OUR DEFINITION OF STRATEGIC STAFFING

Planning strategically on staffing helps bring success to any organization’s operations. Right skilled staffs are a crucial aspect of performance in organization (Jaiswal, 2018). Strategic staffing, according to Galloway (2018), is a process through which an organization’s staffing implications and operational plans are defined, laid down and addressed. Strategic staffing is important for many reasons. First, as Galloway (2018) states, it gives an opportunity to attract and hire the right people fit for an organization. Second, through strategic staffing, managers help examine and put in place a good retention plan for the staff hired as well as improve staff utilization. Lastly, it is an important aspect of budgeting. Determining the number of staff and associated costs help budget accordingly.

Sugar Street Sweets plans to staff strategically to enjoy the benefits listed. It plans to go about it through a well-defined process. First, the bakery will identify who the clients for its products are. Knowing the number of clients will help determine the workload, thus budgeting for enough staff. Next, Sugar Street Sweets will identify critical issues to be addressed in operation so as to quickly find the right people to handle them. It will then determine the level of demand and supply for balancing workload and personnel. It will then identify any gaps and surpluses in demand, supply and staff so as to apply controllable actions and lastly come up with appropriate staffing plan that will be reviewed periodically to ensure operations carry on smoothly.

Many factors, especially internal factors in an organization like policies, staffing structure, practices, procedure, information systems, budgets and legal reporting can be implemented as integrated an integrated staffing management system through alignment over the network. Alignment helps ensure departments and workers are aware of strategic direction of organization, policies and other requirements. It gives information to the right people in time with convenience. Over network, a data interface is established in company between employers and many employees, capturing all data about employees for employers. Job analysis means judging all information collected about a given job. It will be important for Sugar Street Sweets in determining relate procedures like training content and amount needed for personnel, compensation factors like environment and finally recruitment or advertisement content for jobs.

JOB ANALYSIS

Job analysis is the process which includes identification and determination of the job duties and requirements for a particular job post. It involves making judgment on information already available about a job. Job content describes the basic responsibilities that are associated with a particular job posting. It gives the applicant an overview of what is expected in an organization so as to understand whether they qualify or not.

Job requirements stipulate what is required of the employee once they have been confirmed. It includes the daily tasks to be carried and what is expected at the end of the day. Competencies are the skills that a prospective employee must have in order to produce the desired results. They include the educational skills, special training and the minimum qualifications.

At Sugar Street Sweets, job analysis will be carried out by the management and the supervisors. Together they will be able to determine the responsibilities that each job should have for efficiency and better performance of the employees. The consultants will also be involves to ensure each job posting is up to the required standards. This exercise will be carried out before the advertisement of the open positions to ensure there is a consensus on what is required.

The methods to be used in a job analysis are interviews and observation. The interviews will be individual based to gain as much information as possible, such as the applicant’s knowledge, skills, and abilities. This will involve engaging the already available employees so as to understand from them what the knowledge, skills, and abilities are required to perform the job. A structured interview protocol will be preferred to ensure standardization as we interview different employees. For the fairly routine jobs such as cleaning, observation method will be used whereby the management will use direct observation to develop the skills and abilities required.

Skills can be defined as the ability of a person to do something well. Store front employees, have no room for error. They should always have a good time management skill (Rodolphe, 2017). This is because they are responsible for various tasks such as management of the cash coming into the company. A cashier or store front employee should ensure that there is accuracy in all calculations requiring simple math skills, such as addition and subtraction. At Sugar Street Sweets, our store front employees should have communication skills which include verbal and written skills. This will enhance their communication in the organization. The cashier or store front employee should be able to use equipment’s such a as box cutter to open any packages needed. Other skills include being detail oriented and the ability to work in a fast paced environment.

The store front employee should have a number of abilities. This includes the ability to make quick decisions. They should have good problem solving skills to be able to identify the case of a problem and solve it instead of always running to the manager. Good work ethics makes the store front employee be able to make the right decision at all times (Beblavy, Fabo, & Lenaerts, 2016). Having the ability to work in a team makes the store front employee perform well in any organization.

Store front employees should have a good knowledge in Front End or customer service experience which enables them to perform their tasks effectively. Sugar Street Sweets wants the employees to have knowledge on pricing and inventory control to assist in determining overprices and underpriced goods.

LEGAL ASPECTS OF STAFFING

Affirmative Action

Affirmative Action is a law enforced to ban discrimination in any workplace. It provides that all people should be equally considered for employment. This law is important to Sugar Street Sweets because it will help plan on how to balance our personnel in terms of gender, race, color and others. It will help give slot to all qualified people while avoiding cases of discrimination. That is, it will help highlight all recruitment components and how to comply with the law.

Child Labor

This law, enforced by Wage and Hour Division, sets a minimum age for employment. It also sets duration for working by children at a certain age. The law also restricts employment of minors within dangerous environment. This law is of pertinence of Sugar Street Sweets in that it will help state clearly the rightful age for employment. It will also be important for setting friendly working conditions, putting it clean when and where to work. Thus, through the law, rights of children will be considered during recruitment.

Foreign Labor

Foreign Labor Act seeks certification with the US Department of Labor before hiring foreigners. It helps certify legality of foreign individuals for employment in the United States. This law is useful at Sugar Street Sweets to help ensure that only those who have their credentials up to date will be hired. It will also help outline staffing plans while laying out policies and requirements for recruitment. Through the law, conditions for staffing will be set ensuring only certified personal works for Sugar Street Sweets.

PERFORMANCE MANAGEMENT

The performance management of Sugar Street Sweets will be a continuous process. The work environment today is characterized by increasing business pressures which puts more pressure on them to become more efficient and effective in their operations. This must be done in order to remain competitive (Arnaboldi, Lapsley & Steccolini, 2015). Therefore the continued evaluation and review of the employees is important in establishing the performing and non-performing employees. It also identifies the gaps in the skills and hence makes it possible for Sugar Street Sweets to determine the training needs for the organization. Since evaluations lead to the aligning of the employees’ actions to the business strategy it results to better performance (Arnaboldi, Lapsley & Steccolini, 2015). Job evaluations and reviews results to well skilled, strategy oriented and performing employees in our company.

The evaluation methods to be used at Sugar Street Sweets include the management by objectives method. This method uses the set objectives between managers and the employees as well as evaluated the performance periodically (Jenter & Kanaan, 2015). The achievement of the goals leads to the rewarding of the employees. The second method we will use is the 360 Degree performance appraisal model. The manager(s) can use different measures and certain factors about an employee. The third method that we would use would be the Behavioral Observation Scale Method. This method will help identify the frequency rating of the critical incidents in which the employees performed over time while employed as Sugar Street Sweets.

Calibration of performance in the company is to be carried out by the senior management only. The factors to be determined include productivity, achievement of goals and performance on areas such as relationships (Oyemomi et al., 2016). The process should be carried out after appraisal for better information.

 

 

 

 

 

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