Temporary Staffing

Staffing is the achievement of organizational goals through the effective and efficient deployment of people. Staffing deals with people as a resource in the organization. It is more than a department called human resources or the personnel department (Reilly, Minnick & Baack, 2011).

Similar to the state job services, utilizing a staffing agency is a targeted recruitment effort. Essentially, Tanglewood would be outsourcing it recruitment process to the staffing agency. This type of recruitment would target applicants that specialize in the retail industry. A benefit to outsourcing it is that the employees provided are temporary, allowing Tanglewood to hire permanently only those that best fit the organization. A staffing agency would provide Tanglewood with a smaller, specialized, pool of applicants.

The Workforce Matters guide for New York State agencies is a very valuable guide and relevant in 2012. It provides insight into the agency staff by recognizing the aging workforce and upcoming retirement; it recognizes the knowledge, experience and institutional memory that will leave the company once these long term employees leave. The plan addresses the changing demographic of its customers and the potential need for “new methods of service delivery and a workforce that reflects its customers”. They did not make the mistake of trying to solve staffing problems across the

(ATI, 2013) And as the collaborator, the nurse utilizes an inter-professional team to plan and coordinate care in cooperation with other disciplines. (ATI, 2013)

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.

Each alternative must be clearly identified. The key advantages and disadvantages of each alternative must be listed and thoroughly discussed. The compare and contrast (pro and con) assessments of each alternative must be done against the decision criteria previously listed and discussed. A matrix format may be used in order to more accurately compare each of the alternatives. If multiple decision criteria are being used, weighting of each of the criteria must be applied. It is also important to look at the short and long term results of each alternative, and to assess the best, the worst, and the most likely outcomes for each alternative. Qualitative and quantitative analysis will be required. It will also be necessary for the student to use the various supply chain management tools and techniques learned throughout the certificate program to determine those possible outcomes.

Working in partnership with others allows for a consistent continuity of care of the individual. Working with

Centralizing staffing procedures boosts the performance and effectiveness of an organization (Marzec, 2015). In Tanglewood’s mission one of their goals is “always keeping performance and customer service in the forefront.” Tanglewood has recently gained many different smaller companies with different HR practices and is visible to outside viewers.

This is a proactive approach that will play a large factor in the general success of an organization, and one that will assist organizations in effectively managing their internal staffing levels.

It provides a specific program and platform for leaders and managers in order to provide employees with a clear guidance. This method is suitable for all working environments even if they are lacking guidance.

This would not be likely to happen, if managers were free to conduct their own staffing activities. The consistency of staffing processes is absolutely critical given the magnitude of the legal consequences which may result for failure to comply with laws and regulations.

I think the employees recognized the need for a program like this more than any other parties within Sigtek. They saw the need for quality improving measures and welcomed the opportunity to make certain changes, albeit smaller ones. Smithers’ charismatic leadership style and his enthusiasm for the Total Quality Program (TQ) may have contributed to the employees’ positive reception, but this would only suffice in the short-term. Another factor adding to the enthusiasm for the implementation on the ground-level is Smithers’ decision to remove or reassign those in the management who may be especially resistant to change. By “isolating” or removing those who may oppose the new program, he created the basis for an environment where more employees are likely to adopt the necessary changes.

more of a cost effective approach when employees are used in a variety of job

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).

There are numerous components to contemplate while considering staffing an organization. Staffing requires reviewing of duties and task, figuring out compensation and benefits, making reporting determination…employee’s supervisor and their supervising role, who does the company want…internal or external individual, marketing strategy, staffing process, and staffing selection. An organized and successful human resource department would have incorporated a few components into their daily, weekly, monthly, quarterly, or annual practice. While the information included will not incorporate every aspect about staffing, the paper will provide ways in which the Hershey Company accomplishes staffing. The following components will be expressed Hershey’s history, staffing models, legal compliance, job analysis/job description, rewards, recruitment…external versus internal, selection process making, retention, and recommendations. Through an examination of Hershey’s staffing operation…would allow observers to establish a correlation between their operation and the Staffing Organizations (Heneman III, Judge, Kammeyer-Mueller, 2015) textbook explanation.