¶ … HR planning: defining the organization's strategic plan, conducting an external scan of the environment; conducting an internal assessment of the organization's labor resources; forecasting future workforce demand, forecasting workforce supply, and then developing "programs, policies and practices to align workforce supply and demand" to achieve company objectives (Carroll 2009). Objectives must be realistic in nature, and reflect the most likely future employment scenario. In some instances, several different possible future scenarios may be forecasted, and contingency planning is wise for a variety of potential situations. Potential labor shortages and surpluses must be determined, and then a staffing plan can be developed, creating the optimal balance between core, permanent staff and flexible staff (temporary employees and independent contractors) (Heneman & Judd 2023). Q3. Employee turnover in the service and hospitality industry is notoriously high, given that many workers simply take wait staff positions between acting jobs or to pay for their college educations. Restaurant jobs historically pay few benefits and offer few incentives for workers to remain loyal to the organization. Additionally, requiring employees to work long hours under hazardous conditions further adds to the stresses of the work. "Employers' unwillingness to increase pay, shifts with long hours and poor corporate recognition of good performance just scratch the surface on a list of shortcomings that exacerbate employee...

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Depending upon the nature of the restaurant, offering more incentives to employees not provided by competitors, such as time off or better shifts, in exchange for working a specific amount of time at the company is an option. Restaurants with the opportunity to hire more stable workforces and offer better benefits can likely improve service with this strategy, by deploying more conscientious, committed, and professional wait staff. In contrast, casual and fast food restaurants with seasonal employees are struggling against environmental conditions that support high turnover. However, offering more competitive wages to employees and fostering a collegial, fun, and respectful work environment can still reduce turnover (Brookin n.d.).

Q1. When recruiting individuals involved in the manufacturing process, outsourcing is an attractive option for many companies, because of lower labor costs overseas. India is a particularly desirable area because of the high level of technical literacy of its graduates, paired with their willingness to work for much lower salaries than their American counterparts (Outsourcing to India, 2011, Sourcing Online). However, it is essential that quality and safety can be maintained, given the nature of the product. Environmental as well as knowledge-based resources must be taken into consideration, given the potential for contamination. Proximity to input goods…