies develop strategic plans to communicate with the organization about their goals, actions they need to achieve their objectives and other important elements developed during the planning process. This paper discusses a strategic plan to boost Curtis & Associates, Inc.’s performance.
Long-Term Strategic Goals
The first long-term goal for Curtis & Associates, Inc. is to enable every welfare recipient to acquire a new paying job as soon as possible in the market. Scholars have demonstrated that it is significantly difficult for some welfare recipients to acquire a new job after training and education (Avdalyan, 2020; Garcia, 2021). Consequently, unemployment places these welfare recipients at a significant socioeconomic disadvantage since they have lost their welfare benefits and do not have other economic avenues. Therefore, this goal would help Curtis & Associates, Inc. ensure the 30% without job placements find a reliable job as soon as possible.
The second long-term goal for Curtis & Associates, Inc. is to increase the number of welfare recipients leaving the welfare-to-work programs and staying financially independent. Scholars have shown that many welfare recipients stay longer in welfare-to-work programs (Avdalyan, 2020; Garcia, 2021). As a result, training these welfare recipients becomes more expensive. Additionally, the longer stay results in increased dependency on welfare receipts and difficulties in obtaining jobs in the job market (Avdalyan, 2020; Garcia, 2021). However, those who manage to get jobs faster are offered lower wages or salaries since they lack the necessary competitive skills needed in the market. As a result, many welfare recipients remain poor for longer durations than expected. Therefore, Curtis & Associates, Inc. needs to ensure that it does not experience such instances. Implementing this goal would make Curtis & Associates, Inc. a competitive and trusted welfare-to-work company.
The third goal for Curtis & Associates, Inc. is to ensure all welfare recipients retain their jobs in the advancing job markets. Research has shown that many welfare recipients who obtain jobs fail to retain their jobs for longer periods since they have insufficient competitive skills required in the job markets (Avdalyan, 2020; Garcia, 2021). Many welfare recipients undergo this issue since they do not receive adequate training and education. This goal would ensure that the welfare recipients leaving Curtis & Associates, Inc. do not suffer adverse economic downturns if their companies intend to cut costs by relieving less-skilled workers off their duties.
Tactical Goals
The first tactical goal is to administer effective welfare-to-work programs to welfare recipients. These programs include education-or-training-first, job-search-first, and mixed strategy programs. Research shows that concentrating on a job-search-first strategy or education-or-training-first programs alone has varying results in job entry (Avdalyan, 2020; Garcia, 2021). Some scholars demonstrate that the application of job-search strategy first results in factor job placement. However, these individuals show reduced self-esteem and self-efficacy during job applications. Other intellectuals explain that welfare-to-work programs that provide educational programs alone are more expensive and might extend the time it takes for welfare recipients to acquire jobs since they lack the necessary skills to apply for jobs suitable to their skill set (Avdalyan, 2020; Garcia, 2021). As a result, intellectuals have demonstrated that a mixed strategy — incorporating education-or- training-first programs on the skills required in the job market and the job-search-first strategy — speeds up the entry of welfare recipients into the job market (Avdalyan, 2020; Garcia, 2021). This approach equips welfare recipients with the necessary job-searching skills to acquire and retain jobs appropriate to their skills-set. Consequently, applying these programs would assist Curtis & Associates, Inc. in increasing the number of welfare recipients earning new jobs and retaining their positions while demonstrating appropriate skills.
The second tactical goal is to increase investments in education and training. Scholars have explained that welfare recipients who receive advanced education and training programs retain their jobs longer than those who did not access these programs (Bolhaar et al., 2018; Gross et al., 2018). They keep their jobs because welfare recipients with advanced education and training have the necessary skills needed by the job market. Therefore, these welfare recipients have the upper hand in employment and job retention over those without access to these privileges. Additionally, increased investments in education and training programs increase an individual’s capacity and access to higher credential attainment rates and skills (Bolhaar et al., 2018; Gross et al., 2018). These programs enable these welfare recipients to acquire advanced educational levels, such as high school diplomas, especially if they enter literacy skills programs or programs close to a high school. Studies have shown that individuals with higher educational attainment, such as a high school diploma, earn more money in the job market than those without these credentials (Bolhaar et al., 2018; Garcia, 2021; Gross et al., 2018). As a result, welfare recipients obtaining higher education and training programs stay competitive in the job market than individuals without advanced education and training skills.
Importance of Budgets in Developing Tactical Goals
Budget plays a considerable role in implementing tactic goals. Firstly, the budget assists the company in achieving all its objectives. A properly budgeted goal means that the company would ensure it does all it had planned without the need to constrain its finances to ensure that everything it had planned works. Secondly, budgeting helps managers and welfare-to-work workers assist welfare recipients in fulfilling their personal needs. Scholars have described that effective budgetary management enables welfare programs workers to allow welfare recipients to achieve self-sufficiency by providing customizable aid that helps fulfill their barriers and achieve success according to their definition (Gross et al., 2018). Finally, effective budgeting results in the amicable running of the company’s operations. Organizations with a proper budget for their tactical goals experience fewer challenges than those without a reliable budget. As a result, adequate funding for achieving tactical goals would ensure Curtis & Associates, Inc.’s operations are smooth and successful.
Operational Goals to Reach Tactical Goals
Operational goals are the daily task an organization performs to ensure they run its business effectively to achieve its tactical and overall objectives. The first operational goal for Curtis & Associates, Inc. is to ensure they understand their welfare recipients’ needs and objectives. Companies that set patient-based programs can quickly meet their client’s needs compared to those that follow the rigid goals set by the government (Gross et al., 2018). Therefore, understanding the welfare recipients’ needs would enable Curtis & Associates, Inc. to provide tailored education and job-search programs to ensure they fulfill their desires and needs, significantly contributing to achieving its overall objectives.
The second operational objective of Curtis & Associates, Inc. is to work with local employers and identify the current skills and knowledge required for the job market. Scholars have demonstrated that working with local employers would enable the welfare programs to provide knowledge and skills necessary for the local market and ensure these recipients are placed in areas with a stable local economy where they earn a living from their jobs (Bolhaar et al., 2018; Gross et al., 2018). As a result, all the welfare recipients leaving the welfare programs would have updated skills required in the job market and an opportunity to use their learned skills efficiently. Lastly, the company would train its employees to ensure they provide reliable services and develop a good relationship with the welfare recipients. This approach enhances welfare recipients’ satisfaction and enables them to develop a positive mindset in the welfare programs.
References
Avdalyan, K. (2020). Barriers to employment of Welfare-to-Work participants (Doctoral dissertation, California State University, Northridge).
Bolhaar, J. A., Ketel, N., & van der Klaauw, B. (2018). Caseworker’s discretion and the effectiveness of Welfare-to-Work programs.SSRN Electronic Journal. Web.
Garcia, A. (2021). Effectiveness of Welfare to Work Programs (Doctoral dissertation, California State University, Northridge).
Gross, C. L., Church, J., Taylor, T., & Towne-Roese, J. K. (2018). “Between a rock and a hard place”: The constraints of Welfare-to-Work bureaucracies.Poverty & Public Policy, 10(1), 39–56. Web.
Do you need this or any other assignment done for you from scratch?
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You can choose either format of your choice ( Apa, Mla, Havard, Chicago, or any other)
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