This paper is based on the topic of staffing plan for an organization (such as Starbucks). The organization (such as Starbucks), selected for this paper is called Starbucks. Staffing strategy flows from the organization (such as Starbucks)'s mission, strategic plan, goals, and objectives that, in turn, influence human resource planning efforts. Human resource plans are developed for the organization (such as Starbucks) as a whole and, in larger organizations (such as Starbucks), for each business unit. From the staffing perspective, the human resource plan examines an organization (such as Starbucks)'s demand for labor and the current labor supply to determine whether any gaps exist (Wanous, 2006). Plans are devised to address the gaps and achieve the desired staffing levels. At the department level, such action plans identify the number of hires and the positions that will be filled within a specific timeframe. Plans must also address economic conditions, the labor market, and skill and technology changes as part of ongoing environmental scanning. Finally, the plan should address issues of diversity and affirmative action (Heneman, 2006).
Human Resource Planning And Job Analysis
Human resource planning helps to identify gaps in supply and demand, but what specifically needs to be known in order to recruit, select, and employ new personnel? All staffing systems are essentially matching processes that evaluate the fit between individual and organizational characteristics. Traditionally, the fit between the individual and a particular position was examined, but increasingly the overall fit with the organization (such as Starbucks) is most important. The individual factors of most concern are knowledge, skills, abilities, and other characteristics (KSAO). In light of organizational matching just noted, personality characteristics are an important consideration as well. The way in which organizations (such as Starbucks) assess individuals to determine the suitability of the fit will be examined below in connection with recruitment and selection processes (Bowen, 2007).
Job analysis information is used as a basis for job descriptions and job specifications. These written documents summarize the information collected during the analysis phase. Job descriptions include the job title, duties, responsibilities, task activities with relative importance of each, job context and working conditions, and the date of the analysis. The date is important, since jobs evolve and shift over time as organizational conditions and technologies change and as new jobs are developed. Job specifications also include the job title, employee qualifications (experience, education, specialized certificates or licenses, etc.), job summary, KSAOs, and date of the analysis (Arvey, 2008). Up-to-date job analysis information (including job descriptions and job specifications) is essential for human resource planning and the range of organizational staffing processes.
When human resource planning indicates that additional employees need to be hired, the organization (such as Starbucks) engages in recruitment activities. The initial goal of recruitment efforts is attracting a pool of potentially qualified applicants to the organization (such as Starbucks). This pool is then screened until an appropriate number of candidates are offered employment (Wanous, 2006). Recruitment activities include assessment of immediate and long-term employment needs, ...