BUSI 443 Case Study: Workforce Planning and Telecommuting Staffing

This case study delves into workforce planning and employment strategies, specifically focusing on staffing for telecommuting jobs. The assignment explores various job analysis methods, recommending competency profiling for effective recruitment and differentiating it from traditional approaches. It outlines the recruitment and hiring procedures for telecommuters, emphasizing the importance of communication skills and instant decision-making abilities. The study also examines necessary changes to job descriptions, including the addition of language skills, duty hours, and wage information, and recommends implementing standard policies, IT support, and face-to-face interactions to ensure successful telecommuting work arrangements. The analysis emphasizes the importance of modern recruitment procedures and competency-based strategies for identifying potential candidates in the telecommunication sector. The student has provided the case study as a part of their assignment to Desklib.

Running head: WORKFORCE PLANNING AND EMPLOYMENT
Workforce planning and Employment
Name of the student
Name of the university
Author note

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Table of contents
Introduction......................................................................................................................................3
Discussion........................................................................................................................................3
Question1:........................................................................................................................................3
Question 2:.......................................................................................................................................4
Question 3........................................................................................................................................5
Question 4........................................................................................................................................5
Conclusion.......................................................................................................................................6
References........................................................................................................................................7

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Introduction
In order to introducing formalized structure in the workplace, preparing an effective
staffing plan can be considered as the important business function (Meymandpour & Bagheri,
2017). It is true that depending on the staffing method in the workplace, it becomes easier for the
companies to gain competitive advantage in the market. In the telecommunication sector, an
employees with strong communication skill so that proper relationship with the customers can
get improved. The purpose of this study is to shed light on different job analysis methods and
introduce effective recruitment process for improving the employee management system in the
telecommunication sector. By continuing this, the study has also focused on analyzing the nature
of job in the telecommunication sector.
Discussion
Question1:
Recommended Job analysis method and analyze how it is different from the traditional
approaches followed in traditional office environment
As stated by Nakrošienė, Bučiūnienė and Goštautaitė (2018), Job analysis can be
considered as the important function on the human resource department. In order to determine
the particular job duties, job analysis methods are very important. although most of the
companies follow the traditional job analysis method, however, there are several methods
namely job element method, technical conference, competency profiling and task inventory
method, which can bring significant impact in case of bringing the growth opportunities in the
workplace. Analyzing the situation in the large pharmaceutical Company, it can be suggested
that conducting the interview method following competency profiling the HR professionals can

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be able to manage effective job analysis method. Following the systematic approach, consistency
in employee performance can be maintained.
In case of traditional office environment, the interview method is being followed for
conducting a standard hiring process. However, in this case competency profiling will be done
by analyzing the CV provided by the candidates (Sarbu, 2018). This method is different as
following this method, it can be easier for the managers to analyze core abilities of the
candidates, which can help to identify the potential candidates. By continuing this, it can also be
said that following this job analysis method, it can also be easier for short listing the potential
candidates within few hours.
Question 2:
Procedure for recruiting and hiring a telecommuter. How the procedures are different from a
traditional office environment?
In case of a telecommuter, communication can be considered as the important skill,
which can ensure the performance efficiency. The telecommunication facility is being introduced
for developing the strong relationship with the customers. As stated by Nakrošienė, Bučiūnienė
and Goštautaitė (2018), In case of telecommunication’s job, three stages needs to be followed.
The first stage is recruitment, second is screening and third is selection. It can be recommended
that conducting interview, communication abilities of the candidates can be analyzed. In that
case, both the face to face and interview through call can be beneficial for identifying the
potential candidate.
As per my understanding in case of traditional job environment, both the written and
verbal tests are being conducted for analyzing the capabilities of the candidates. However in case

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of selecting the telecommunication, rather than focusing on the written test, employees abilities
are being judged based on their instant decision making capability. In case of selecting a
telecommuter the HR professional needs to focus on highly skilled employees so that the market
competitiveness can be properly gained. In that case, Educated and experience employees with
the strong personality is needed for the particular job position.
Question 3
Changes in job description in Exhibit 2.15
Analyzing the exhibit 2.15 job description it can be say that not only focusing on the
educational qualification the company main focus on communication skill of the candidate. In
this case in the job description it can be added that the person who is capable enough to do we
write and read in in English and more than three languages can we able to apply for this post. In
the job description duty hours and monthly wages for the job role can be added. Mentioning the
facility of both the part time and full time working hours the company can be able to easily drag
detention of potential candidate. By continuing this, Nakrošienė, Bučiūnienė and Goštautaitė
(2018) opined that in the job description, an advertising letter can also be published by adding
the contact details, so that interested candidates can easily contact with the HR professionals.
Question 4
Recommendations to ensure the successful implementation of a telecommuting work
arrangement
In order to introduce proper work environment in telecommuting, standard policies and
guidelines needs to be introduced by the company (Sarbu, 2018). Introducing the agreement
between the workers and the organization can help you to improve the internal relationship in the

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workplace. IT equipment support can be considered as the important component that can ensure
standard telecommunication process (Widera et al., 2018). On the other hand, managing the
telecommuting employees in proper manner face to face interaction with the employees is
important for managing the flexible working arrangements. In order to ensure the consistent
benefit in the workplace operational demand of individuals needs to be addressed
Conclusion
In this study, it can be concluded that introducing proper staffing is important for
identifying the core capacities of the employees in the workplace. Rather than following the
traditional hiring approaches, if the modern recruitment procedure can be adopted in selecting
the telecommuter, in that case potential candidate can be identified. By continuing this, it can
also be said that rather than following the interview process, if the HR professional of the
pharmaceutical company will adopt competency profiling strategy, it can help to introduce
betterment in the workplace.

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References
Meymandpour, R., & Bagheri, Z. (2017). A Study of Personality Traits, viz., Extraversion and
Introversion on Telecommuters Burnout. Telecom Business Review, 10(1), 1.
Nakrošienė, A., Bučiūnienė, I., & Goštautaitė, B. (2019). Working from home: characteristics
and outcomes of telework. International Journal of Manpower, 40(1), 87-101.
Sarbu, M. (2018). The role of telecommuting for work-family conflict among German
employees. Research in Transportation Economics, 70, 37-51.
Widera, P., Welsing, P. M., Danso, S., Peelen, S., Lafeber, F., Petit-Dop, F., ... & Haugen, I. K.
(2018). Recruitment procedure to maximise inclusion of progressors in OA clinical
studies using subjects from existing cohorts. Osteoarthritis and Cartilage, 26, S276.