Employment Management for Business Expansion

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Table of Contents

Staffing and Job Requirements
Long-Term Recruitment Plan
Attracting Qualified Personnel
Selection Processes
Assessment Methods
References

Staffing and Job Requirements

The establishment of a solid base to expand a business without available funding may demand the adjustments of business planning in order to facilitate funding through loans. In fact, the strategic approach in which a business operates must verify the presence of competitiveness. In the scenario availed to modify the structure of the staff through tactical employments are, therefore, fundamental and imperative to its future.

The approach of my management would seek 3 pertinent qualities while reducing the number of employees and seeking better personnel than the prevailing ones. These three qualities to determine the best people are knowledge, skills and experiences. While knowledge is attained through training and education programs, the experiences are retrieved from earlier working. People with added advantages may be able to handle multiple chores in an organization without segmenting such roles to other new employees.

This aspect may lead to the reduction of personnel where the operations run smoothly without failure in the normal process of the company. In order to evaluate how these job requirements can affect staffing, the following paragraph and title on ‘Employee Expectations for Job’ create awareness about them and identify 2 ways on how the impacts can occur.

The use of the three job requirements can orient the business strategies and initiate competitive services at lower cost. The turnover of the staff reduces since few employees are hired. This attribute implies that few resources are used to sustain the effective progress of the day care. The issue of the staffing and its ratio to the children under care may evoke many controversies while striving to deliver reliable and credible services.

Particularly, one of the most crucial issues conjoined to this factor is the increased inadequacy of qualified workers prior to business growth and the reduction in the customers’ proportionality to the employees. The personnel with the required workforce to facilitate effective operations are based on their capabilities.

Bearing in mind that inadequacy and incapacity of the staff may lead to the lack of proportionality between the demand and supply of services, it follows that the available personnel must work on timelines and overtime. The challenges can evoke a situation in which the employees revolt against the management. This scenario can form the basis of analyzing the approaches that include staffing methods, work on the demographic, and legal issues and strategies on employee attraction and retention.

Employee Expectation for Job

There are various aspects that employees should meet during their interviews. Essentially, these involve the introduction to a management system that is interactive and coherent with a determination to bring the essence of innovation within its strategies.

In consideration of the fact that employees engineer the smooth functioning of an organization, it then applies that they understand the problems and gaps that require filling in an organization. They expect knowledge of various forms to be instilled into their mind. The examples of knowledge, skills, and experience expected in this process have been discussed below.

Declarative Knowledge

It is evaluated and taught through speaking. There are no important notes to be taken inquiring on declarative knowledge of any participant in the training. An example is when a trainee is asked the number of cars they saw on a road, but not the type of cars seen. It is measured by asking questions verbally to participants in order to measure and instill the essence of accuracy in their mind. Employees would expect their interviewers to assess such skills.

Effective Working Skills

Management development training in an organization helps in making effective work in the management. The rapport created between the managers under training ensures that they engage each other in decision-making and sharing of ideas. This factor will make their duties be done rightly and effectively.

The Experience of Interpersonal Knowledge and Skills

There are good communication tactics attained by an individual and the ability to use them. On the other hand, the interpersonal skill is the daily use of life proficiencies to engage in a useful and important communication between people. In the market, most employees seek to employ or hire staff members with high interpersonal skills. Examples of interpersonal skills include verbal and non-verbal communication, listening skills, negotiation skills, problem solving, decision-making skills and assertiveness.

Evaluation of Job Requirement

I have a mandate to control work by overseeing how people handle their roles and administering regulations that should be followed by the employees (Runde & Flanagan, 2010). Accordingly, they setup policies that the employees should use to attain the stipulated organizational objectives.

Based on this aspect, managers will tend to stipulate and apply policies and strategies with the help of other top-executive officers and direct the employees on how to cope with other staffs. In order to identify the most suited individual for such employment opportunities, face-to-face interviews are the most strategic approach to use (Runde & Flanagan, 2010).

It may involve evaluating the willingness and integration of thoughts as well as stringency of perceptions. For example, interviewers can question about how duty rotors that depict the employees working during the night, day-time, or overtime at any given point are formed.

Long-Term Recruitment Plan

As the hiring managers, I can convene a meeting with directors and executive officers to facilitate a discussion on how the company should employ workers when striving to reduce the turnover. The solutions can include the employment of experienced workers, retired people, long-term employees, and promotion of prevailing employees to work on temporary contracts (Thomas, 2013).

In essence, the manager can focus on creating paradigms and policies through appropriate procedures to ensure that the low number of staffing does not affect the operation of the company.

The plan must consider the removal of retiring members who are unwilling or incapable to work and introduction of new individuals. The interview may be performed when there is a permanent vacancy to replace a pre-existing employee.

Attracting Qualified Personnel

A manager can come up with tactical strategies of delegation and involvement of the retired and highly experienced employee in a wise manner. For example, the principal employee may be is mandated to carry out most of the activities such as measuring the patient’s temperature and interpreting the data obtained (Campbell & Gilbert, 2014).

However, a manager can make tactical delegation where the nurse helps to measure the temperature while the primary one interprets the findings (Thomas, 2013).

Essentially, delegation is one of the aspects that managers apply in order to cope with situations presenting staffing shortages. The personnel many be offered better payments and working condition than the ones they are experiencing in the current institution. In fact, this aspect may be boosted through provisions of promotions to the target employees.

On the other hand, the leaders should aim at influencing people rather than supervising, controlling, and directing the way they work on various roles. They use their charismatic capabilities to inspire, motivate, and stimulate employees in order to motivate them in commitment towards eliminating the problem (Hunt, 2013).

In fact, they initiate new solutions to the problems that confront an organization contrary to the managers who rarely change the conventionalities. In this case, a leader cannot prioritize the increment of employees since there is a severe shortage in the profession. Instead, he can raise solutions that seek to involve all the stakeholders.

Communication Methods and Outcomes

Furthermore, they can create an environment of teamwork where they motivate and encourage employees to work in informative groups. In this case, the manager tries to create groups that increase motivation when the employees are working together bearing in mind that people are social beings. As a result, the teamwork will reduce boredom, increase commitment, establish channels for information delivery, and spread the employees’ workload.

Also, the teamwork ensures that the employees do not view themselves as individual assigned some peculiar roles, but they feel as part of a bigger plan. This factor helps them to commit much of their time without unnecessary resistance and complaints that can compromise the company’s efficiency. Furthermore, communication can be facilitated by the advertisements through media and poster.

In fact, the prevailing Information technology has facilitated fast arrival of information. Media advertisements are the most reliable and apparent approaches of reaching the target employees. Many people can receive the ads from the television, radio and social media that have great capabilities of reaching people widely and fast.

Selection Processes

In perspective, the leadership approach towards solving the issues of staffing is the best way of solving the problems facing the profession. Leaders envisage additional attributes that help them to develop the employees’ personal values of dedication. The hiring manager may apply two sets of selection formats basing on personal characters and elite evaluations.

Elite evaluation involves the analysis of skills, knowledge and their integration in the working procedures. In fact, they employ an inclusive approach when making decisions so that the employees are involved in solving issues affecting them. The inclusion leads to intellectual stimulation that helps the professionals to become innovative and discover new ways of solving problems.

The holistic approach is consistent to the personal philosophy asserting that employment is a learning experience and an opportunity for individual development rather than a mere job executed to make financial gains (Runde & Flanagan, 2010). The selection may, therefore, involve personality, responsibility, capability, reliability and availability. The company requires a person who can work for the company until the retire time in order to retain organization secrets and knowledge.

Assessment Methods

There are 2 certain strategies of assessing new employees, which include the use of questionnaires and interviews. It is evident that the few employees affect the operation of the staff. The deficiency has led to increased workload that imparts stress on the existing employees.

In addition, this discussion has established that leaders focus on inspiring employees and developing their personal values, attributes and capabilities. On the other hand, the managers focus on the work, results, and policies that help to achieve the stipulated objectives. The individual qualities can be depicted through reactions, response rate, clarity of answers and their organization, as well as integration of innovative ideas.

References

Campbell, L., & Gilbert, M. (2014). Capstone Coach for Nursing Excellence. Philadelphia: F.A. Davis Company.

Hunt, J. (2013). Leaders. Chicago, Ill.: Heinemann Library.

Runde, C. E., & Flanagan, T. A. (2010). Developing your conflict competence: a hands-on guide for leaders, managers, facilitators, and teams. San Francisco: Jossey-Bass.

Thomas, J. (2013). A nurse’s survival guide to leadership and management on the ward. Edinburgh: Churchill Livingstone Elsevier.

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