Staffing Plan for a Day Care Business
A good staffing model is of practical importance to business (the company, the employees and the customers involved) as a human resource manager. Having a good staffing model helps build the image of an organization and increase its effectiveness in the services it is offering. A good staffing model is of much importance in implementing an organization’s strategies and boosting the performance of employees within a specific organization. Moreover, choosing an appropriate staffing plan for a business enables a human resource manager to save assets and resources by recruiting enough workers who are better qualified for each specific job given. a company can also be preserve resources by recruiting an appropriate number of workers needed rather than employing more workers than required in the facility. A good staffing model also helps to increase efficiency in production and services by ensuring that only qualified employees are hired to work in various fields in an organization. Therefore, for an organization to realize significant growth and efficiency in its production, the manager should pick the best staffing model that is well implemented to suit the company’s purpose. Having an ill-organized staffing metal can be very detrimental to the business and the employees. This paper aims at examining two staffing models that best fit to run a small daycare business.
The first staffing model I am going to discuss here is the Sufficiency Staffing Model. The sufficiency model is a type of staffing models that best suits a daycare business in many ways. According to (Adams 1), the sufficiency model is a business model approach that seeks to moderate or utilize resources available to keep the business growing without unnecessary losses. The sufficiency model focuses on durability and values within the daycare facility. As a human resource manager, implementing a sufficiency model in my daycare business will help to enhance the durability of medical products offered by my facility. The model mentioned above also helps to maintain sustainability in consumption. With time, the daycare facility continues to grow, and more departments will be required. The sufficiency model will ensure that products and funds are distributed across all the departments available in a manner that all the resources distributed among the department are utilized,
Apart from the sustainability model. Another model that would be considered best for any daycare facility is the Person/Job match model. The person/job match model characterizes employees according to their qualifications and motivation. (Howell & Hamell, 2). The person/job model seeks to match all employees available with jobs or work in departments that an individual is best suited to. The type of model seeks to match employees with careers with the most experience or training to enhance high productivity. As a human resource manager, using the person/job model in a daycare facility will boost the organization’s productivity by ensuring that employees are awarded jobs according to their specific skill sets in a particular field. This model is appropriate for identifying experienced personnel to ensure efficient productivity and minimize poor services within the daycare facility. For example, assigning after-school assistants to work in a field requiring professional nurses would be highly inappropriate because the after-school assistants now have the skills and experience to work as a nurse.
In conclusion, both models of staffing are appropriate in setting up a progressive daycare facility. All businesses are profit-oriented. Daycare business is both profit and care-oriented. All medical facilities, apart from making profits, seek to provide the best healthcare services. The person/job match model best suits a daycare facility because, as a manager, the needs of my customers come first, so recruiting employees with the best skills in every department is essential. The sufficiency model is vital in product longevity sustainability in consumption and increased profits for the organization. In contrast, the person/job models seek to enrol employees with the best skill sets to run various departments. This is why a person/job model best fits a daycare program.
There are several potential legal issues that I will face as an HR manager when establishing employment opportunities and diversity within the workplace. The first legal issue that is common among most business is the issue of ‘racial discrimination. As a manager, I will ensure that all my employees follow strict adherence to the ‘Racial discrimination act’. The business should not tolerate any racial discrimination or anything close. Employees found racially discriminating against others will face the risk of losing their jobs; the same case applies to ‘sex discrimination. Discrimination according to an individual’s sex or gender is another issue that is likely to face in a daycare business. The ‘Sex Discrimination Act’ must be adhered to just as the ‘Racial Discrimination Act. According to (Bocken 3), equal job opportunities should be awarded to every person irrespective of their age, physical appearance and gender. The daycare business must ensure that males and females receive equal opportunities during the placement of jobs.
The third and final legal issue that my daycare business would face is the ‘Equal Pay Act. Many companies have a problem when it comes to salaries—especially matters to do with salary inequalities. My facility will ensure that employees with the same skill set should receive the same wages or compensation no matter the gender or skin colour.
To create job employments, some tasks need to be performed to achieve employment. The duties include finding people with the same experiences or with the same skills to complete a task. A manager and his or her employees are the key people in formulating a description of a job and the requirements needed to perform such a task. The second step is called the job analysis, where the employer identifies the responsibilities of his/her employees.
All the duties and descriptions should always be altered whenever an employee’s duties are altered. Again, any job description should continually be updated when there is a vacancy.
Throughout the history of employment, employee turnover has always been a vital issue affecting every recruitment agency in every business. Interviewing employees cautiously is the first way in reducing employee turnover. The practice of interviewing employees will cautiously enable my daycare business to retain a few workers with the required skill set to be employed. One other way of reducing employee turnover is by ingraining transparency in the system. Ingraining transparency in the system does not only work to retain employees; it also enables a healthy organization.
In conclusion, to establish and significantly run a daycare facility, two main models should be incorporated into the business. The two models are the sufficient model and the person/job match model. The person/job match model is the most preferred model because it focuses on profit-optimisation and focuses on providing satisfactory services to its customers. To maintain an effective daycare business, all legal issues should be considered, including racial discrimination, sex discrimination and equity in salary disbursement. Employee turnover will be combated by ensuring that only employees with required qualifications are employed in every department. Another way of tackling employee turnover is by enabling free and open communications with employees. Doing so will allow the recruitment team to recruit qualified personnel required in a department.
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