Ethics Code and Hiring Strategy Working Within

Ethics Code and Hiring Strategy

Working within a field with such ever-evolving technologies can cause daunting problems for new start-up companies. As such, it is extremely important for new business owners to develop strong and efficient strategies to deal with the hiring and maintenance of employees to best ensure that operations run smoothly. With Ken Burton needing to focus on fulfilling orders for two companies, he must put together a proper plan to hire the right people and get the ball moving on operations and productions.

As a new business owner, it is crucial for Burton to ensure that all his new employees are handled responsibly in order to promote the best business practices and thus the most efficient production force. In order to care for employees, a strong code of ethics needs to be developed before the hiring process can actually take place. Such a code must "encourage high standards of ethical conduct dealing with employees" (American Staffing Association, 2012). Equal opportunity practices are a must, leading Burton to ensure a sense of diversity within his staff. Thus, when hiring for both production and administration services, it is important to work for a more diverse work environment. Moreover, hiring employees needs to be on a full time basis. Many companies try to exploit part time labor in order to save expenses on employee benefits associated with full time employees. Burton should offer competitive benefits and pay along with the insurance of full time positions. To deal with suppliers, strong contracts need to be drafted before production begins that provide mutual benefits to both parties. Moreover, there needs to be insurance for customers that all products will come with manufacture warranties.

Within the next year, Burton needs to fill his staff to 150 employees. As stated, 80% of that staff must be production in order to fulfill the increasing production demands he already has in place. With commitments to two companies already set in place, hiring a majority of that staff must take place immediately, with additions being added on later in the year to increase overall production capabilities. Production staff should be sought out based on their prior experience and the length of time they had spent at each employer. High turn over rates can be detrimental to a start-up business, and thus it is important to get people on board who have proven to have greater loyalty to their employers (Park, 2011). Employees with short job durations at past employments should be avoided in favor of employees with fewer positions but with longer durations. After the initial 50% of the staff is hired immediately, the plan should be to hire a small percentage each month until the 80% of the 150 employers is met. Working with already established employees to help recruit colleagues is an excellent strategy to hire the most reliable employees (Park, 2011). Offering small bonuses and rewards to employees who can successfully recruit new employees that stay with the company for longer than six months will prove a successful strategy. Additionally, all administrative staff should be hired immediately in order to be able to deal with increasing hiring of production staff smoothly. Although the percentage of administrative staff is small, they play a crucial role for the functionality of the organization as a whole. Thus, administrative staff should be the first employees hired in order to set in place the organizational structure that will later facilitate the growth of the company over the next year and beyond.