Staffing Plan

This document discusses different staffing models, such as staffing quality and staffing organization, and their impact on the hiring process. It also addresses legal issues in recruitment and provides strategies for dealing with employee turnover. Additionally, the benefits of succession planning are explored.

Running head: STAFFING PLAN 1
Staffing plan
Student’s name
Name of institution
Date

STAFFING PLAN 2
There are different types of staffing models that help in recruiting new employees. These
models are staffing quality, staffing quantity, staffing organizations, and staffing system
constituents. The two most appropriate staffing models are staffing quality and staffing
organization.
Staffing quality involves hiring the most qualified people for the job; the person needs to
have the required qualifications, experience, and skills to match the situation, this will lead to a
positive effect on human resource results of employee retention, satisfaction, commitment, and
work performance. Using this model will have a positive impact on the contract of making the
surveillance cameras, and the contact will also be extended because the recruits for the job are
competent and have matched the job requirements. They are familiar with this kind of
technology and have the skills and experiences needed to make the desired cameras, and this will
promote efficiency in the process. (Haas, Vlasses & Havey, 2016)
Staffing organization requires the recruit to abide by the organization’s values; they
should have good behaviors and positive attitudes such as honesty and hardworking. They should
be flexible and can perform a different kind of jobs, the organization seeks to employ people
who can perform the new tasks without looking for other employees, and they should be ready to
work on overtime to achieve the set goals. This model will affect the contract positively as it will
only recruit employees that have to meet the qualifications of the new job, have task flexibility,
have values required by the organization and a positive attitude that will give results of quality
performance, satisfaction and commitment (Zhang 2016).
Some of the legal issues that I may encounter in the process of hiring the new staff
members are: accusations of discriminations by applicants who did not qualify to secure the job,
accusations of hiring people on tribal basis, allegations of getting bribes from some applicants

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for them to secure employment and to favor friend over other applicants. To achieve
transparency during recruitment I would start by setting the expectations, brief all applicants
before the day set for the interview, and I would be fair to every candidate in the course of the
conversation and give feedback to every candidate after completing the interview. I would also
ensure that I have followed all the state rules of employment.
When identifying, analyzing, and developing a task statement and job requirements, one
has to:
1. Create a list of a specific task,
2. Create another list of job responsibilities including other associated tasks and
3. Create a list of specific qualifications.
These job description should be reviewed anytime there is an extra job or when the
company wants to recruit a new employee. This is to make sure that the employees clearly
understand their responsibility and expectations of their employers and also to help in picking the
best candidate (Fine & Getkate 2014).
Employee turnover is when employees decide to leave their jobs for some reasons. The
human resource manager has to find ways to deal with high employee turnover because hiring
new employees may be costly.
1) The HR may decide to use different methods to do so, one of which being
offering excellent pay, employees need enough money to meet their basic needs
and luxuries, and they must, therefore, be paid well to avoid looking for better
employers with better pay Newsham, Veitch, Zhang & Galasiu 2019)

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2) The HR must also ensure that the right people have been hired, if people matching
the job position are employed, they are likely to enjoy their work, and they have
the required skills for the job, therefore, will not experience difficulties in
performing their tasks thus reducing the turnover rate (Gibbs, MacDonald &
MacKay, 2015).
3) Succession planning is another method of dealing with employee turnover; the
HR trains employees to be ready for promotion just in case there is a management
turnover.
Succession planning has a number of benefits such as: the organization is able to plan for
the future, conserve the organization’s brand identity, it give a ground for development and
training, helps in pointing out the best future leaders, protect the business from collapsing once
there is a management turnover and helps in the growth of the market. (Gilding, Gregory&
Cosson, 2015).
In conclusion, different types of staffing models include staffing quality, staffing
quantity, staffing organization, and system staffing constituents. Several legal issues may be
encountered while recruiting new employees and HR should, therefore, have a method of
achieving transparency when hiring new employees. Employee turnover may affect the business,
and therefore directors should come up with plans to deal with it. Succession planning is one
way to deal with employee turnover and has several benefits to any organization Rahadi,
Cakranegara & Claudia 2018).

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REFERENCES
Fine, S. A., & Getkate, M. (2014). Benchmark tasks for job analysis: A guide for functional job
analysis (FJA) scales. Psychology Press.
Gibbs, C., MacDonald, F., & MacKay, K. (2015). Social media usage in hotel human resources:
recruitment, hiring, and communication. International Journal of Contemporary Hospitality
Management, 27(2), 170-184.
Gilding, M., Gregory, S., & Cosson, B. (2015). Motives and outcomes in family business
succession planning. Entrepreneurship Theory and Practice, 39(2), 299-312.
Haas, S. A., Vlasses, F., & Havey, J. (2016). Developing staffing models to support population
health management and quality outcomes in ambulatory care settings. Nursing Economics, 34(3),
126.
Newsham, G. R., Veitch, J. A., Zhang, M. Q., & Galasiu, A. D. (2019). Comparing better of
Employees in the Family Businesses of Tasikmalaya. International Journal of Family Business
Practices, 1(2), 139-150.
Rahadi, D. R., Cakranegara, P., & Claudia, G. (2018). Case Study of Recruitment and Selection
Zhang, Y. (2016). A review of employee turnover influence factor and countermeasure. Journal
of Human Resource and Sustainability Studies, 4(02), 85.