Business Plan: Finlays Group

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Introduction

Finlays group is a global grower, wholesaler and exporter of flowers and plants. Global operations permit Finlays group access to various marketing channels and financial information, storage and logistics facilities.

Grower is the primary suppliers in the floricultural value chain while exporters, importers, wholesalers, cash-and-carry stores and retailers provide the demand for the products (Finlay, 2011). One role of Finlays group is to group suppliers and buyers, and so they fix prices. Another role of Finlays group is to increase productivity by breaking large deliveries from growers into smaller amounts for buyers.

Business Requirements

Emergence of electronically driven flower markets has influenced the necessity of a computer analyst manager. Computer analyst manager will be responsible for devising a system, which can simplify Finlays business success, and development of the company, to involve more with the suppliers, retailers and other stakeholders (Finlay, 2011).

The electronic system to be developed and maintained by the computer analyst manager should have the input, output and process which incorporate real-time process to expedite efficient of the organization.

Job Analysis of Computer Analyst Manager

There are different specializations in IT, in line with information technology needs in organizations. In this age, most organizations need the services of a computer analyst Manager. Computer analysts are individuals who have the technical know- how in a computer program creation (Info Tech Employment, 2007).

This field is highly specialized and needs proper understanding of logical sequencing. Therefore, the first assignment a computer analyst can have is a software development. However, given software development means one can also troubleshoot and correct say instructions on software, computer analysts also offer support and maintain systems (Info Tech Employment, 2007).

Qualifications for a Computer Analyst Manager

Computer analyst needs to have a sound knowledge and relevant professional training in computer programming. Despite what the computer analyst does, he or she must have the capacity to design and implement software solutions. Computer analysts are involved in the testing of computer programs, operating systems and other advanced softwares.

To implement an IT solution, many times organizations source ready- made software from the market, but they can also develop software in-house. When the software has been bought or when the system has been developed entirely, a computer analyst has to test it (Info Tech Employment, 2007). Once the system or software has been installed and is running, the computer analyst focus is on offering support in maintaining the system.

The second technical skill requirement is designing. The computer analyst is responsible for creating and designing the system by selecting major components. He or she investigates the possible ways of designing the system from the requirements gathered. Thirdly, the he or she ensures that the new system being designed will meet the users requirements; he or she analyzes and predicts input, output, memory, software and hardware aspect of design to ensure they meet the required development standards.

Fourthly, the computer analyst has to understand software validation and verification of data. Computer analysts formulate and subsequently implement verification for the systems to ensure that they meet the requirements. He or she develops test plan and test data, which is used to validate the system to ensure it works to its specification.

A computer analyst has to entail apt communication to communicate well with the team that he or she is working with or involved. Efficient and accurate verbal and written communication is necessary for giving information. Secondly, the person should have needs to have strong analytical and judgmental skills. These skills are essential as they help in analyzing the processes involved during the development of the system to ensure every step is considered basing on the requirements.

Good communication, analytical, problem-solving skills and good judgment should be complimented by strong leadership or management skills. The system analyst should display assertiveness; confidence and hard work to enable him or her produce the best of what he or she is doing. Good leadership goes hand in hand with being a good team player.

Sourcing Plan for Computer Analyst Manager

developing a good sourcing strategy enables an organization to ensure that it only hires excellent and qualified candidates at a reduced cost and within the shortest time possible. Hence, this should be a plan for Finlay Group. Finlays group has to embrace internal recruitment and agencies.

Internal sourcing or recruitment refers to the practice of selecting among the existing workers in an organization to take up vacant position. Finlay Group can advertise the vacant post internally, which will then be filled by existing workers in the company. Tapping of internal human capital is essential especially because the employees to be hired already have been in the organization, and thus are familiar with company values and best practices (Pulakos, 2005).

Moreover, sourcing using a recruitment agency will also be useful for Finlay. The recruiting agencies provide an efficient means of recruiting ideal candidates from the others because they have knowledge and skills in sieving various applications to ensure only qualified, and candidates who meet the organizations criterion are selected. Besides, recruitment via agencies reduces costs and the quantity of time used in the selection and hiring progression.

Assessment Criteria for Potential Candidate

in attracting a potential candidate, appropriate assessment system has to be implemented. One of the plans is conducting a job interviews. A job interview is recruitment strategy whereby a prospective candidate is evaluated for a potential job opportunity in the organization. During a job interview, an employer aims in determining whether the job applicant merits the position or not. It succeeds hiring decision and preceded by assessing the credentials submitted by interested job applicants.

Job interview aims at achieving different characteristics about the job applicant, which ultimately can be assessed to either grant or deny the post. Finlay Group will benefit by conducting job interviews on potential applicants. One of the roles will be identifying the general traits of an applicant.

This is in terms of cognitive ability, personality, goals, values and interests. These traits are evaluated to determine if the candidate can fit in the organization. Secondly, experiential factors are also considered. Aspects such as; experience, professional training, education in relation to the job specification. Besides, key job elements such as; motivation, procedural skills and declarative knowledge are also factored during interview.

Another important criterion, which will be useful for Finlay Group, is the virtual job tryout and simulation. This is a hiring processing which entails hiring through a recruiting agency. The tool asses if the applicant will perform. According to Pulakos (2005), this process encompasses hi-tech approaches will tend to be cost-effective for the organization.

The process engages a candidate in a computer structured exercise that mirrors tasks, problem-solving environment or operational context they may encounter on a real job environment. Since the simulation is performed by computer systems, it is accurate and reliable thus they can predict actual performance by a person once selected.

Selection Process

Selecting a candidate among a pool of others is a complex task. Hence, suitable strategy has to be encompassed. Employee selection is designated as a process of picking a fitting person for the right job. In other words, it is a process or technique of matching the organizational requirements with the abilities and professionalism of a person.

Philips and Gully (2011) argues that a systematic selection is only achieved when effective matching is accomplished. By embracing impressive selection for the vacant position, the Finlay is inclined for better quality and improved performance.

The employee selection, just like a job application process entails various stages, and each stage has requirements, which should be fulfilled by the candidate. The first stage is the preliminary interview. This interview is done in order to exclude applicants who do not meet the least benchmark, or eligibility as stipulated by the organization.

The candidate competencies and interests, family and academic background and skills are assessed. The preliminary interviews are less formal and planned. In addition, during this process, a candidate is briefed about the organization and job profile.

Application of blanks is the other stage in the selection process. This stage involves a candidate filling application blanks. Application blanks contain data records such as; qualifications, details about age, details for leaving the previous jobs, job history among other reasons about the candidate.

After application blanks, written test follows. This is the third stage. Written tests of varying number are given to the candidate. The tests are extremely; aptitude, reasoning intelligent and personality, just to mention a few. The aims of the tests are to evaluate the prospective candidate.

The fourth stage is the employment interview. Employment interview involves formal interaction between the interviewer and the candidate. It is used to assess whether the candidate qualifies for the job on offer or not. The stage involves a series of questions which the candidate as to respond to ascertain his or her abilities about the job in context and the organization at large. Honest and integrity is important between the interviewer and the candidate to increase accuracy of information given.

Medical evaluation is also conducted to determine the candidate is physically fit and does not cost the organization expenses in-case of any ill-health. Besides, medical examination will reduce the chances of decreased performance due to absenteeism.

Lastly, basing on the performance of the aforementioned stages, an organization may perform cross-referencing about the candidate selected. If the candidate performed well, an organization gives formal appointment letter. However, when a candidate performed dismally, or did not meet the organization job requirement, a regret letter is given to the candidate.

On- boarding and Socialization Strategy

Onboarding and Socialization plays an important role in aligning new employee in the organization. Hence, by understanding an organization diversity and culture, a new employee can fit well in the organization. For the computer analyst manager, to fit in the organization, the initial step will be scheduling orientation program.

Orientation program will aim at familiarizing with the organization, culture, history and values of Finlays group. This will facilitate smooth start (Pulakos, 2005). Secondly, the organization needs to provide the new employee with support tools and processes. This tools need to include written on-boarding plan.

Written on board plan includes support in terms of responsibilities and support available for new employees. Additionally, coaching and support is also important. The stakeholders in the organization need to support a new employee to adjust to the working environment.

Similarly, training is necessary in boosting new employee confidence, skills and transparency in the organization. An important area which training accomplishes includes; developing new employee soft, hard and on boarding skills. These skills are essential for a new employee in surging productivity in the organization.

Success of Recruiting and Staffing Plan

According to Philips and Gully (2011) recruitment and staffing presents a comprehensive structure for the whole process of employee recruitment, selection and subsequent hiring of an employee. Hence, the primary purpose of recruitment and staffing is to establish the perfect and most versatile employee an organization can obtain.

To ensure the Finlays group accepts the ideal candidate for the position of the computer analyst manager, it is important to determine the need for hiring, craft a detailed job specification derived from job analysis and job description, plan for recruitment meeting with HR department or hiring agency (Philips and Gully, 2011).

Besides, by embracing job specification, Finlays may revise history of equivalent employees who have successfully occupied a similar position, rate the indispensable qualities, education and traits for the anticipated successful candidate.

Additionally, Finlay group has to plan for interview panel and track the process. Hence, the panel will decide on the screening questions. They may also determine if a test can be given to get the best candidate. Through these processes, an analysis can be implemented.

Conclusion

Employee recruitment and staffing is an important aspect of most organization. Hence, Finlay, by planning and implementing the mentioned guideline in the report, they will ultimately find the ideal candidate for the position of a computer analyst manager.

Reference List

Finlays. (2011). Welcome to the World of Finlay. Web.

Info Tech Employment. (2007). Computer Jobs with the Growing Information Technology Professional Services Sector: Mid-Atlantic States. New York: Partnerships for Community, Inc.

Phillips, J., and Gully, S., (2011). Strategic Staffing. New York: Pearson Education, Limited.

Pulakos, E. (2005). Selection Assessment Methods: A Guide to Implementing Formal Assessments to Build a High Quality Workforce. Alexandria, VA: The SHRM Foundation.

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