Premium Essay

Strategic Staffing

In: Business and Management

Submitted By kimspot35
Words 1603
Pages 7
Training and Development to Prepare Future Leaders
Kimberly Farmer
Kimberly.Farmer@live.com
Keller Graduate School of Management
Professor Carden
March 29, 2015
HRM 594

Introduction
This paper aims to show the relationship between development and training and how these concepts can be used to prepare future leaders. I will delve deeper into the differences between training and development and when each concept should be used and for what type of individual. Furthermore, a detailed look into succession planning, the pros and cons and how it can be effective in the long term success of an organization.
Approach
Failure to plan for the future can be devastating to a company. According to a recent study by Egon Zehnder International, “the number of managers available to step into leadership roles will drop dramatically in the coming years.”(Developing Future Leaders: The Importance of Succession Planning | The Glasshammer)
One would guess why that it so? Well, in my opinion, it is because there is a lack of highly trained and developed managers that are ready and able to fill the positions. This means that recruiters are going to have to become more creative to find the talent internally, because hiring from the outside will become more costly and slightly more difficult.
“Historically, companies only considered leadership development a priority for top executives. Market issues are beginning to change this mindset and more and more organizations are starting to think more widely and deeply about their talent.”(“Developing Future Leaders: The Importance of Succession Planning | The Glasshammer”) With that being said, training employees will only be the beginning, not the be all end all to their learning with a company.
In my research of this topic, training and development in conjunction with succession planning. I found that there are plenty of…...

Similar Documents

Premium Essay

Strategic Staffing Manual

...HRM410 Course Draft and Final Version REQUIRED Template Student Name: | Jerry Seidl | Instructions: * Use this required template for the Week 3 Draft of your project (your Handbook below must be 25% completed for full-points consideration) and 100% complete for the Week 7 final version. * Remember, this is a Staffing Handbook, not an Employee Handbook * Remember that no more than 10% of the completed Handbook can be from borrowed material (so plan accordingly on any borrowed material used in the draft). The majority of the Handbook must be original—meaning written by the student. ALL sources used (textbook, Internet, etc.) must be cited via proper APA citations (both in-text with quotation marks and a References section). This includes any forms or samples in the Handbook. Everything in the Handbook will count towards the “no more than 10% borrowed” requirement, including forms. It is advisable if you create these yourself. * See the Course Project tab for lengthier descriptions of each section. The specifics of the requirements of each section are NOT included here. * Text font can be no larger than 12. * You do not need to include a table of contents. * Be sure to insert your fictitious company name, where needed, in the Handbook below. * Your Handbook must be full 10-12 pages (not including this page, the cover page, or any reference page), double-spaced. You may single-space any forms or samples you create. * Note that the spacing placed......

Words: 1585 - Pages: 7

Premium Essay

Staffing

...HUMAN RESOURCE MANAGEMENT (STAFFING STRATEGY) Submitted to: Prof. Cresilda M. Bragas Submitted by: de Leon, Beverly A. BSBA MM-2-1N ENGAGING OUR PEOPLE BPI’s long-term success depends on the quality of our workforce. Their innovative ideas, passion and commitment over the years provide value and help sustain our gains in customer satisfaction. The engagement of our employees is one of the strongest examples of how BPI’s business strategy is inextricably linked with sustainability. People are the greatest asset in an organization. At BPI, this statement happens to be more than just a truism. We believe that the business of banking is more than just financial intermediation – rather, it is the simple translation of customer understanding into creative financial solutions, a process that starts and ends with our workforce. Attracting, training, and retaining the best and the brightest employees is not only a business concern for BPI but a key to our sustainable success. To this end, the Bank focuses on creating a work environment which induces a wide variety of people to work enthusiastically. Fostering equal opportunities We continue to ensure that men and women have equal opportunities to work and advance their careers in BPI. Rewarding performance Throughout their employment with BPI, our employees undergo regular performance evaluations based on their individual accomplishments vis-a-vis their responsibilities, as well as that of......

Words: 3877 - Pages: 16

Premium Essay

Strategic Staffing & Diversity

...| | | Strategic Staffing & Diversity | | | | | | | | | |Alexia Huggins | |alexiahug@yahoo.com | | | |Keller Graduate School of Management | |Professor Brey ...

Words: 3385 - Pages: 14

Premium Essay

Strategic Staffing

...Case 1. One of the most exciting parts of growing up is becoming financially independent and this seems to be the case with maria. I think that Maria might get approved for a credit card but the credit limit will be the min of $300 dollars but still the best approach would be to have the parents as co-signers. The advantages of having a credit card for a college student would be to use it for certain necessities. Students need to be careful how they will spend the credit cards. Of they are going to use it they need to have a plan in mind but this would be one of the disadvantages that not all the student think thorough about all this. Some would spend it on thing that they would not need. Many college students need to live far away from home and they cannot always depend on their parent so the credit card would be an advantage item to have or if they have a flat tire and need replacement. Building credit history is another advantage. Disadvantage would be the young people have no experience and financial experience. College students should only have 1 credit card because they might end up into financial situations and ruin their credit score. If you keep one its easy to spend the money on the card and also able to pay back the balance. Credit cards can be very useful tools but everyone needs to do the research which one is the best. The carrying balance on the card needs to be regularly present and with minimum payment so you wont be paying in full. What the rate......

Words: 303 - Pages: 2

Premium Essay

Strategic Staffing

...Administration The administration of a staffing system involves: • The creation of a staffing structure – The type of staffing organization can vary greatly from one company to another. How the staffing function is structured depends on the company's size, type, strategy, budget, and staffing needs. In small organizations, all staffing may be handled by the owner or general manager. In mid-sized organizations, one or more HR generalists may be responsible for handling staffing along with a variety of HR duties. In large organizations, complex staffing departments with dedicated professionals may be created to handle extensive staffing needs. Other key decisions include the option of having a centralized or decentralized staffing function (discussed previously in this course) or whether to outsource some or all staffing functions. • The establishment of written policies and procedures to manage the staffing system – Established guidelines help to keep the staffing system operating according to the staffing strategy. When there are clear, consistent policies and procedures to follow, the intent of the staffing function is clear. This keeps everyone playing by the same rules with the same focus in mind. • The selection, implementation, and administration of staffing system technology – There are many types of technology available to help make the staffing function more efficient and effective. The careful consideration of staffing related technology can help ease the......

Words: 322 - Pages: 2

Premium Essay

Strategic Staffing Chapters 1-6

...Chapter 1 - Why is staffing important? - Staffing for competitive advantage – employees affect the CA Staffing therefore plays a central role in creating and enhancing any organization’s competitive advantage - What is strategic staffing? Future-oriented and goal-directed ways, support business strategy and enhance organizational effectiveness. Into, thru, out. - Traditional staffing: reactive, no improvement; Strategic – aligned - Seven components of strategic staffing: workforce planning, sourcing, recruiting, selecting, acquiring, deploying, retaining - Primary staffing goal is to match the competencies, styles, values, and traits of job candidates with the requirements of the organization and its jobs. Chapter 2 - Resource-based view of the company - Focuses attention on the quality of the skills (more intelligent and flexible than their competitors; exhibit superior levels of cooperation and operation) of a company’s workforce at various levels, and on the quality of the motivational climate created by management. - Five Requirements of a Competitive Advantage: Resource must be valuable, rare, not easily imitated or replaced, company must be organized to exploit resource. - Competitive advantage – edge over rivals; no competition, no rivals. Give customers superior value for their money (quality, service, price) - Business strategy – how to compete? Cost leadership (operational excellence), differentiation (product innovation), specialization (customer......

Words: 841 - Pages: 4

Premium Essay

Strategic Staffing Smart Goals

...STRATEGIC STAFFING BUS 274 E Instructors: Jolie Wist and Suzie Johnson Student: Jennifer Restivo Due: Jan. 14, 2015 Assignment 1: Chern's Strategic Staffing Process Goal: Create seasonal/temporary positions and attract a sufficient amount of qualified student applicants. Outcome Goal: Staff future managerial positions with qualified and experienced candidates. SMART GOALS SPECIFIC: Implement a hiring strategy for temporary and contingent workers primarily targeting students who are aspiring to take on managerial roles. Offer them sufficient time to learn the basics and core values of the company while continuing their education. Create good relations and offer mentorship to high potential candidates that in turn will lead to future experienced and loyal employees. MEASURABLE: The Human Resource department will offer student employment opportunities in 10 selected areas in the first year. In year 2 they will expand to 10 more selected areas and double each year thereafter. By year 5 all Chern's store locations will offer student employment opportunities. ATTAINABLE: Prepare current employees with a more suitable training program for incoming students that will help them efficiently progress within the company. Human Resources will advertise and locate students with relevant skills and high managerial potential through sourcing and recruiting within educational institutions. RELEVANT: Hiring students with managerial prospects will prepare excellent future......

Words: 271 - Pages: 2

Premium Essay

Staffing

...Inadequate nursing staffing levels are known to influence on patient’s rate of complications, falls, medication errors and overall patient’s conditions. American Nurse Association found that 54 percent of nurses on medical unit report that nurses are not spending enough time with patients. Because nursing labor cost consumes the largest fraction of budget, many hospitals trying to save money by requiring nurse to work longer hours and care for more number of patients. This short-sight solution not only creates heavier work load to staffs but also threatens patient’s safety. There are no absolute answers to determine nurse to patient ration because it affected by variety situations and acuity of patient as well as units. However, since appropriate nursing staffing affects the patient and nurse mentally, physically and medically but also the financially, this issues must be addressed by Registered Nurses when one encounter with unsafe nurse-to-patient ratio. Nursing Staffs for Patient’s Safety When RN encounters with inadequate staffing, one must notify to direct supervisor because unsafe staffing is an important factor that threatens patient’s well-being. Management becomes accountable to provide adequate staffing for the nurses and the patients. Hospital faces the challenge to reconcile between their own needs and patient’s safety by providing enough nursing staffs. It would be easier if management incorporate collective factors into the staffing plan......

Words: 305 - Pages: 2

Premium Essay

Strategic Staffing

...Strategic Staffing Page 1 Strategic Staffing HRM 600: Human Resource Planning Professor Deroeck Megan Purdy Mpurdy77@gmail.com March 23, 2015 Strategic Staffing Page 2 In today’s business world, there are constant changes taking place that includes the process of staffing. Staffing has often been thought of as a reactive process, in that when an employee quits or is let go, Human Resources must immediately go through the process of filling that position. The hiring process has certainly evolved over time and has become somewhat more complex. To be effective in staffing, the organization needs to offer their support to the Human Resources team to engage in new and innovative methods of strategic staffing. In most organizations, the Human Resources department should be providing information concerning the staffing strategy and then be responsible for developing particular processes to be able to support the strategy. A typical staffing strategy should include the following parts or guidelines to be most effective: Overview, Alignment with the Goals and Strategy of the Organization, Filling Open Positions, Balancing the Staff, Meeting Diversity Goals, Retention of Employees, Development and Training of Employees and Workplace Environment. (Mochal, 2003) The overview will be an area that will define any important trends in the industry or particular factors that will affect staffing. The aligning of goals and strategy of the......

Words: 1499 - Pages: 6

Premium Essay

Staffing

...Week 4 Assignment 2: Staffing Organizations Part 2 XXXX Strayer University XXXXX Staffing Organizations August 18, 2014 Staffing Organizations Part 2 Introduction The aim of this paper will outline the strategy and recruitment plan that can be utilized to implement a strategic workforce for the coffee shop initially and throughout the next three years. The implementation and creation a communication message (realistic, brand, or targeted) to attract applicants to the open positions are executed. In addition, the selection of the communication medium for the recruitment effort and explanation as to why the method was chosen over others are addressed. The selection processes are utilized for the coffee ship and the identification of the advantages and disadvantages using the process are outlined. The paper will also propose the types of initial and substantive assessment methods are used to select external candidates for each position and explanation of how the assessments align with my staffing strategy. Identification the predictors that are used to assess KSAOs are also defined. Recruitment Plan For triumphant implementation of the recruitment plan, it is critical for the coffee shop a recruitment strategy put in place. Implementation of the strategic recruitment plan will utilize internal and external resources so that victorious work territory can be expanded with the assistance of performance based possibilities, strategic management, skillful......

Words: 1460 - Pages: 6

Premium Essay

Hrm 594 Strategic Staffing

...Because It is the most dynamic and Technology driven area in any business.  Supply Chain Management is not a division in any company, rather it is a function of it. And I do not like to stick to any particular area. I want to explore more and more, and SCM gives that opportunity. SC professional gets a chance to work with market of Raw material, Purchasing, Production, and ,Distribution, Logistics, and market of Final Goods. Internet Staffing Methods vs. Traditional Methods HRM 594 Strategic Staffing Keller Graduate School (DeVry University) September 17th, 2013 We live in an era of technology that is changing the way the traditional workplace operates. Within the last two decades, dependence on technology as a means of conducting business has caused human resources to increase its recruiting functions from utilizing print media to posting vacancies on the Internet to attract prospects. Such practice improves the time it takes to hire a candidate, eliminates steps in screening and overall saves on costs that traditional method drained from a company’s budget. From the job seeker’s perspective, the hiring process is greatly enhanced. “In our fast moving society we no longer want to wait for Thursday's paper, which contains the appointments section, nor do we want to post our CVs in the mail the following day, then wait for weeks for a reply” (Online Recruitment Marketing Counsel, 2003). The use of the Internet means the entire world has access......

Words: 4007 - Pages: 17

Premium Essay

Components of Strategic Staffing

...Employee Recruit, Select & Ret Hypothetical 1 Components of strategic staffing Workforce planning is the process of predicting an organization’s future employment needs and assessing its current employees and the labor market to meet those needs. Usually involves both the hiring manager and a staffing specialist. Can be short-term and focus on an immediate hiring need. Can be long-term and focus on the organization’s needs in the future. Workforce planning is better strategically the more it addresses both the firm’s short- and long-term needs. Sourcing and Recruiting Talent. Sourcing: locating qualified individuals and labor markets from which to recruit. Recruiting: all organizational practices and decisions that affect either the number or types of individuals willing to apply for jobs and accept job offers. Sourcing identifies people who would be good recruits. Recruiting activities entice them to apply to the organization and accept job offers, if extended. Selecting and Acquiring Talent. Selecting: assessing job candidates and deciding who to hire (Operates in a strong legal context). Acquiring: involves putting together job offers that appeal to chosen candidates, and persuading job offer recipients to accept those job offers and to join the organization (Negotiations usually result in employment contracts). Deploying Talent. Deploying: assigning talent to appropriate jobs and roles in the organization (Succession planning and career developments enhance......

Words: 692 - Pages: 3

Premium Essay

Strategic Staffing at Chern's

...Human Resource Planning Assignment - 1 Due Date: 14th March, 2016 CHAPTER 1: STRATEGIC STRAFFIN In this chapter, you learned that the strategic staffing process guided by hiring goal that are clearly linked to an organization's strategies and objectives. The goal of strategic staffing is to enable the organization to better execute its business strategy. There are two types of staffing goals: process goals and outcome goals. Process goals relate to the hiring process itself, and outcome goals apply to the product of the hiring effort. Table 1-2 gives examples of both types of staffing goals, and Table 1-3 gives you some questions to consider in setting appropriate staffing goals. Your consulting assignment for Chapter 1 is to identify realistic long-term and short-term process and outcome goals for staffing of sales associate positions at Chern's. Be sure to relate your goals to the firm's business strategy and explain why each is important and should be adopted by the company. CHAPTER 2: BUSINESS AND STAFFING STRATEGIES In this chapter, you learned about how a firm's business strategy and talent philosophy shape its HR strategy, which then influences the firm's staffing strategy. After Ryan and Ann learned about this process, they felt that the company needed to develop a more formal talent philosophy of its own to shape its HR and staffing strategy. They have asked you for your recommendations. Chapter 2 and Tables 2-4 and 2-5 should help you identify key......

Words: 425 - Pages: 2

Premium Essay

Strategic Forecasts and Staffing Formulatio

...“Strategic Forecasts and Staffing Formulation” Bosch Group requested an EMP for Kazakhstan in line with the annual strategic long-term planning (eight years). This plan’s purpose is to predict the demand for all levels of staffing for all divisions with using staffing sources such as, expatriates, MDP, JUMP and some external hires. The Kazakhstan operations are divided into four specific products division including gasoline Bosch-Rexroth, security systems and diesel motors each located in separate production sites. Each of these separate functions units are different stage of product maturity. All but one, diesel, has small or no growth. This is because the domestic labor market for qualified managers and specialists is small due to lack of education, lack international experience and the production sites are not an attractive location to Bosch's pool of willing expatriates. Another issue is that higher management positions are solely filled by expatriates. The solution might be, Bosch could expatriates local qualified employees to Germany since a successful manager in this country must be fluent in Russian, which is the language primarily used in business in Kazakhstan and must further be sensitive to the culture of a country with diverse ethnic groups and a strong Islamic and Russian Orthodox community. The firm should also recruit through MDP and JUMP in Germany. In the meantime, expatriates should be encouraged to take a placement in this country by means of......

Words: 298 - Pages: 2

Free Essay

Strategic Staffing for Gateway Inc.

...after the sale of each and every personal computer. In order for the company to meet this goal, it was necessary to hire enough people to support the growth of the organization and this is when the hiring frenzy began. The organization advertised employment positions in newspapers and trade magazines hoping to generate enough responses to meet the demands of the growing sales and support operations of which the result were overwhelming. This paper is generated to describe the results of an organization that under estimated the growth of the market that they were a part of and how the appropriate staffing strategies could have alleviated numerous issues that had to be dealt with when the market slowed down. In addition, the discussion of implementing the seven practices of successful organizations within the company will show where the strengths and weaknesses of staffing the business became evident. The Problem Gateway had experienced tremendous growth during the first decade of business operations because of the demand for inexpensive personal computers in both the home and office environments. The company operation began as a simple add on parts operation for Texas Instruments, but Ted Waitt's goal was to build computers himself and market them directly to the public through catalog and trade magazines. This idea was very successful because the customer base liked the idea of being able to custom configure personal computers to fit their needs. . ......

Words: 3038 - Pages: 13