Question

You are the new HR Business Partner at a medium-size organization and it is your job to create an original (not copied from the text or other sources) handbook with many of the tools needed in the strategic staffing process. The body of the project should develop the following staffing tools. Organize your paper through use of headings, which correspond to the following topics and tools:

1. Provide the brief background of your organization (you can use a real one or fictitious one.) Introduce the company to which the strategic staffing handbook applies. Talk about things such as the number of employees, years in business, strategic focus, mission, the types of positions this company has, and its purpose in the industry. End with a strong thesis statement that sets the stage for the rest of the handbook. In other words the last one or two sentences of this section should summarize what you plan to talk about in this document.
2. Define strategic staffing, as it pertains to your organization. (COs 1 and 2).
   Transition from the introduction where you talked about the company to talking about what the definition of strategic staffing is, why it's important to staff strategically and how you will go about making sure that strategic staffing happens in your company. You will cite things you use to help you develop the definition of strategic staffing. Explain how staffing structure, policies, practices, procedures, information systems, budgets and legal reporting requirements can be implemented as an integrated staffing management system to help organizations meet their strategic goals. At the end of the section, you need to transition into the job analysis section, where you discuss the importance of having job analysis in place in order to effectively staff the organization.
3. Job Analysis (CO 4). Identify the components of a complete job analysis (job content, requirements, competencies, compensation) and explain how the different parts of an integrated staffing management system contributes to each component. Explain how your organization will perform job analysis (i.e. method, timing, and who). If JA will be done differently at different levels of the organization, be sure to explain that difference.
4. Legal Aspects of Staffing. (CO 3) Given the possible vulnerabilities in today's litigious environment, identify and describe the laws and regulations that affect the recruiting and selection process. (Include at least 3 laws/regulations that pertain to recruiting or selection, and explain their pertinence to your company's strategy on staffing, in plain language geared to your middle managers and hiring managers).
5. Recruiting (CO 5). Describe the decisions involved in planning for effective recruitment, including sources (internal, external), types, and messages.
   After putting a job analysis in place for all positions in an organization, we know what we are looking for in regards to KSAs needed for a position when hiring. Given this information, you can discuss the method(s) for recruiting you would use. Discuss what method(s) you might use and the importance of the method(s) you have chosen. How would you use that method? Provide the rationale behind why that method is appropriate for your organization. In this section you would cite information related to what your recruiting method(s) are, and how they might be used. Your rationale may also be cited, but is likely that that is how the info is related to your company and thus would not be cited, as it is original work. You will also include an example of a position posting, as it may appear "on" or "in" the method you chose to recruit. This position posting is focused on one position in the organization, thus, this entire section can be focused on one position if you desire.
6. Selecting the right Candidates. (CO 6).
   After recruiting quality candidates, organizations have to decide what tools it will use to select the candidate(s) to hire. These tools consist of a variety of assessments, such as interviews, personality testing, among many others. All selection tools chosen, must be job relevant. What methods will you use to select the right candidates for your organization?
   1. Discuss the interview process your company will use during hiring. Discuss who will be involved, why, and provide a list of interview questions (at least 8) which are legal, non-generic, and specific to the position (you posted above) in the organization - develop these questions for the position you mentioned in the job posting earlier in the handbook. Explain to managers how to create similar questions for other jobs they will need to fill. If you use the questions from the Week 5 assignment, be sure they are specific to the job posted above.
   2. State what pre-employment tests and assessments will be allowed and used at your organization. Provide the names of at least three such tests or assessments, and provide details about their use. Explain the philosophy of the company towards these tests/assessments, and guide managers in their use. (i.e. performance, personality, honesty and integrity, background, criminal, drug tests, etc.). Please make sure to note which assessments cannot be implemented until after a conditional offer of employment. This section should include a balance of assessments (or selection tools) you will use both before and after an offer.
7. Performance Management (CO 7). Describe how ongoing evaluation and review contribute to the retention of successful employees. Identify and describe the method and process of job performance review your company will use. Provide instructions for calibration of performance appraisal across the company.
8. Retention. (CO 8). Retaining successful employees allows an organization to minimize the costs associated with recruitment and training of new employees, identify how workforce management practices (workforce team formation, more horizontal organizational charts, etc.) can affect effective staffing decisions that meet organizational needs for flexibility and encourage employee retention. Discuss the things your organization will put in place to help retain high quality employees.
9. Provide a closing summary to the paper. This summary should be directed to your instructor - summarize the main points and utility of the handbook you created, and provide information on what you found hard, or easy, about the assignment. What did you learn from this? What new ideas did you come up with? What would you like to find out more about?
10. In the end, you should have a Strategic Staffing Handbook that you can reference in the future. Build this assignment for yourself!

Answer 1

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Company - Amazon Manufactures

COMPANY BACKGROUND       

Amazon manufacturers is a company dealing with brewing of alcoholic beverages in the United Kingdom. The company has had financial constraints for some years which had led to its near closure but now it is back. The company has a total of 500 employees who work in shifts since the company operates 24 hour. The company focuses on being the leading company in brewing industry in the region in years to come. It has a mission to maximize the resource around and meeting customer’s expectations. The company has several working levels from the C.E.O, managing director, head of departments and heads of department, marketing director and other casual workers. The company has a purpose to provide the drink to the people and meet their demand.

The staffing strategy will cover areas concerned with the job analysis, the staffing strategy and the legal aspects of staffing.

OUR DEFINITION OF STRATEGIC STAFFING

Strategic Staffing is the process which involves definition and addressing of staffing imply-cations of the said policies operational plans in the manufacturing process. The policies revolve around the employees’ recruitment, promotion, retention and transfer. Strategic staffing is important as it helps in determining the progress of the company in matters of the workers. To come up with a resourceful strategic planning, we use the staff’s analysis outcome to determine which points in the company needs to change. The budgeting and the information systems in the manufacturing sector forms strong basis for proper staffing as one can coordinate the working as it is portrayed in the budget. Policies that govern the staffing revolve around the employee’s welfare. In order to staff strategically, we need job analysis in place as it helps determine how productive a worker is and is supposed to be to avoid resource misuse.

JOB ANALYSIS

Job analysis involves identification and determination of particular job details and requirements and the importance of the tasks involved in that job. Job analysis has components that are used to be able to come up with the required results. These components include: job contents which analyzes the kind of job involved and how it should be done, the job requirements from the workers which is the skills and knowledge in the particular field and the competence of the worker to be able to work in the field. Experience determines the staff`s competence.

The integrated staffing management scheme is useful in that it helps to evaluate the working of the workers and their impact on the company. When the workers are doing their best professionally, the production of the drinks will be high and hence high-income levels.

LEGAL ASPECTS OF STAFFING

During the recruiting process, the human resource puts into consideration various issues that will be of impact to the company`s operations. Brewing of the alcoholic drink requires qualified personnel who knows how to handle the chemicals that are used in the process failure to which they cause poisoning to the people. Education background also being a critical factor. The experience gained in the production process have an impact too as one is more competent that he can perform a particular task without difficulties. Laws and regulations are put in place to allow the staffing process to be fair among all the employees. Diversity of the worker impacts the company positively due to new ideas in the production and the marketing level to realize the best while maximizing the resources.

RECRUITING

The recruitment process involves a series of events that revolve around the identification of the need for workers, the requirements of the workers needed and the notification by the interested people to apply. The process is carried out by the human resource under free and fair terms to everyone.

Sample Posting

Sample posting is the process of notifying the public about the job vacancy, requirements and how they can apply for the position. The posting process is done in all available media that will be able to reach a vast number of the people so that we can get access to all the people to pick the best among them. The posting may be done through media, use of posters or short messages sent to people.

SELECTION

This is the process of choosing workers from a section of them by various procedures and aspects. The public after seeing the vacancy add, respond to it by sending the necessary documents and other requirement to the company. The human resource then plans for an interview date which is communicated to all of the applicants that have been shortlisted. Interviews are administered to all the candidates who had been called upon to be able to determine the best among the many. This is done through use of questions during the interview. Interview Process

This is the happenings that take place during an interview. The process used should be the same for all the candidates that appear during the interview without any discrimination be it race, nationality or any illegal act like corruption to acquire the job. A panel of the human resource and officials from the government body on beverage production should be seated before the time of the interview begins to save on time. Specialists in the alcoholic sector also will be among the personnel in the panel. There are various questions that the panel sets aside to be asked regarding the position to be offered in the company.

Interview questions

•    The candidate is asked to tell more about oneself.

•    What suggestion have you ever made in the beverage industry and was implemented?

•    What experience do you have with the drinks and beverage industry?

•    What is your greatest weakness in the industry and how to do you try to handle it.

•    What challenges are you looking for in this position and how will you take care of it.

•    Have you ever had a conflict situation with your boss or a working partner and how did you solve the issue.

•    Why do you want to work with us and not any other company?

•    What kind of salary do you want us to pay you?

•    Do you have any question for the panel?

Pre-employment Tests and Assessments

After an interview have been done and we are contented which candidate we want for our post, we need to test whether the person is competent with the job and so we conduct a pre-employment test. In the alcoholic drink production, care and caution is necessary and therefore there are no chances for trial. The employee is given a test to determine how skillful and knowledgeable he/she will have an impact on the company or the company will still operate as usual. The human resource and experts in that area assesses the results by the candidate to ascertain the outcome. Should the candidate pass this stage, the employee should be oriented into the company and how it works for one to be able to learn and cope with the terms and conditions.

PERFORMANCE MANAGEMENT

The management of the company is the basis of the progress of any enterprise. The performance of the workers on the other hand cannot be left to chance but rather should be monitored by the management in order to achieve the goal of the company with ease. Possible misuse of the company’s economy is prone to appear in areas where the workers are not monitored. The human resource has an obligation with the team to maintain workers discipline and productivity to ensure maximization of the human resource in the company. Every department is allocated a human resource assistant who makes sure the operation of the department is going as expected and that any kind of problem during performance is solved.

RETENTION

Retention is the act of keeping the employees in the company over a long time rather than changing the employees now and then. This cannot be achieved if the enterprise does not have measures to favor the employees. The company has had in the recent past being paying its workers in time which motivates them to work knowing that they are assured of a pay. The company also have platforms where we promote the employees by giving them promotions tokens at the end of every year and also provide allowances for tasks the workers perform on behalf of the company. Retreats and outings are also an activity in the company which encourages teamwork and the staffs are able to relate to each other well. With good worker to worker relationship, we are assured of high productivity, and we will compete competitively with the growing market.

CLOSING SUMMARY

Amazon manufactures is a dedicated company in the production of alcoholic drinks ensuring quality production to the consumers. Quality is our value. The company have had but we have been able to deal with them well and now the company is competing with other manufacturers. The company is aiming at being the leading alcoholic products producer in the United Kingdom and the regions neighboring. This will be achieved by the commitment of our employees and the management at large. The strategies put in place to handle the employee welfare will undoubtedly lead us there.