Managing Workforce Training And Management For Economic Survival

Identify two (2) types of staffing models that could apply to your chosen scenario and determine which model would be best suited for efficiency, productivity, and possible future growth. Examine the significant effect of each identified staffing model on processes that may be occurring within the organization (e.g.,

Staffing versus resources is the balance that all organisations face the challenge of meeting and with the current downward trend of budgets it is becoming increasingly the case that this is the main driving force for change of team makeup and of the people that are working within those teams. More is being expected of the individual members of the team in place and for managers to have to make their case for recruitment within a tight decision making framework.

* Adjusting the workforce in response to changing demand eliminates some of the limitations of Production Plan 2

Staffing and scheduling are two words that are often confused and used interchangeably. Whereas staffing means the matching of expertise with the needs of the recipient position, scheduling means determining a set number of staff and type of staff for a period of time (Jamal, McKenzie & Clark, 2009). Effective staffing and scheduling of employees would deem effective in a situation where employees are understaffed while the quantity of work is outrageously huge. The ability to multitask and work under pressure is an effective talent often looked for in prospective employees. Such talents and skills come in handy in such situations where the organization is understaffed while there is huge demand for

Throughout the United States, the workforce has adjusted to fit the many necessities of the employees and the different organizations. It has taken time for these changes to occur, but as shown in the readings, there have been huge changes from the 1950’s to the present.

As the entire world, the workforce faces a continual changes over years. The workforce in 1980 is not the same now. Nowadays, businesses have many different kinds of workers with many different characteristics due to the age, ethnicity, gender, race, communication style and so many others.

A manager’s approach to the staffing ratio problem is by using numbers and facts. They use this information to balance and allocate budgets. However, they may not take into account how it may affect others. A manager is usually the one who will follow policies

Their solution was ATLAS, Ann Taylor Labor Allocation System which would compare sales associate’s performances in categories such as average sales per hour, units sold, and dollars per transaction. The idea was to give more hours to its better-selling sales associates and fewer hours to those poorer-performing associates. What happened was ATLAS scheduled the best associates frequently for shorter shifts during its busy periods and its poor-performing associates for short shifts just once or twice a week during the slower periods. This caused resentment between employees and animosity towards ATLAS and because of the scheduling associates began to steal sales and clients from each other. Yet employee turnover did not increase which may have been due to most of its work force being part time. It has yet to be determined how this scheduling will effect customer satisfaction.

The labor utilization rate is currently at 15.78%Q7 and could be improved dramatically by reassigning people to the various tasks mentioned in the examples above. Additionally, the lower cycle times would improve utilization, but a closer look at the overall process might indicate that not as many people are needed to work at any particular time. We question the need for 22 employees and feel that with a better understanding

Human resources are the most valuable assets of any organization, with the machines, materials and even the money; nothing gets done without man-power. In today’s business climate, businesses are faced with stiff internal and external competition. There are various human resource functions that give an organization a competitive edge, but most scholars argue that human resource functions becomes only operational when training has run through them all. This places training and development as an essential function in the survival of any organization. Increasingly, high performance organizations today are recognizing the need to use best training and development practices to enhance their competitive advantage.

Advance English Dictionary defines hypothesis as a message expressing an opinion based on incomplete evidence.

The second issue is the poor workforce planning. An effective workforce planning can forecast its talent needs as well as the actual supply of talent that is or will be available. However, in the case study, TechSoft was facing overstaffed problem because the HR department did not proactively plan to avoid talent surpluses or shortages. Also, the workforce plans of HR failed to define the needed “quality” of the workforce but only focused exclusively on the “number” of employees that would be

Workforce planning is defined as efficient function that is belonging to human resource management. This is actually work in a proper system format to determine as well as identify needs of the organization with respect to their size, knowledge, type, and capabilities of their workforce to gain related objectives. (Samdahl, 2012)

There are major challenges confronting the workforce program managers and executives that are focused on staffing. In this area a common language must be ensured to support hiring practices. The lack of common words and definitions can cause serious communication concerns between program managers and suppliers of benchmarking workforce programs across organizations. In order to help prevent these issues, lexicon suggests a set of “working definitions to be use by program managers (American Staffing Association 2015, para.1).

The scope of this study is restricted to examining the manpower training and development needs at Zenith Bank Plc.