HR Planning Discussion: A Staffing Plan with a Big Impact

This assignment is a discussion board post addressing HR planning in small businesses, specifically focusing on a financial advisory firm. It analyzes the importance of HR planning regardless of company size and evaluates the timing of Robert Reed's hiring strategy in relation to his firm's growth. The post reviews options for avoiding labor shortages, considering the unique attributes of a financial-planning business, such as confidentiality and direct client contact. Additionally, it suggests recruitment sources for hiring a certified financial planner, emphasizing the value of placement agencies and internships to find qualified and adaptable candidates. The discussion demonstrates critical thinking by applying HR concepts to a real-world scenario and providing practical recommendations.

name of student:
name of college:
authors note
Running head: STAFFING PLAN

STAFFING PLAN
Discussion
a. As stated by Naznin& Hussain (2016) a company is never too small to need a secured
Human Resource Planning since all companies irrespective of their size operate in the
markets to achieve certain business goals and objectives. Human resource planning helps
in understanding the needs of a company and eventually formulating a plan for meeting
them.
b. Robert Reed planned his hiring approach at suitable time during firm’s development as it
allowed him to determine future goals and objectives of the firm besides discerning the
qualities he was seeking from the newly recruits. Moreover, the hiring strategy was
framed at suitable period further allowing the new employees in making contribution in
the company’s growth, which was in the growth stage when the hiring strategy was been
planned.
c. The options for avoiding labors shortages are as follows:
Overtime- It involves working overtime by employees during excessive work pressure and it
would have been appropriate for Robert Reed as he had only a single employee at that time, so
this option would have helped him to reach to goals of growth.
Temporary Employees- It involves hiring employees on a temporary basis but it would have
been in-effective for Robert Reed as it would have increased the expenses of the company.
Outsourcing- It involves outsourcing the tasks of the firm to other locations but it would have
been in-effective for Robert Reed as it would have decreased the quality of work.
Retrain employees- It involves retraining the employees of the company but it would have been
in-effective for Robert Reed as there was only 1 employee working for the firm with multiple
responsibilities.
Turnover reductions- It involves reducing the turnover of the company but it would have been
in-effective for Robert Reed as it would have impacted the profitability of the company.
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STAFFING PLAN
Technological innovation- As stated by Ho (2016) it involves adopting new technological
advancements for boosting productivity but it would have been in-effective for Robert Reed as it
would have required human intervention.
The attributes of a financial-planning business that might be significant are need for
confidentiality, direct contact with client, requisite for adaptability, need for knowledge and
experience and need for honesty.
d. The sources which I would suggest to Robert Reed regarding hiring a certified financial
planner is placement agency from where Reed can hirea qualified individual working in a
reputed financial planning firm as an intern for a considerable amount of time.This would
ensurethat the new recruit hired would be certified in nature and also have a desire to
learn and quickly adapt to new working conditions as he would have prior experiences.
References
Ho, P. H. K. (2016). Labor and skill shortages in industry. Engineering, Construction and
Architectural Management, 23(4), 533-550. doi:http://dx.doi.org/10.1108/ECAM-12-2014-
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Naznin, H., & Hussain, M. A. (2016). Strategic value contribution role of HR.Vision, 20(2), 135-
138. doi:http://dx.doi.org/10.1177/0972262916637274
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