Running Head: A STAFFING PLAN 1

A Staffing Plan

Edward Charfauros

Human Resources Management MGT/431

May 9, 2012

Arlene McConville

A STAFFING PLAN 2

A Staffing Plan

Organizations use human resources to process staffing plans to meet organizational

objectives in accordance to its strategies involving evaluation, forecasting, goal setting, program

implementation, and strategic planning. Identifying employee numbers of an organization

requires meeting its objectives remains an important process of steps.

Organizations forecast determine if specific areas supply and demand suffer labor

shortages or is abundant with surplus. Strategies require handling labor shortages and surpluses

including lead indicators and trend analysis. Organizations use lead indicators (objective

statistics) to predict labor demands including competition, inventory, sales, technology, and

workforce trends. An organization conducts a trend analysis to apply statistical models that

assist in predicting future labor demands in comparison to the previous year statistics.

Hiring People for Customer service, Distribution, Finances, Marketing, and

Operations

Setting goals and planning strategically deals directly with the labor supply and demand

analysis. Goals are desirably specific with timetable indications to accomplish an outcome and

achieve results for optimal benefit. Strategies are options to either reduce a labor surplus or

avoid a labor shortage. Demotions, downsizing, early retirement, stagnate hiring, pay reductions,

retraining, and transfers are various options Ilikai Bar & Grill chooses to apply upon labor

surplus.

However, during a labor shortage, Ilikai Bar & Grill may option to implement external

hires, technological innovation, temporary employment, and turnover reductions. Introducing

overtime and retraining personnel after transfer is an idea worth pursuing. Downsizing and

offering early retirement appears to be effective for the Ilikai Bar & Grill during labor supply

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reduction. Outsourcing through contracting and offering temporary work to part-time employees

during peak seasons appears to be a common method upon resolving labor shortages. Potential

employees providing knowledge, skills, and talent increase an Ilikai Bar & Grill’s superiority

through core competency and customer benefit while strengthening the organization.

Implementing a program and evaluating it is a processing step within the human

resources staffing plan. Progress reports illustrate strategies and implementation involves

technology as data systems continue tracking employee’s progress, skills, and training. Ensuring

the organization meet its hiring criteria and avoiding labor shortages and surpluses remains an

important evaluation process. Desirable and undesirable outcomes require documentation

determining which processes lead to goal success or objective failure.

According to the evaluation processes Ilikai Bar & Grill requires 61 employees. The

restaurant will consist of one general manager, four restaurant managers, one executive chef, one

financial manager, one accountant, and three kitchen managers. Within the restaurants kitchen,

eight line cooks, six dishwashers, and four preparation cooks will operate the kitchen efficiently

effective. Within the dining areas of the restaurant six bartenders will attend the bar, 16 servers,

and eight back waiters will provide and remove the food and dishware. A floor cleaning

company will be brought in nightly daily base on a written contract. One marketing manager

will handle marketing, sales, and organization image within public. One human resources

manager to handle personnel benefits, employment documentation, attendance history, and

provide personnel guidance with federal and state law and regulations and organization policies.

Each position requires extensive background research for verification and acceptance

upon employment. Orientation by specific managers will describe each position and explain the

responsibilities of the position prior to beginning work.

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Strategy Development for Recruiting Appropriate Applicants

According to job analysis and design, Ilikai Bar & Grill determines specific employees it

wants. Using this knowledge, Ilikai Bar & Grill recruits and hires employees. According to the

webpage, recruitment: an overview upon CIPD’s website (2012). “Recruitment is the process of

having the right person, in the right place, at the right time. Recruitment is a critical activity, not

just for the HR team but also for line managers who are increasingly involved in the selection

process” (what is recruitment section, p. 1, para. 1).

Ilikai Bar & Grill uses internal sources, such as databases, job postings, and management

referrals for recruiting and promoting for the company. External sources such as colleges and

universities, direct applicants, help want advertisements, Ilikai Bar & Grill’s website, job and

career websites, private and public employment agencies, and referrals. Internet recruiting

benefits Ilikai Bar & Grill and its potential employee. Ilikai Bar & Grill posts job openings,

receives applications, résumés, and voice messages. Additionally, potential employees benefit

by researching the Ilikai Bar & Grill’s history, profile, position availability, and résumé

submission. The Internet remains as an excellent recruiting source Ilikai Bar & Grill.

Selection is the process the Ilikai Bar & Grill identifies applicant’s qualifications for the

position of employment. Moreover, identifying the potential employee’s abilities,

characteristics, knowledge, skills, and other attributes that will assist the Ilikai Bar & Grill

achieve its goals and objectives. Organizations create selection decisions to add employees to its

staff and transfer current employees to new opportunistic positions.

Approaching and selecting potential employees involve different alternatives. Ilikai Bar

& Grill actively recruits from a variety of external sources, such as college events, Internet job

postings, job fairs, and newspaper classified want ads. Other organizations favor promotions

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from within, current employee referrals, and in-house position availability for people possessing

the necessary skills.

To achieve high-performance at the Ilikai Bar & Grill, it recruits and selects employees,

which will thrive passionately within the restaurant setting. These chosen employees remain

enthusiastic about performing in the culinary arts, contributing to teamwork, empowering people,

and sharing knowledge with coworkers. Creating and cooperating in a team are characteristic

qualities playing a role upon the selection decision process. Selecting the right people for the

right position remain key elements for a high-performance work system at the Ilikai Bar & Grill.

According to chapter 16 within the book, fundamentals of human resource management

second edition by Gerhart, Hollenbeck, Noe, and Wright (2007), “a high-performance work

system places employees in work teams where employees collaborate to make decisions and

solve problems. Individual employees also may be empowered to serve on teams that design

jobs and work processes” (job design section, p. 543, para. 1).

Human resource management prepares new hires for the jobs the new employees apply

for. Human resources department personnel assist organizations with recruiting and selecting

people with qualifications. Career management, development, and training ensure new hires are

able to perform effectively in both current and future positions within the organization.

How The Chosen Strategy is Legally Compliant

Legally, organizations require avoiding discrimination by providing employees access

with equal opportunity employment and constitutional rights during recruitment (selection

process). Organizations require having a plan of affirmative action for a workforce utilization

review comparing employee proportions within certain groups representing relevant markets of

labor. Strategies are in place for recruiting appropriate applicants adhering to Major EEO Laws

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and Regulations. A majority of laws protect employee’s constitutional rights defending

employees against discrimination of age, disabilities, ethnicity, gender, marital status, military

service, national origin, race, religion, and sexual orientation.

Plans, recruitment, selection, and placement remains as a critical role upon the process of

human resources staffing. Attention to detail, organization, and strategy requires a success

guarantee in maintaining every functional area according to government compliance, company

labor standards, and regulations.

Conclusion

Staffing remains an ingredient toward Ilikai Bar & Grills thriving success and economical

survival. Planning, calculating, and recruiting are requirements in creating an effective staffing

plan to bring in qualifying candidates for the correct positions. Effective methods for recruiting,

laws obedience, and employee fair treatment also remain imp-ortant. The manager remains key

upon over watching the Ilikai Bar & Grill’s business and aiding the teams within resolving

complex problems and situations. Ilikai Bar & Grill follows both federal and state laws and

regulations when staffing.

A staffing plan selects and assembles a staff to create teams to accomplish specific jobs.

Many factors are in consideration, such as staff acquirement, number of hires, and job skill

requirements. The new hires possess the skills to service food, operate the bar to serve drinks,

and manage the restaurant. Employees will train consistently keeping his and her skills keen.

According to law, the Ilikai Bar & Grill organization remains as an equal opportunity employer

providing a safe and fair working environment.

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References

CIPD. (2012). Recruitment: an overview. Retrieved from

http://www.cipd.co.uk/hr-resources/factsheets/recruitment-overview.aspx

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R. A. Noe, J. R. Hollenbeck, B. Gerhart, and P. M. Wright. (2007). Fundamentals of Human

Resource Management, Second Edition. ISBN: 9780072934250 Author: Raymond A.

Noe, John R. Hollenbeck, Barry Gerhart, Patrick M. Wright copyright © 2007.