Question

You are the senior human resource professional in a company and part of the senior strategic management team. The company is a service company that operates five teleprofit centers of 300 representatives each in the following Florida cities: Jacksonville, Orlando, Gainesville, Tampa, and Miami. The CEO has asked the senior strategic team to develop a HR plan that will allow the company to grow by two more teleprofit centers, which will be located in Jacksonville, Florida. Considering turnover, length of training, hiring success and learning curve for new employeesdevelop a reasonable “hire ahead” plan, which keeps newly trained employees ready to take the place of employees who leave or are promoted to other positions. The “hire ahead” plan must allow no more than 3% of the employee base in each of the new teleprofit centers to consist of newly trained employees. The following factors should be considered while developing the plan: • There is a human resource budget of $3.5M. • From the HR Budget, $200K will be dedicated for recruiting and selection. • Recruiting costs will increase by 30%, but the HR budget will not increase. • Recruiting will be conducted through Monster, CareerBuilder, Sologig, and in various print publications in the listed cities. • There will be 4500 applications received per month from the recruiting efforts. • Average turnover of the teleprofit representatives in the company is 7% per month. • Average turnover of the teleprofit representatives in Jacksonville is 5% per month. • New representatives receive two weeks of training in the classroom and two weeks of “side-by-side” training before they are on their own. • All trainer positions are exempt. • It takes nine months for a representative to be considered “fully trained”. SELECTION PROCESS Choose as many, or as few, of the following steps to create the selection process that applies best to your plan. All applicants who pass these steps will be hired. o Pre-screening- performed by a human resource assistant (nonexempt position) - cost of $20 per applicant; 95% of applicants prescreened are successful and are passed on to a recruiter. o Interviewing- completed by a recruiter (exempt position) - cost of $70 per applicant; 50% of applicants who are interviewed are successful and are then tested. o Employee testing- administered by a human resource assistant- cost of $30 per applicant; 50% of those tested are successful and will have a drug screening check done. o Drug screening- coordinated by a human resource assistant- cost of $35 per applicant; 95% will have a successful drug screening and then have a background check completed. o Background check- coordinated by a human resource assistant using a third party contracted provider- cost of $25 per applicant; 60% will have a successful background check and will be submitted to a credit check. o Credit check- conducted by a human resource assistant-cost of $35 per applicant; 60% will fail the credit check. ISSUES TO ADDRESS The following list represents a minimum guideline of issues that should be addressed:  How does this current hiring process affect the successful filling of current position vacancies?  What process changes can be made to help your budget concerns?  How many new employees have to be hired each month to meet the objectives of the “hire ahead” plan?  What is happening to the vacancy rate?  What is the vacancy rate?  What can be done to improve your vacancy rate?  What can be done to understand the turnover rate?  What can be done to improve the turnover rate?  How does this scenario affect the bottom line of the company?

I am having trouble answering these 2 questions. What is the vacancy rate? What is happening to the vacancy rate? can u please write 2 detail paragraphs for each question. (Thanks)

Answer 1

Vision :

Expansion of business by increasing new teleprofit centres in Jacksonville , florida.

Mission :

To increase human resource inorder to increase employees for new teleprofit centres in Jacksonville , wasdon.

Objective :

To make employees available for increasing human resource needs

Decrease the turnover rate

Recruit worthy employees

Provide best training within the available costs

Strategy formulation :

Points to be considered

* the given budget is 3.5 millions

* recruitment cost is approx 136.5$ per applicant

Calc (in $)

20 * 95% + 70*50% + 30 * 50% + 35*90% + 25*60% + 35*60%

* total human resource budget is 200$ approx 150 employees.

So out of 4500 employees best 150 are to be taken.

Average turnover is 5% , which is merely managable.

Strategy

* first find out the area of excel required for employees who were to be appointed.

* since budget is not huge and expectation of costs to increase 30 % irrespective of budgets , choose the colleges producing best students in the locality nearby teleprofit centres

? this decreases stay costs as in case of outside employees. Trainees coming from their own homes decreasing maintainance costs of company

? opt experienced individuals may / may not be from training dept / sister like departments who can pull off to give best training based on both their knowledge and experience.

? choose any recent joinees as fresh and young blood can work for more hours and associate them under the guidance of experienced senior. This creates balance among knowledge distribution for training.

? do this process parallel to recruitment. Such that by the time freshers enter training doors sophisticated teams will be ready.

* placemental recruitments have to be done under assistance of relevant dept elderly knowledges would serve advantage.

* treat new applicants / joinees as like your customers

* analyse cost / benifit on every few hires.

* hire free lancers / part timers where doesnt require full time employees.

* appoint training dept ppl as supervisors for certain group which creates better understanding and less time.

* new joiness become employees after 9 months training. Meanwhile do other set up requirements in opted expansion units.

Execution / implementation of strategy

* mere making of strategy doesnt serve the purpose.

* consistent execution of formulated strategies by respective assostants / supervisors is required.

* training should be included with regular tests to ensure knowledge perfection.

* existing experienced employees who are to be appointed as heads of new teleprofit centres are to be given special meetings and repeat the existing policies and modifications to be made. Such that they can pull off performance from new centres.

* a eye on expertise of trainees to be calculated and as per the results position of employment should be ensured.