Strategic Staffing Essays (Examples)

The Chern’s Case Study

Chern’s is an upscale departmental store that was founded more than 20 years ago by Ryan and Ann Chern as a shoe and handbag retailer. Since its inception, the company has experienced tremendous growth to an extent that it’s a successful national chain that specializes in men’s and women’s apparel. The rapid success and growth of this company can be attributable to various factors including its provision of high-quality merchandise to customers and outstanding team of workers. The other factors that have contributed to its success and growth include utilizing a highly trained professional sales team and using an up-to-date inventory and customer service management software. However, the company is experiencing tremendous challenges in its staffing strategies given an average of 20% and 15% turnover in its full-time and part time employees respectively. As a result, the company needs to identify a suitable solution to its…

References
Daley, J. (2014, December 5). Cherns Case Study. Retrieved September 22, 2017, from  https://prezi.com/xe67_isqzlut/cherns-case-study/ 
Half, R. (2017, April 25). The Many Benefits of a Flexible Staffing Strategy. Retrieved September 22, 2017, from  https://www.roberthalf.com/blog/working-with-a-staffing-agency/the-many-benefits-of-a-flexible-staffing-strategy 
Phillips, J. & Gully, S.M. (2015). Strategic staffing, global edition (3rd ed.). Upper Saddle River, NJ: Pearson Education Inc.
Walkley, K. (2016, February 29). Chern’s Consultation Case. Retrieved September 22, 2017, from  https://www.slideshare.net/KyleWalkley/cherns-case-study-59478955 


 

Staffing Organizations- Part I

Staffing Organizations

Type of employment relationship between the coffee shop and employees from a legal perspective

The success of any organization depends on the relationship it has with its employees. A cordial relationship where employees feel that they are respected by the management is a recipe for success. I will put this aspect into consideration when establishing a relationship with my employees in the coffee shop. While striving for success, I will ensure that employees are aware of their rights and those, which must be upheld at all times. Employees performing beyond the expectations of the management will also be rewarded accordingly. All actions relating to employee appraisal and rewards must be done in accordance with the law. It is important to keep in mind that some actions may be considered as bribes, yet they might be bonuses or rewards to employees for exemplary work. This…

References

Bechet, T.P. (2008). Strategic staffing: A comprehensive system for effective workforce planning. New York: American Management Association.

Caruth, D.L., Caruth, G.D., & Pane, S.S. (2009). Staffing the contemporary organization: A

guide to planning, recruiting, and selecting for human resource professionals.

Westport, Conn: Praeger Publishers.

This would be used in determining whether the prevailing employee abilities are related with their prevailing job performance based on the measurements of the criterion scores. In case of a high correlation, it concludes that there is a high validity of the concurrent criterion. This suggests that the identified abilities have measured the performance abilities on tasks that require the decision makers to measure.

For the content validity to be interpreted, a job analysis must be done, and the requirement matrix to be developed. Then interpreting the content validity would then become a judgmental procedure where organizational or external experts. These experts must be thoroughly informed and knowledgeable about the nature of the focal job tasks and job. They then deliver a judgment on whether the abilities displayed by the test results are a true reflection of the organization's identified job analysis. Assessment of content validity tests tends to be…

References

Bechet, T.P. (2008). Strategic staffing: A comprehensive system for effective workforce planning. New York: American Management Association

Heneman, H.G., Judge, T.A., & Kammeyer-Mueller, J.D. (2012). Staffing organizations (7th ed.). Middleton, WI: Mendota House.

Furthermore, those experts who will be successful in directing their organizations into the future are the ones who comprehend corporate culture, tactics and policies, distinguish future difficulties and work solutions. Additionally, they should be able to deal handle all kinds of people, can communicate excellently orally and in writing and can identify, employ and train future managers. Those human resource executives with an organizational growth orientation have acquired power as organizations tries to change workforce associations from individual to mutual (Beer and Walton, 2002).

As organizations persist to move close to joint systems and collective monetary resources for managing human capital, more and more organizations are liable to merge both Human esource and Organizational Development. A time has reached to relinquish discussing Organizational Development participation in human resource systems and look for the current chances of displaying the skills of Organizational Development in constructing organizational capacity and having in place…

References

Beer, M., & Walton, a. (2002). Strategic Staffing: A Practical Toolkit for Workforce Planning.

New York: American Management Association.

Dunn, J. (1987). Organizational Change and Development. Annual Review of Psychology, 38(1),

339-367.

Staffing Strategy

For a company like Widget-Maker, what should be the staffing strategy?

Staffing Trends

A business will need to produce a labour demand forecast and for that it adds up the past average turnover rate per annum, the estimated retiring labour, the skills which may become obsolete and any new jobs that may be introduced. Then subtract from it the present number of employees that may fill the vacancies through training etc. and the result you get is known as gap analysis. With the help of this figure, a business can derive a staffing strategy through a proactive approach.

Succession Planning

In order to fill sudden vacancies in the staff, the best solution is to have employees who'd be capable of learning the new skills and taking the new job. This is the quickest method and is better than having to recruit someone from outside the business.

ecruitment

When…

References

Ingram, D. (2012, September 7). Why Strategic Staffing Plans are Important. Retrieved from Sales Journal:  http://salesjournal.com/2012/09/07/why-strategic-staffing-plans-are-important/ 

Peterson, J. (2016). How to Develop Staffing Strategies That Work. Retrieved from Your Business:  http://yourbusiness.azcentral.com/develop-staffing-strategies-work-11578.html 

Speizer, I. (2011, September 26). Successful Staffing Strategies. Retrieved from Workforce:  http://www.workforce.com/articles/successful-staffing-strategies

Strategic Plan & Analysis of New Commercial Endeavor

Planning

Mission statement

Louisville Community Development Bank was set up in the year 1997 as a consequence of a scheme by Louisville mayor Jerry Abramson and a team of business, community and religious leaders to ensure betterment of the Louisville inner city. The Bank's mission is to inspire economic growth with the West End and the Smoke town, Shelby Park and Phoenix Hill localities of Louisville, Kentucky, by offering a range of financial and development resources. (Louisville Community Development Bank from a Home Business to a Million-Dollar Plaza)

Why you have selected the business or department

As the sphere of Banking comes aptly well within my domain knowledge, I would choose for a current venture as that of a local community development bank. Louisville Community Development Bank (LCDB) is a profit oriented, FDIC guaranteed, commercial bank that focuses its functions in the…

References

"Catholic Health Initiatives Commits $1 Million to Louisville Community Development Bank" Retrieved from http://www.morethanabank.com/whatsnew100.htm Accessed on 26 September, 2004

"Community Development Banks" Retrieved from http://www.betterworldhandbook.com/action7(banks).html Accessed on 26 September, 2004

"Directory: Louisville Community Development Bank" Retrieved from http://www.morethanabank.com/staff2.htm Accessed on 26 September, 2004

"Federal tax credit announcement spurs inquiries" (21 May, 2004) Retrieved from  http://louisville.bizjournals.com/louisville/stories/2004/05/24/story3.html

Strategic Management in Business Development

The term "strategic planning" is generally used in the narrow sense, namely the application of management tools to address areas such as, profitability, efficiency, growth and competitive advantage. Ultimately, to address concerns of stakeholders for increase shareholder value and long-term competitiveness.

Business development is at the heart of strategic thinking and needs imagination and innovation. It should be proactive and anticipatory. It involves the creation of a unique configuration of the company's key features, which will match the challenges of its environment and provides strategic advantage. There are two distinct phases:

The option generation phase, where creativity must be allowed to flourish and diverse ideas emerge.

The option selection phase, where the options are narrowed down through a systematic filtering process.

The process is often iterative with multiple cycles occurring through the two phases.

In the first phase the strategic management team works with the…

Works Cited

Aguilar, F. (1967). Scanning the business environment. New York: Macmillan.

Brown, A., & Weiner, E. (1985). Super managing: How to harness change for personal and organizational success. New York: Mentor.

Brown, L.R., Slavin, C., & Postel, S. (1991). Saving the planet: How to shape an environmentally sustainable global economy. New York W.W. Norton and Co.

Coates, J.F., Inc. (1985, July). Issues identification and management: The state of the art of methods and techniques. Research project 2345-28. Palo Alto, CA: Electric Power Research Group.

The flat structure is also valued greatly by working in teams.

The SHM is supported by flexible work, structure and people and is integrated into the larger participative change business strategy.

2. The report above described the evolution of the business strategy for Macquarie Bank. By emphasizing the continuous adaptation to the environment and adjusting the internal structure to meet expected outcomes, the Bank adopts a prospective business strategy. According to Miles and Snow's model (1984) (cited in Ahmed, Ullah & Uddin, 2006), who investigated the competitive strategies of several hundred companies in widely different industries, three basic strategies exist termed as the Defender, Prospector, and Analyzer. The Defender is also called 'Type a', characterized by such product-market strategies: limited, stable product line; predictable market; growth through market penetration; and emphasis: 'deep'. The Prospector also known as 'Type B', is defined by product-market strategies that are broad, changing product line;…

References

Armstrong, M. (2006), a Handbook of Human Resource Management Practice, Kogan Page, 10th edition.

Guest, D. E., Michie, J., Sheehan M. & Conway, N. (2000). Employment relations, HRM and business Performance: An analysis of the 1998 Workplace Employee Relations Survey. London: Institute of Personnel and Development.

Ahmed F., Ullah M. S, Uddin M.K. (2006). Strategic Human Resource Management: Linking HR Practices with the Business Strategy, the Cost and Management, Vol. 34 No. 3 May-June, pp. 15-30

Wade D.M. (2006) Business strategy types and innovative practices. Journal of Managerial Issues June

If the question is left unaddressed, this would result in increasing dissatisfaction among customers and staff, and a possible loss of library patrons.

Another strategic issues is the shift to the central purchasing of books. This policy entailed the decision to move the book buying capability to the Service Center in order to implement the goal of a more in-depth and sophisticated level of collections. This was implemented without consulting with the branch managers, who were directly affected by the decision. From the viewpoint of patrons, this new policy would indeed create a better selection of materials to better serve their needs by means of greater diversity and avoiding duplication. However, this created a large amount of resentment among librarians, who regarded this duty as one of their favorite responsibilities that directly utilized their skills as librarians.

If left unaddressed, this issue could severely impact the job satisfaction of librarians,…

Strategic Human Resource Management

Human resource management has always been an important part of the organizational planning and strategy but over the past few years, its role has shifted from purely traditionalist to more strategic and hence the sudden surge in the use of the term "Strategic HRM." Strategic management of human resource is not just hogwash because the change has been important as focus shifted from laws and regulations to people. raditionally Human resource managers like myself were mostly involved with the job of making sure that organization was complying with various rules, regulations and laws. But when the strategic alignment was introduced, we moved to more important and critical component of organization i.e. its people. By aligning people's needs with goals of the company, it was believed that we could get better results at lower costs and hence the need for integration of needs with goals was stressed.…

The document chronicles the improvement in turnover situation since 2007. In 2007, we had a reasonably high turnover rate of 15% annually. Though some would say that 15% was not something to worry about, it must be noted that we are a small organization and 15% for us means thousands of wasted dollars in recruitment and training. We need to control this turnover rate in order to able to become more cost efficient and also improve employee morale and productivity. We first identified the most common reasons for an employee to leave the organization within first two years of joining. We identified the problem areas and worked on them by paying closer attention to what employees needed and how it all could be changed so employees' grievances were effectively addressed and all necessary steps were taken to make them feel important and to give them a sense of ownership in the organization. These measures worked and last year we had only a 4% turnover rate which was a major improvement and we are consistently working to maintain and even lower the existing turnover rate.

Financial Gains:

The organization was doing well in 2007 as well but lately the financial health has improved significantly due to cost effectiveness that we have achieved through lower turnover and higher employee productivity. In the third quarter of 2007, the company reported profits amounting to $1.5 million and last year, we reported profits in the neighborhood of $2.2 million. The company attributes this success to effective strategic alignment of employee needs and company goals and we are very proud of our achievements since adorning this new role.

he short-term financial implications for Beth Israel are initially, of course, that more patients will have Medicare coverage for the use stenting during carotid-cleaning surgery. here are other positive implications, too for the hospital over the long-term. In terms of staffing, as skill is less of a premium in stenting than previously thought, more physicians, and younger, training physicians can perform the procedure. his will free up the schedules of more skilled surgeons for other, more technically demanding operations. he procedure will also be able to be performed more frequently, as more physicians can accomplish it, thus enabling Beth Israel to expand the use of the surgery. As it is safer and less invasive, the surgery long run it may require less insurance for the hospital. One day, perhaps residents can perform this procedure, as well as the most skilled physicians, and the use of stenting during carotid-cleaning surgery could…

The National section of the October 21, 2005 edition of The New York Times has good news for the 200,000 Americans who undergo carotid-clearing surgery each year and the financing of such procedures for the Beth Israel Medical Center. Now, the once-complicated cleaning procedure that could only be performed by the most skilled physicians has become made easier, less invasive, and safer with the ability for physicians to use stents during the operations. Stents are metal cylinders used to prop open blood vessels to keep the vessels from closing again during surgery, after blockages have initially been cleared. Research indicates that the neck stenting, an emerging alternative to more invasive surgery to reduce stroke risks for patients with clogged carotid arteries, is technically less challenging in most cases than had been assumed.

Regulators originally approved marketing the stents only to a high-risk population who could not undergo normal surgery without great risk. Currently, Medicare is covering fewer than ten percent of these individuals undergoing the procedures with the use of stents. However, the new research is likely to spur an increase in aid to the population most at risk for clogged arteries, for both patients who must undergo stenting and now, patients who are not high surgical risks, but do not wish to endure the more invasive procedure without the use of stents.

The short-term financial implications for Beth Israel are initially, of course, that more patients will have Medicare coverage for the use stenting during carotid-cleaning surgery. There are other positive implications, too for the hospital over the long-term. In terms of staffing, as skill is less of a premium in stenting than previously thought, more physicians, and younger, training physicians can perform the procedure. This will free up the schedules of more skilled surgeons for other, more technically demanding operations. The procedure will also be able to be performed more frequently, as more physicians can accomplish it, thus enabling Beth Israel to expand the use of the surgery. As it is safer and less invasive, the surgery long run it may require less insurance for the hospital. One day, perhaps residents can perform this procedure, as well as the most skilled physicians, and the use of stenting during carotid-cleaning surgery could be incorporated into the training regime of new doctors. Regardless, new interest in the surgery and the hospital's more frequent ability to perform the surgery will open up funding from organizations that deal with nutrition, heart health, and other organizations that advocate the use of surgery as well as other means to reduce stroke risks for patients with clogged carotid arteries - the arteries in the neck that carry blood to the brain.

While emerging evidence, theory and practical demands are increasing the visibility and credibility of human capital as a key to organizational success, the measures used to articulate the impact of human resource management decisions remain misunderstood, unwanted by key constituents or even counter-productive." (1998) Stated as well by Boudreau is the fact that a body of research exists that is growing rapidly suggesting that "the key to competitive advantage lie with the organization's human resources. (Boudreau, 1998) p. 3 Widely suggested as an emerging key to the success of the organization is "intellectual capital." (Boudreau, 1998; p.3) This element is sated to not be: "...effectively reflected in standard accounting and the financial report, and the diminishing correlation between future financial performance and standard accounting measures of value seems to attest the importance of more intangible factors." (Boudreau, 1998; p.3) H measurement that is effective will be a system that is…

Resources Management System - Incorporating Human Capital Management Strategies for an Effective Workforce" states that effective HR strategy "requires the adoption of a comprehensive human capital management (HCM) strategy." (Oracle, nd) p.1 Oracle believes that effective workforce is built from development of "a cohesive HCM strategy that is tightly linked to your overall

Lukacs, RN, asserts (Lukacs, 1984, p. 11). So, with those issues clearly on the table (as they are today in many hospitals), strategic planning in hospitals offers nursing directors a direct path to increased effectiveness, Lukacs explains. The way for nurses to get in on the strategic planning movement and increase their clout and effectiveness within the hospital structure, Lukacs explains, is to do the research necessary that matches patient / client needs and preferences "with specific provider strengths and competencies" (p. 12). Doing that research and making certain that those data and narrative get into the strategic plan is paramount to upgrading their departments, Lukacs goes on. "Knowledge of user needs must be accompanied by free and direct communication with the public," Lukacs reminds. She goes on, insisting that nurse executives "…carefully review and contribute to information upon which institutional plans are based…in order to identify implications for nursing…

Bibliography

Beckham, Dan, 2010, 'Physician Involvement in Hospital Strategic Planning', Trustee, Vol. 63, No. 6, 6-7.

Butler, Timothy W., Leong, Keong G., and Everett, Linda N, 1996, 'The operations management role in hospital strategic planning', Journal of Operations Management, Vol. 14, 137-156.

Champagne, Francois, Contandriopoulos, Andre-Pierre, Larouche, Danielle, Clemenhagen, Carol, and Barbir, Caroline, 1987, 'Strategic Planning for Hospitals -- a Health-Needs Approach', Long-Range Planning, Vol. 20, No. 3, 77-83.

Christman, Corey, 2007, 'Strategic planning, the hospital board, and you', Healthcare Strategic Management, Vol. 5, No. 5, 1-3.

Staffing at Piedmont Airlines

Finding solutions at Piedmont Airlines

Overview of Organization

Piedmont Airlines is a fully owned subsidiary of U.S. Airways. U.S. Airways is the 6th largest airline in the United States (Piedmont Airlines, Inc., 2011). Piedmont flies 440 daily departures to 55 cities throughout the Eastern United States and Canada. They operate 44 DeHaviland DHC-8 Turbo prop aircraft as their primary fleet. The headquarters is based in Salisbury, Maryland. They employ nearly 4000 aviation professionals (Piedmont Airlines, Inc., 2011).

Like many organizations, Piedmont is facing problems with employee morale. Low employee morale is closely linked to high turnover rates in many organizations. Low morale also leads to low productivity. Employee satisfaction is one of the most important factors in maintaining an experienced workforce. Poor morale leads to excessive employee absences and a higher absence rate (CCH, 2007). This costs the company money and lost time. It also has…

References

CCH 2007 Unscheduled Absence Survey [Poor Morale Leads Up to Even More No-Shows. CCH Human Resources Management Ideas & Trends. 2007, Summer. Retrieved from www.CCH.com Web site:  http://www.CCH.com 

Grawitch, M., Gottschalk, M., & Munz, D. (2006). "The Path to a Healthy Workplace: A Critical

Review Blinking Healthy Workplace Practices, Employee Well Being, and Organizational Improvements." Consulting Psychology Journal Practice and Research.

58 (3): 129-147.

Strategic Management: Management, Organizational Structure, And Corporate Strategies

Manager, management, and organization

The significance of managers .

Size and strategy of a company

Mission, vision, and corporate strategy

Organizational culture.

In an organizational setting, strategy has always been more of a high stakes game where the management team identifies the company's mission and makes important decisions that focus all the company's capital, resources, and energy towards its attainment. With the dynamic nature of the current business environment, managers need to constantly analyze their internal and external environments to avoid losing their customers to the competition and losing grip of their market share. This text evaluates the importance of managers to an organization, the importance of organizational structure and culture, and the formulation of corporate strategies.

Manager, management, and an organization

To understand the operations in any business environment, it is important define a manager, management, and an organization. An organization…

Bibliography

Daft, R.L.,2013. Organization Theory and Design. Mason, OH: Cengage Learning

Dransfield, R., 2001. Corporate Strategy. Oxford: Heinnemann Educational Publishers

Flamholtz, E., & Randel, Y., 2011. Corporate Culture: The Ultimate Strategic Asset. California: Stanford University Press

Griffin, R.W., 2013. Management. Mason, OH: Cengage Learning

Strategic Planning Management Health Systems

Two financial metrics that can be used to understand an organization's financial capabilities for strategic initiatives are the OI metrics and OA? The OI metrics address two measures which are resource investments and financial returns (Bloom, 2010). OI metrics contribute innovation management financial discipline and aid in protect and recognizing the worth of strategic initiatives, programs and the whole investment in modernization. Companies with extremely effective and well-organized marketing show much better levels of measurement aptitudes, with approximately half to three-quarters offering positive scores on their capabilities -- which is normally two to three times the levels described from the complete base of marketers (Cave, 2007). The capability to measure marketing performance and enhance the distribution of their marketing budget obviously allows these companies to accomplish and deliver more operational and well-organized marketing. There is a strong correlation among marketing efficiency and competence and the…

References

Bazzoli, G. J. (n.d.). "A Taxonomy of Health Networks and Systems:. Health Services Research, 33(7), 1683-1725.

Bloom, M. a. (2010). "Relationships Among Risk, Incentive Pay, and Organizational Performance,. Academy of Management Journal, 41(3), 283-297.

Cave, D. G. (2007). Vertical Integration Models to Prepare Health Systems. Health Care Management Review, 26-39.

Ginter PM, S. L. (2009). Strategic management of healthcare organizations. Boston: Blackwell.

Strategic Management and Auditing of a McDonald's Restaurant

Operations/Production Audit:

Are employees adhering as closely as possible to the operational protocol put in place by McDonald's management?

Which shifts (breakfast, lunch or dinner) are performing at, or above, optimal levels of efficiency, and to what factors can this success be attributed?

Which shifts (breakfast, lunch or dinner) are performing below optimal efficiency, and to what factors can this failure be attributed?

What is the average duration of stay for customers using the drive-thru line, and does this timeframe adhere to managerial dictates?

Can any of the in-kitchen machinery and devices (ovens, fryers, beverage dispensers, etc.) be enhanced to improve efficiency, and if so, how can these improvements be implemented?

Are staffing levels during the midnight-to-morning shift commensurate with the amount of customers typically served during these hours?

Which new products take the longest time to prepare and assemble, and do…

Staffing Plan

Comprehensive Staffing Plan

Engineering and manufacturing requires many individuals who are adept at skilled labor. Additionally, there are unskilled laborers who can also be of use to a company that engineers and manufacturers goods. In a city such as this one, however, there are large challenges, such as a lack of a skilled workforce and many people who are on public assistance. College graduates and professionals are not that common, because many of them leave and move to others areas where high-tech hubs can be found. While the company in question here cannot focus its efforts on stopping that tide of workers who are leaving, there are ways in which it can reach out to and recruit people who have the skills - or are developing the skills - for which the company is looking. That can go a long way toward a company that workers want to…

References

Anonymous (2009, June). Onboarding: A critical element in strategic talent management. (2009, June). Workforce Management, 88(7), S10. Retrieved November 28, 2011, from ABI/INFORM Global. (Document ID: 1785568191).

Bernthal, P. (n.d.) Calculating ROI for Selection Systems, accessed November 28, 2011 at:  http://www.ddiworld.com/DDIWorld/media/white-papers/calculating_roi_for_selection_wp_ddi.pdf?ext=.pdf 

Kluemper, DH, & Rosen, P.A. (2009). Future employment selection methods: Evaluating social networking web sites. Journal of Managerial Psychology, 24(6), 567-580. Retrieved November 28, 2011, from ABI/INFORM Global. (Document ID: 1871932911).

Wright, E., & Domagalski, T. (2010, May). Common sense hiring. SuperVision, 71(5), 15-17. Retrieved November 28, 2011, from ABI/INFORM Global. (Document ID: 2018927241).

Activity 1: Human Resource Management (HRM)

HP Corporate Objectives

Profit: Recognizing that profit constitutes the single most effective measure of the organization's contributions to the community, in addition to being the most basic source of business strength. Attaining maximum possible levels of profit in line with other business goals is the aim.

Striving for constant advancement in company offering (i.e., services and products) quality, value, and utility (Hewlett-Packard, 2016).

Field of Interest: Focusing efforts and constantly pursuing fresh development opportunities, whilst simultaneously limiting participation to areas wherein the company possesses capability and is able to effectively contribute.

Growth: Underscoring corporate growth as one of the prerequisites for survival and one of the measures of corporate strength.

Employees: Offering employment opportunities to the workforce, including a chance to be a part of corporate success by helping to make it possible. Personnel must be afforded job security on the basis of their…

Human esources

Strategic HM

Strategic ole of H

In most companies today, the H function provides vital services to such stakeholders as job applicants, workers, supervisors, middle managers, and executives. Yet, the H function tends to be located at the end of the business chain, on the reactive side, and too frequently centers on carrying out actions rather than achieving outcomes. The role of the H function is frequently one of providing people, training, and secluded H efforts after others have formulated organizational strategy and have initiated operational accomplishment. Since the 1990's, H practitioners have been motivated by events in their organizations to direct concentration to such issues as downsizing, outplacement, retraining, diversity, worker rights, technological effects on people, and recruitment of skilled talent in a time of labor deficiencies and record employment. Cost centered management of worker benefits programs such as health insurance, workers' compensation, and pension plans have…

References

Brockway, S. (2007). The art of business partnering. Strategic HR

Review, 6(6), 32-35.

Boudreau, J., & Ramstad, P. (2005). Talentship and the new paradigm for human resource

management: From professional practices to strategic talent decision science. People and Strategy, 28(2), 17-26.

Strategic Planning- Tourism Strategic Plan Lewis-Clark Valley

Lewis-Clark Valley is the beautiful site of Lewiston, Idaho and Clarkston, Washington. The historical background of this valley is rich in cultural stories and its own heritage that dated back in some 18th century. The area has been land of Nez Perce Indians who had travelled to this valley and lived long in the land and rivers. The valley is so named because in the 1805, the Corps of discovery explorers Meriwether Lewis and William Clark visited this place and was welcomed by the native people. This meeting and warm welcome has developed good relations with the land and its people thus named it after their second names. Lewis-Clark Valley is the land of miners, merchants, railroaders, millworkers and farmers. Its geographical location is somewhere 465 miles from the Pacific Ocean at the convergence of the Snake and Clearwater ivers.

The cities of…

References

Aepel, T. (1997). Not All workers Find Idea of Empowerment as Neat as It Sounds. The Wall Street Journal, retrieved July 15, 2011 from http://www.sba.muohio.edu/snavely/empower.htm

David, F. (1999). How Companies Define Their Mission, Long-Range Planning, 22 (3), 90 -- 97.

Langley, A. (1998). The Roles of Formal strategic Planning, Long-Range Planning, 21 (3), 40-50.

Markides, C. (1999). A dynamic view of strategy. Sloan Management Review, 40 (3), 5 -- 63.

Strategic Information Systems'?

A strategic information system is a system that enables an organisation to alter the structure of its business strategy so that it can achieve a competitive advantage over others. This system also helps organisations in fastening the time it takes to react and adapt to several environmental changes that take place and makes the overall business structure more efficient. Within a strategic information system there exists a decision support system that helps align business goals and strategies with information systems and technologies.

Write down the various business models of internet.

The various business models of the internet include:

Advertising, Blogging, Affiliate, Community, Utility, Subscription, Brokerage, Merchant, Manufacturer.

Question 3: What is 'Network Bandwidth'?

The amount or volume of data which is being transmitted through a particular network at a given point in time is referred to as a network bandwidth. Network bandwidth's can be affected by software…

" Of these respondents, over 50% of them stated that they lack a disaster recovery plan (Anthes, 1998). However, most of the problems stem from the lack of communication at the corporate level. (Hawkins, et al., 2000).

Business Continuity Plans (BCP) and other forms of strategic planning are no longer a luxury, but a must-have factor and an important element of any organisation's risk management system. Organisations are increasingly dependent upon it systems and infrastructure and eventually subjected to many risks, so business is inherently risky. How long can your organisation afford system downtime? How long does it take to recover a disaster; and, what does it cost? These kinds of questions are the ones that have to be addressed for BCPs. Also important, however, is using strategic planning to look toward the future and determine where a business wants to be at a specific point, so that plans to…

References

Theoretical

Bolman, LG & Deal, TE (1997). Reframing Organisations: Artistry, Choice and Leadership, 2nd ed, Jossey-Bass, San Francisco.

Bowden, P (1985). Organisation and Strategy, McGraw-Hill, Roseville.

Byrne, JA. (1996, August 26). Strategic Planning. BusinessWeek.  http://www.businessweek.com/1996/35/b34901.htm .

The marketing plan is critical as well. Heavy Henry's Hogs is built around the concept of a destination restaurant, so word-of-mouth is expected, but there are a number of tactics that go into building word of mouth. The launch strategy will have a number of tactics, including promotions, building the celebrity level of the chef, and the strategy for entering and winning barbeque contests nationwide. The strategy should also incorporate the different advertising that will be done to promote these successes and introduce the restaurant to a broad area. The marketing strategy is critical because poorly conceived marketing can cost a lot of money, fail to reach the target market or both. A successful strategy will reach the target market for little money. Minimizing startup costs is important.

All of these tactics have measures that can be used. The first measure is the number of awards that the barbeque wins…

Big Dog |

Strategic Plan

Economic: According an April 2004 American Pet Products Manufacturers Association, Inc. (APPMA) news release, pet owners are projected to spend "$2.2 billion for other [pet] services" in 2004 (Veter, 2011). That's a small portion of the more than $34 billion they will spend on all classes of pet care and product spending in 2004. The same APPMA news release reports that consumer spending on pet products has doubled from $17 billion to a projected $34 billion since 1994 when the APPMA first began tracking pet industry statistics.

Social: The sales strategy will be to develop a list of happy past customers who are willing to act as referrals for Big Dog. Once this list is developed, their names will be given out when a prospective client calls (May, 2009). The advantages of pet foster care are so obvious relative to kennels that it will not…

References

Benett, L. (2010). Pet Industry Trends for 2010. Small Business Trends. Retrieved from  http://smallbiztrends.com/2010/01/pet-industry-trends-for-2010.html 

May, L. (2009). Pawsible Marketing. Retrieved from  http://www.marketingmypetbusiness.com/p/about-pawsible-marketing.html 

Pet Business (2008). Macfadden Communications Group. Retrieved from  http://www.petbusiness.com/ 

Vetere, B. (2011). Before entering the pet product industry. American Pet Products Manufacturers Association. Retrieved from  http://appma.typepad.com/pet_industry_insight/

POST-9/11 Management OF U.S. AILINE INDUSTY

Strategic Management of the United States

Airline Industry after the 9/11/2001 Terrorist Attacks

Strategic Management of the United States

Airline Industry after the 9/11/2001 Terrorist Attacks

Airlines in the United States have a long, complicated history in terms of management strategy that includes alterations due to technological advances, bankruptcies, economic downturns, deregulation and even presidential intervention, but none of these forces had the power to both destroy and restructure the industry like the events of September 11, 2001.

The 9/11/01 attacks on the United States fundamentally altered the way the U.S. airline industry operated both publically and internally. One area that suffered significantly from these attacks, and brought about the need for major overhaul within the industry itself was strategic management strategies and practices within the airline industry in its entirety. The 9/11 attacks on America brought about the need for immediate change in…

References

Allvine, F., Dixit, A, Sheth, J., and Uslay. (2007). Deregulation and competition: lessons learned from the airline industry. Print. Los Angeles, CA: Sage.

Alvesson, S. And Karreman, D. (2009). Critical performativity: the unfinished business of critical management studies. Human Relations, 62.4. pp. 537-560. Web. Retrieved from: ProQuest Database.

Belobaba, P. (2002). The airline industry since 9/11: overview of recovery and challenges ahead. MIT Global Airline Industry Quarterly. March 2002:1. pp. 1-11. Web. Retrieved from: EBSCOhost Database.

Besant, C. (2002 September 1). Chaos followed 9/11 in the aviation industry. Turnaround Management Association Journal of Corporate Renewal, 12:1. pp. 1-3. Web. Retrieved from: LexisNexis Database.

Leadership-Level Implementation of Strategic Plan

Good leadership is a key aspect of project management. Leading a project requires working with the manager and other staff drawn from the project's functional areas. It is not accurate to say that a leader only influences the subordinates under him. esponsibilities of a leader can go either vertically or horizontally. An effective leader will not only lead the subordinates under him or her, but also all the people involved in the project including those who are his seniors. A leadership model referred to as 3D model has been fronted by various players and promotes team leadership, self-leadership as well as teamwork that is leadership oriented. Effective leadership takes the ability to spot opportunities to improve a project and also execute on the project improvement. Besides the existing good personal traits, the style of leadership can be modeled through experience, training as well as dedication.…

References

Abou-Zeid, E.S. (2005). A culturally aware model of inter-organizational knowledge transfer. Knowledge management research & practice, 3(3), 146-155.

Ale Ebrahim, N., Ahmed, S., & Taha, Z. (2009). Virtual teams: a literature review. Australian Journal of Basic and Applied Sciences, 3(3), 2653-2669.

Bidgoli, H. (2013). MIS 3. Boston, Mass: Course Technology/Cengage Learning.

Caligiuri, P. (2006). Developing global leaders. Human Resource Management Review, 16(2), 219-228.

Staffing Plan

(Company) Staffing Plan

Determine how many people need to be hire and in what functional areas:

The company plans to hire 11 new people in the following departments respectively

in manufacturing,

in operations,

in customer service,

in finance and accounting.

A plan to hire or appoint specialists for the clinic.

ight person for the right job can be hired if the hiring agents are clear about the duties and responsibilities of the position for which hiring is required. It is possible through designing an effective job description. An effective job description is comprehensive in nature and provides clear guidelines about required qualification set. The activities of screening all potential employees, deciding interview panel, questions and final selection criteria stem from effective job description (Sullivan, 2004).

Finalising a job description is a complete science and requires specialised skill set assumingly possessed by human resource professionals. It may be drafted…

References

The Performance Institute. (2003). Strategic Recruitment for Government: Ten Innovative Practices for Designing, Implementing and Measuring Recruitment Initiatives in Government. The Performance Institute.

Sullivan, J. Dr. (2004). Article 55, Steps in Turning an Average Recruiting Function into a "Wow" One!," taken from: http://www.gatelyconsulting.com/pp15js55.htm

Stephanie M. J, (2000). "Recruitment and training in small firms," Journal of European Industrial Training, Vol. 24 Iss: 1, pp.43-49

Human esources

Healthcare

Strategic human resource management:

Applications in a healthcare organization

It has been said that one of the great ironies of healthcare is that despite the fact it is an industry where the 'human' dimension is so important, the H department is often one of the most-overlooked aspects of healthcare organizations. "There is arguably no other labor-intensive industry that is so reliant upon a highly skilled, highly educated, high-cost, and high-in-demand workforce that literally makes life-or-death decisions every day. And yet, in many hospitals and health systems H remains an afterthought in the C-suite" (Commins 2013:1). However, the need for change is constant, and many organizations are finding they must 'adapt or die,' given the new realities they are facing. "by the federal healthcare law, the inevitable and growing shortages of skilled healthcare professionals, and the newfound and measurable importance of patient satisfaction scores for reimbursements will prompt…

References

Commins, J. (2013). Ready or not healthcare HR is going strategic. Health Leaders Media.

Retrieved from: http://www.healthleadersmedia.com/content/HR-266470/Ready-or-Not-Healthcare-HR-is-Going-Strategic

Kabene, S. (et al. 2006). The importance of human resources management in health care: A

global context. Human Resources Health, 4: 20. Retrieved from:

There is no formula to fall back on when trying to address the real needs and perceived needs of various elements in the organizational hierarchy: hence the challenge for the administrator.

The administrative budget is often the aspect of the online learning environment most tempting to "skimp" upon, given that administrative savings are supposed to be one of the benefits of the online environment, "Good management means extensive planning and this needs market research and other studies which are more difficult to justify to the faculty for the public than creating new courses, hiring more academics staff, or buying new technology." But scheduling constantly overlapping semesters of students and teachers, distributing dates for course registration and tuition payments; completion of the course assignments, examinations, and graduation procedures are required for the university to work as it should, and to maintain a high-quality reputation. Scrutinizing the quality of instruction in a…

From the individual's point-of-view, this requires constant learning and updating and so many people steer away from this industry. "In the U.S., the number of students choosing computing science as a major between 2000 and 2004 declined by 60%. With respect to demand, an additional 1.5 million jobs will become available in computing in the U.S. By 2012." (McKeen, Smith & Jin, 2009;p.2). Another reason is the demographics; more people are aging and they are less suitable to meet the needs of the it industry.

In the light of these challenges, a company has to take many measures to be successful.

Overcoming these challenges

A national it staffing company must have a skills map or template, as a first step, to meet their changing needs. This map will give them a clear idea of their present and future needs and they can look for qualified candidates to fill these positions.…

References no author. (August 18, 2003). It Staffing. Aviation Week and Space Technology 159(7). p 57-57.

Kunsoo, Han; Mithas, Sunil. (2009). It Outsourcing and Internal it investments: substitutes or complements? Academy of Management Proceedings. P1-6

McKeen, James, D. Smith, Heather. a; Jin, Joyce, Y. (2009). Developments in Practice XXXII: Successful Strategies for it Staffing. Communication of AIS. 2009(24). p805-820

Roles, Responsibilities and Staffing Requirements of esire2Learn (2L)

efining the Project Roles, Responsibilities and Staffing Requirements for esire2Learn (2L)

For any large-scale software implementation project to succeed there must be a galvanizing objective that unifies those inside and outside the organization to a common vision and goal. For the esire2Learn initiative, the communication, collaboration and continued support from outside the school district are just as critical as the need for support from individual schools, their principals and teachers. In setting the objective of upgrading classrooms to get the full benefit from the 2L learning management system, the project leaders will need to create a strong sense of ownership and support for positive outcomes across the district's entire ecosystem. The most important aspect of a project leader's role is to create and continually fuel high levels of authenticity, transparency and especially trust through and between project teams, including those outside the…

Defining and Managing Roles Critical to Project Success

Ensuring that the project succeeds within the school district requires that both the Chief Information Officer (CIO) and Director of IT take leadership roles and provide guidance on the piloting, program management and project lifecycle management of the D2L system implementation. Both the CIO and Director of IT form a vital catalyst from a change management perspective as well, as entire organizations will more readily adopt to change when they see their leaders supporting a new strategic initiative or program (Sommerville, Craig, Hendry, 2010). The entire school district will see the D2L learning management system as worth investing their time and effort to learn and make successful with the CIO and Director of IT first endorsing the program and showing support. This also puts significant political support behind the D2L learning management system implementation as well, and that alone will solve many potential roadblocks to its success. The most critical element of success for any IT implementation is the support of the senior management team, and their combined efforts to reduce resistance to change through effective, clear communication that highlights the benefits of a new system or plan initiative (Peterson, 2010). The project leader must work closely with these two members of the school district's senior management team to ensure there is absolute support and continual reinforcement of the need for the D2L learning management system district-wide. The most effective project managers regularly meet with and gain support for their senior management team in explaining and illustrating the benefits of the new systems and programs being deployed (Anantatmula, 2010).

The implementation team also needs to include representatives from accounting, finance, the superintendent of the district, their staff, principals, learning program directors, the IT staff and teachers. All of these roles within the district have a vital role in the implementation of the D2L learning management system as each will be responsible for an aspect of the change management program, technology implementation, training, and daily value the system delivers in the form of specialized training. In addition to these team members throughout the district, the project leader must also coordinate each phase of the project plan with the professional services team from D2L, their configuration specialists, and the training specialists too. Each of these group['s input into

Barnes and Noble Strategic Analysis

In evaluating a business strategic positioning, the research approach relates towards Barnes & Nobles' seven main areas of focus relating towards the company's annual report, investor relations summary notices, and corporate governance. By reviewing a variety of available public company's governance, proper research can start to measure strategic approaches effectively. In doing so, the organizational vision, mission, and value statements are from the Barnes & Noble Governance initiative that influences all other strategies, either internally or in the external environment.

The intention behind every organization is to have a successful manifestation of plans and objectives that will elicit equitable control methods and strategies in the company. Barnes & Noble is a multifaceted company that incorporate a number of strategies and planned options to carry out its business entities in the global market. Marketing options involved are rudimentary to the tastes and preferences of the social…

References

Barnes & Noble (2012) Corporate Governance, retrieved from  http://www.barnesandnobleinc.com/for_investors/for_investors.html 

Barnes & Noble (2012). Retrieved from  http://www.barnesandnobleinc.com/jobs/core_values/our_core_values.html 

Barnes & Noble Annual Report, (2011). Retrieved from  http://www.barnesandnobleinc.com/for_investors/annual_reports/2011_bn_annual_report.pdf 

Barney, J.B. (2007). Gaining and Sustaining Competitive Advantage (3rd ed.). Upper Saddle River, NJ: Pearson Prentice Hall.

Human esource Functions at XYZ Staffing, Inc.

Following periods of economic downturn, companies of all sizes and types frequently turn staffing agencies to help them refill vacancies that resulted from the previous downsizing initiatives that were needed to survive. In some cases, such staffing agencies provide suitable candidates for companies on a temporary basis, while in others candidates are provided for consideration for permanent employment; some agencies provide both temporary and permanent placements as well. Since staffing agencies are intimately involved in the human resource function, gaining a better understanding of how a successful organization competing in this industry achieves its goals represents a valuable and timely enterprise as well as how those activities relate to Saint Leo University's School of Business Common Body of Knowledge (CBK) -- Management Information Systems, Accounting, Economics, Management, Finance, Marketing, Legal, International Business, and Applied Decision Making. To this end, this paper analyzes XYZ…

References

Burgess, J. & Connell, J. (2004). International perspectives in temporary work and workers.

New York: Routledge.

Eberts, R.W. (2005). After the doors close: Assisting laid-off workers to find jobs. Economic Perspectives, 29(2), 75-77.

Flynn, G. (1999, April). Contingent staffing requires serious strategy. Personnel Journal, 74(4),

Health Care Staff Trends

The healthcare system has seen various changes over the decades with the aim of making the care more efficient and quality to the citizens. One of the most important changes is the Patient Protection and Affordable Care (PPAC) which has significantly changed the demand for healthcare professionals and the vacancies they have as well as the hiring and staffing practices by the healthcare organizations. These changes occasioned by the PPAC have various tenets and also implications that come with them especially for the healthcare sector in the future.

The PPAC has resulted in the rising of the nurse practitioner and the physician assistant roles within the healthcare system. This has made many healthcare organizations to focus more on the team approaches to providing care which is geared towards employing more nursing practitioners and physician assistants who will help in providing care to the aging population. This…

References

Barnet S., (2015). 5 ways the PPACA has changed healthcare staffing and workforce trends. Retrieved November 12, 2015 from  http://www.beckershospitalreview.com/workforce-labor-management/5-ways-the-ppaca-has-changed-healthcare-staffing-and-workforce-trends.html 

Moore M., (2015). What are HRM Strategies. Retrieved November 12, 2015 from  http://smallbusiness.chron.com/hrm-strategies-59260.html 

Wright P.M., (2015). Human Resource Strategy. Adapting to the Age of Globalization. Retrieved November 12, 2015 from  http://www.shrm.org/india/hr-topics-and-strategy/strategic-hrm/Documents/HR%20strategy%20EPG-%20Final%20Online.pdf

Health Staff

the Allied health care staffing agency is a staffing agency that focuses on the niche of the nursing jobs within the healthcare industry in Chicago

The Allied healthcare staffing agency works to recruit registered nurses belonging to all medical Specialties, Practical Nurses that are licensed also called LPNs, Nursing Assistants that are certified also called CNAs and Specialists from the allied health sciences. These professionals would be hired both from the area of the metro city as well as the suburbs and placed within the hospitals, the neighborhood medical centers, Adult care facilities, clinics, and rehabilitation centers.

The mission of the Allied Healthcare Staffing Agency is to provide the best opportunities of employment both to its collaborators which are the local healthcare organizations as well as serving the entire nursing community to provide amply amount of job opportunities to choose from in a time when the turnover of…

Works Cited

Bureau, U.C. (2000). Census 2000 Demographic Profile Highlights:. chicago illinois, fact sheet .

commerce, U. d. (2010). bear facts, state illinois. bureau of economic analysis .

directory, a. h. (2010). free stats & national stats. Retrieved september 7, 2011, from american hospital directory: www.ahd.com

Lindberg, R.C. (1991). To Serve and Collect: Chicago Politics and Police Corruption from the Lager Beer Riot to the Summerdale Scandal. chicago: praeger publications.

HRM

There are a number of challenges facing human resource departments today. Key trends such as increasing diversity, skills deficiencies, and an aging workforce each affect the environment in which HRM managers work. Further, HRM consists of many different functions, each governed by its own laws and regulations. Today's human resource manager must work in the context of these different functions to deliver a coherent human resources strategy that meets the needs of the organization. That means not just hiring people, but setting out a full slate of HRM policies that allow those people to be at their most productive, and make the greatest contribution possible to the strategic mission of the organization (SHRM.org, 2016).

Key Functional Areas

There are several key functional areas in which human resource managers work. There are five key functional areas that have been identified.: Staffing, development, total rewards, employee relations, and safety. The following…

Alarm Fatigue esolution

Project Timeline from Implementation to Evaluation

Alarm fatigue resolution project is a critical project in the health care department and needs cautious implementation with minimal or no disruption of the daily activities in the care of patients. The approximate period for the implementation of this project and an evaluation thereafter will be three months. Four sequential processes will characterize project within the three months as follows:

Stage 1: Planning, ordering and putting up the implementation material and gathering the project implementation team (both technical and supportive) -- This will be done in the first three weeks. It is the first phase of this project and is vital for the realization of the entire implementation. Planning and gathering the project team together will allow sufficient time for consultation and discussion for this project and the way the implementation will continue as planned (Huber, 2010).

Stage 2: Identification of…

References

Cleland, D.I. (1999). Project management: strategic design and implementation (3rd ed.). New York: McGraw-Hill.

Huber, D. (2010). Leadership and nursing care management (4th ed.). Maryland Heights, Mo.: Saunders.

Kerzner, H. (2004). Advanced project management: best practices on implementation (2nd ed.). Hoboken, N.J.: Wiley.

H in Strategic Management

INTOUCTION

It was after the Korean War that an entirely new breed of college educated managers appeared on the scene and exuded a greater sense of responsibility that translated into a wave of consciousness for social well-being and social upheaval that swarmed through the second half of the 20th century (Losey 1998). Their influence markedly changed the thought of the American employee. But another group in the 60s and the 70s heightened the established interest in laborers welfare and feelings to the point of affecting all facets of business, including the growth of market research, communications and public relations. This second wave shifted focus from scientific management to the employer-employee relationship. The new gear led to the development of programs that increased wages and fringed benefits and the eliciting of worker ideas and initiative in recognizing the link organizational philosophy or policy to greater productivity (Losey).…

REFERENCES

1. Losey, Michael. (1998). HR Comes of Age -- History of Human Resource Management. HR Magazine.  http://www.findarticles.com/p/articles/mi_m3495/is_n3_v43/ai_20514399 

2. Oswald, Sharon, et al. (1991). Strategic Management of Human Relations: the American Steel and Wire Company -- Company Profile. Business Horizons.  http://www.findarticles.com/p/articles/mi_m1038/is_n3/v34/ai_10817055 

3. Siger, Marc. (2000). Strategic Human Relations Management Committee: Books Examine the Role of HR Professionals. HR Magazine: Society for Human Resource Management.  http://www.findarticles.com/p/artices/mi_m3495/is_12_45/ai_68216379 

4. Weatherly, Leslie. (2003). The Value of People. HR Magazine.  http://www.findarticles.com/p/articles/mi_m3495/is_9_48/ai_108315188

H Strategic Plan

Explain human resource practices and functions and their relevance to a H Strategic Plan

Human resource functions are considerably dissimilar from human resource practices. In particular, functions comprise of transactional activities that can be taken care of in-house or dealt with through outsourcing. On the other hand, practices are half-conceptual, half-execution part of a human resource strategy, made up of systems that follow the normal or traditional way of undertaking business. The human resource functions and practices play a significant role and have great relevance to a human resource strategic plan (Mayhew, 2016). This is largely because, the human resource best practices are the systems encompassed within the H strategic plan that have the biggest impact not only on the workforce but the overall functioning of the organization and the future direction. H functions take into account different aspects such as administration of benefits, keeping of records…

References

Lee, R. G., & Dale, B. G. (1998). Business process management: a review and evaluation. Business process management journal, 4(3), 214-225.

Lopez, J. (2007). Animal Welfare: Global Issues, Trends and Challenges. Scientific and Technical Review, Vol. 24 (2). The Canadian Veterinary Journal, 48(11), 1163.

Mayhew, R. (2016). Functions & Practices of Human Resource Management. Chron. Retrieved 11 May 2016 from:  http://smallbusiness.chron.com/functions-practices-human-resource-management-59787.html 

Queensland Government Business and Industry Portal. (2015). Animal welfare laws in Queensland. Retrieved 11 May 2016 from:  https://www.business.qld.gov.au/industry/agriculture/animal-management/land-management-for-livestock-farms/welfare-movement-livestock/animal-welfare/animal-welfare-law

Strategic Planning May Successfully Aid the Patient-Centered Medical Home Model's Implementation and Value to Our Health Care System

How Using Strategic Planning May Successfully Aid the Patient-Centered Medical Home Model's Implementation and Value to Our Health Care System

In 1967, the AAP (American Academy of Pediatrics) introduced the concept of Medical Homes. These homes were at first assigned for obtaining children's medical records. Several decades later in 2002, the Academy expanded its policy statement on the concept, making it more comprehensive, accessible, compassionate and culturally-effective. The new policy also changed the focus of medical home from the child to the family. The ACP (American College of Physicians) and the AAFP (American Academy of Family Physicians) have also developed their own patient-care models which they refer to as "advanced medical home" and "medical home," respectively (PCPCC, 2007).

Many health care experts agree that the basic components of medical home definition include…

References

AHIMA. (2013). Assessing and Improving EHR Data Quality. Journal of AHIMA, 84(2), 48-53.

AHIMA Board of Directors. (2011). New View of HIM: Introducing the Core Model. American Health Information Management Association.

AHRQ. (n.d.). Defining the PCMH. Retrieved March 11, 2016, from Agency for Healthcare Research and Quality:  https://pcmh.ahrq.gov/page/defining-pcmh 

Alexander, J. A., Paustian, M., Wise, C. G., Green, L. A., Fetters, M. D., Mason, M., & Reda, D. K. (2013). Assessment and Measurement of Patient-Centered Medical Home Implementation: The BCBSM Experience. Annals of Family Medicine, 11(1), S74-S81.

Warehouse Supervisor Recruitment Plan
As Amazon is set to hire 5000 new warehouse workers, the organization seeks an experienced warehouse supervisor. Amazon is increasing staffing at its warehouses and fulfilment centers to improve service delivery and expand same-day or next-day delivery for customers in select areas (Isidore, 2013). A warehouse supervisor is a multifaceted position that includes managerial functions, strategic operations, budgeting and inventory management, and strong organizational skills. This recruiting and staffing strategy covers the steps Amazon will take to ensure compliance with legal and ethical guidelines. The thesis is that Amazon should use standard recruiting and selection techniques to comply with ethical and legal obligations and to promote the best interests of the organization.
Legal Considerations
Recruitment and staffing strategies must comply with local, state, and federal regulations related to non-discrimination and other federal employment laws governed by the Equal Employment Opportunity Commission. When designing the job description…

" (2008) Williams finally state that dynamic computing can enable innovation through enabling it departments to shift "from a 'light on' operation to a proactive, forward-looking approach." (2008)

SOCIAL CONTRACT

The work of Edward M. Rizzo and Leslie a. Worsley entitled; "Emerging Technologies and the Internet Enable Today's E-Workforce" states that with the changes occurring in today's workforce "management requires a new way of thinking. The tools driving organizational effectiveness shave changed drastically in recent years in order to meet the needs of an ever-evolving workforce." (2001) a larger percent of the workforce is comprised of professional employees whom are "more mobile, and there is a growing dependence on temporary or contract employees to ensure adequate staffing levels." (Rizzo and Worsley, 2001) Rizzo and Worsley state that to this end more and more employers are depending on emergent technologies in facing staffing challenges including the Internet. While "traditional businesses have…

Bibliography

Alter, Allan E. (2005) Innovation Makes Emerging Technologies Pay Off. CIO Insight. 5 June 2005. Online available at  http://www.cioinsight.com/article2/0,1397,1826516,00.asp 

Alter, Allan E. (2005) Innovation Makes Emerging Technologies Pay Off. 5 June 2005. CIO Insight. Research online available at

H 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…

References

Brookin, Miranda. (n.d.) Ways to prevent employee turnover in fast food restaurants.

Small Business. Retrieved:

 http://smallbusiness.chron.com/ways-prevent-employee-turnover-fast-food-restaurants-10277.html 

Carroll, Stacey. (2009). Strategic HR planning. Compensation Today. Retrieved:

SWOT Analysis and Portfolio Analysis

Every organization must have a business strategy. The main goal of any business is to be profitable. Companies adapt strategies that will separate them from the competitors, creating success for the organization. It is important that the leaders of any company understand the operation, the strategies, the motto, the goal and every other aspect of the business. Metropolitan Life Insurance (Metlife) is global insurance provider, which is a publicly traded company. This is a big corporation that is viewed publicly daily. The leaders of this organization would benefit from both a SWOT analysis and a Portfolio Analysis.

SWOT Analysis

One of the biggest strengths that MetLife has to offer today is the brand. MetLife brand is a known brand and recognizable brand. The company has been around for over 140 years and operates in over 60 countries (Metlife, 2010). The company is known for selling…

References

Dubie, D (2007). Watchguard pulls outsourcing business out of India; Security Company cites attriton, lack of qualified candidates, language barriers as drivers. Network World.

InformationWeek. (2002). MetLife weighs offshore options; its IS chief sees offshore outsourcing of business processes as almost inevitable. Information Week.

Metlife (2010). MetLife History. Retrieved on January 27, 2011 from  http://www.metlife.com/about/corporate-profile/metlife-history/index.html 

Yahoo Finance. (2010). Form 10-Q for MetLife Inc. Retrieved on January 26, 2011 from  http://biz.yahoo.com/e/101104/met10-q.html

This will help Tanglewood to continue in its culture of placing value in the employees and also ensuring the employees are a family.

Active or passive diversity.

A diverse workforce is beneficial for any company. However, the critical question that arises is whether the workforce should understand the local needs of the company, the patterns of demand, expectations of customers and the company culture. A passive workforce would work best for Tanglewood since it would help them to keep the close relationship between the employees to make them remain like a family.

Conclusion

Since Tanglewood needs to expand, the company management needs to understand their human resource needs and how the organization needs to motivate their employees in order to keep the staff turnover rate low. Tanglewood will benefit greatly from implementing the strategic staffing decisions proposed in this report since they will be able to run their human resource…

References

Cummings, T.G., & Worley, C.G. (2005). Organization Development and Change, 8th Ed. Cincinnati, OH: Thomson South-Western.

O'Brien, M.J., & Shennan, S. (2009). Innovation in Cultural Systems: Contributions from Evolutionary Anthropology. Cambridge, MA: Mit Press.

Paauwe, J. (2004). HRM and Performance: Achieving Long-term Viability. Oxford: Oxford University Press.

PetCo Workforce Planning

Workforce planning at Pet-Co

The Importance of Workforce Planning

Linking the Needs of Staffing With Workforce Planning

The Importance of Workforce Planning At Pet-Co

General information about Pet-Co

The Business Model Analysis of Pet-Co

The Pet-Co strategy

HM Considerations

Company Profile in a Nutshell

The Workforce Planning Model

Setting the Strategic Direction

Conducting a Workforce Analysis

The Demand Side of WorkForce Planning

The supply side of workforce planning

Workforce Demand Forecast

Workforce Supple Forecast

Conducting Gap Analysis

Develop Strategies

Implement Strategies

Monitoring, Evaluation and evision

Functional Considerations of Workforce Planning

The Application of Workforce Planning Model at Pet-Co

Conclusion

eferences

Abstract

Organizations today are formed on an on-going assumption, which emphasizes that a particular organization is formed with an aim to operate forever. Hence the organizations are well versed with the tactics and strategies that will facilitate their way to function profitably in the long run. In…

References

Anderson, M.W. (2004). The Metrics of Workforce Planning. Public Personnel Management, 33(4), 363+.

Helton, K.A., & Soubik, J.A. (2004). Case Study: Pennsylvania's Changing Workforce Planning Today with Tomorrow's Vision. Public Personnel Management, 33(4), 459+.

Horkan, N., & Hoefer, E. (2000). Workforce Planning at DOT. The Public Manager, 29(1), 13.

Jacobson, W.S. (2010). Preparing for Tomorrow: A Case Study of Workforce Planning in North Carolina Municipal Governments. Public Personnel Management, 39(4), 353+.

Stil Sim Company: Strategic Implementation / StilSim: Future Strategy for Success

Strategic Implementation / StilSim: Future Strategy for Success

Vision

Values

Value 1: We treat each person with dignity and respect.

Value 2: We exceed our clients' expectations.

Value 3: We are committed to continual improvement.

Value 4: We are Ethical

Value 5: We maintain good relationships and provide value

Go-To-Market Strategy

Generic Strategy: Customer Focused Strategy

Brand Ambassadors

Mobility is Essential

Social Media

Prompt Lead Follow Up

Track your esults

Market Strategy

Social Media Integration

Mobile Sites

Timeframes for the social media and mobile campaigns

People Involved

Tracking Progress

High-Level Action Plan

Points to Be Considered

Competition

isks

Contingency planning

Organization Design

CEO-Bill Simmons

ecruiting Manager

Account Manager

Line Manager

Software Engineers

ecruiters

Staffing Specialists 12

Summary 12

eferences 13

Strategic Implementation / StilSim: Future Strategy for Success

Purpose

The aim of this paper is to examine Stilslim's performance…

References

Brown, A. (2012). Dynamic Strategic Action Planning in Today's Fast-Paced Environment. USA: AudioInk.

Fifield, P. (2012). Marketing Strategy. 2nd Ed. Great Britain: Routledge.

Funston, R., & Ruprecht, B. (2007). Risk in the Strategic Planning Process. Business Finance. Retrieved from http://m.businessfinancemag.com/business-performance-management/risk-strategic-planning-process on 24th November, 2015.

Miller, F.R., & Miller, L.E. (2007). That's Customer Focus! The Overworked and Under-appreciated Manager's Guide to Creating a Customer-Focused Organization. USA: That's Customer Focus!

company I work in to improve its overall production levels and to be able to satisfy requirements associated with its new contract, it would have to experience a significant reorganizing process. While people who are going to be hired are important and while it is essential for the company to make sure it employs the best individuals available, the firm also needs to concentrate on providing current employees with the support they need to do their jobs more efficiently.

One of the first concepts that a human resources manager would likely consider in a situation similar to the one that my company is in would be a short-term staffing process. Considering that this is the company's first time working in a project of this magnitude, it is certainly important to consider the risks involved. Although there is a possibility for the company to develop long-term relations with diverse agencies throughout…

g. In U.K.), organizations are tempted to use positive discrimination for corresponding to contemporary requirements. This implies hiring disadvantaged applicants regardless of their professional competency. For instance, last year, UK's Gloucestershire Police and Avon and Somerset police confessed to have rejected white men for hiring women and ethnic minorities in order to meet Government requirements (http://www.workplacelaw.net/display.php?resource_id=8292&keywords).This is an extremely negative phenomenon as it succeeds in increasing the gap among different groups. Therefore, when encouraging such a strategy, authorities should pinpoint the rationale behind it and should organize conferences and workshops debating this issue.

ibliography

Piturro, Marlene. 2007. Recruiting and Managing a Diverse Workforce. http://www.vault.com/nr/newsmain.jsp?nr_page=3&ch_id=402&article_id=19018&listelement=3&cat_id=1102 (Accessed March 8, 2007).

Price Eboni, Gozu Aysegul, Kern David, Powe Neil, Wand Gary, Golden Sherita, and Cooper Lisa. 2005. The Role of Cultural Diversity Climate in Recruitment, Promotion, and Retention of Faculty in Academic Medicine. http://www.pubmedcentral.nih.gov/articlerender.fcgi?artid=1490155#N0x914e898.0x9306d20 (Accessed March 8, 2007).

usinesses doubt the benefits of…

Bibliography

Piturro, Marlene. 2007. Recruiting and Managing a Diverse Workforce.  http://www.vault.com/nr/newsmain.jsp?nr_page=3&ch_id=402&article_id=19018&listelement=3&cat_id=1102  (Accessed March 8, 2007).

Price Eboni, Gozu Aysegul, Kern David, Powe Neil, Wand Gary, Golden Sherita, and Cooper Lisa. 2005. The Role of Cultural Diversity Climate in Recruitment, Promotion, and Retention of Faculty in Academic Medicine.  http://www.pubmedcentral.nih.gov/articlerender.fcgi?artid=1490155#N0x914e898.0x9306d20  (Accessed March 8, 2007).

Businesses doubt the benefits of an ethnically diverse workforce. 2007.  http://www.workplacelaw.net/display.php?resource_id=8292&keywords  (Accessed March 8, 2007).

Cendant embraces diversity as a corporate way of life: Company aims to achieve a workforce that reflects its customers and markets. 2003. Human Resource Management International Digest 11: 12-15.

Staffing

Heneman and Judge (2005) define staffing as "the process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the organization's effectiveness." When it comes to the fertility clinic that is the object of this planning paper, creating and deploying the required workforce is particularly important, given the specificity of the activity.

Three categories of human resource needed at the clinic can be identified: specialized medical personnel (primarily fertility physicians), auxiliary personnel (including management and administrative) and additional specialists, such as psychologists. The first part of this paper will aim to briefly define some of the most important positions in the organizational chart.

Since this is a fertility clinic, the medical staff is an essential component of the workforce, and as research showed, the laboratory part is fundamental. The embryology and andrology department will be led by a scientific director, with at…

Bibliography

1. Heneman III, Herbert.; Judge, Timothy A (2005). Staffing Organizations. USA: McGraw-Hill

2. Pugh, D.S., ed. (1990).Organization Theory: Selected Readings. Harmondsworth: Penguin

3. Maslow, A.H. (1943). A theory of human motivation. Psychological Review 50 (4): 370 -- 39

Strategic Planning Challenges and Improvement

Strategic Planning, Challenges, and Improvement

Strategic planning refers to processes that substantiate the enterprise vision and mission. Strategic plans are frequently well crafted to offer value through a driving force for the consideration in the external and internal business environments. The facilitation of business managers provides a communication channel for all stakeholders of activity within and without the company. The main issues to be addressed coupled with strategic goals are specified towards the planning of groups, staffs, and consultants while focusing on the SWOT results and environmental scans. Strategic planning identifies changes within the current strategies within which there are requirements for reaching the goals and addressing the issues (Cooperrider, Barrett, & Srivastva, 1995). This means the identification of potential new strategies and suggesting changes to emphasize on priority. The presentation of performance requires the inclusion of the key staff for decisions and discussion.

Strategic…

References

Bryson, J. M. (2011). Strategic Planning for Public and Nonprofit Organizations: A Guide to Strengthening and Sustaining Organizational Achievement (4th ed.). San Francisco, CA: Jossey-Bass.

Cooperrider, D., Barrett, F., & Srivastva, S. (1995). Social Construction and Appreciative Inquiry: A Journey into Organizational Theory. In D. Hosking, H.P. Dachler, & K. Gergen, (Eds.), Management And Organization: Relational Alternatives To Individualism (pp. 157-200). Burlington, VT: Ashgate Publishing. Retrieved from  http://appreciativeinquiry.case.edu/uploads/SocConst%20and%20AI.pdf

Strategic Alignment

Every organisation should have a set of underpinning values, and this is especially true of non-profit organisations, which exist for reasons other than earning profit. The values are typically embedded not only in the strategic objectives that leadership sets for the organisation but also in the methods by which the organisation seeks to attain those objectives. The values set the cultural tone for the organisation, and the culture influences organisation actions and outcomes. The amount of study on this subject, however, has been minimal in management literature. This paper will examine the relationship between organisational culture, organisational values and organisational strategic objectives, with an emphasis on the non-profit sector. The values that underpin an organisation should be reflected both in the culture and the objectives, but the nature of this relationship remains relatively unexplored. This is the gap that the present paper will seek to fill.

Defining Values…

References

Berson, Y., Oreg, S. & Dvir, T. (2008). CEO values, organisational culture and firm outcomes. Journal of Organisational Behavior. Vol. 29 (5) 615-633.

Boxx, W., Odom, R. & Dunn, M. (1991) Organisational values and value congruency and their impact on satisfaction, commitment, and cohesion: An empirical examination within the public sector. Public Personnel Management. Vol. 20 (2) 195-205.

Colley, S., Lincolne, J. & Neal, A. (2013). An examination of the relationship amongst profiles of perceived organisational values, safety climate and safety outcomes. Safety Science. Vol. 51 (2013) 69-76.

Gregory, B., Harris, S., Armenakis, A. & Shook, C. (2009). Organisational culture and effectiveness: A study of values, attitudes and organisational outcomes. Journal of Business Research. Vol. 62 (2009) 673-679.

Staffing Unit Leadership Talent

Staffing Unit Leadership

Our company's standard procedures for search, recruitment, and selection of employees is designed to ensure a high level of process efficiency, procedural consistency, regulatory compliance, and overall fair[footnoteef:1]ness to all stakeholders. We recommend the following steps to create structure for the recruitment and selection process: 1) Identify the vacancy (vacancies) and evaluate the staffing qualifications needed for the position(s); 2) Develop a job description specific to each position; 3) Develop a recruitment plan; 4) Select a search committee; 5) Post the position(s) and implement the recruitment plan; 6) eview applicants and develop a short list; 7) Conduct interviews; 8) Select the person(s) to be hired; and 9) Finalize the recruitment.[footnoteef:2] [1: Liu, C. (2001, March 11). The fairness factor (I): In recruiting hiring & interviewing. CM Learning. [Web]. H.com. etrieved http://www.hr.com/SITEFOUM?&t=/Default/gateway&i=1116423256281&application=story&active=no&ParentID=1119278127660&StoryID=1119644188812&xref=http%3A//www.bing.com/search%3Fq%3Dhiring+selection+process+army+fairness%26qs%3DAS%26form%3DQBLH%26filt%3Dall%26pq%3Dhiring+selection+process%26sc%3D4-24%26sp%3D2%26sk%3DAS1] [2: ____. (2013). ecruitment & Selection Hiring Process, University of California at…

References: 5

____. (2013). Recruitment & Selection Hiring Process, University of California at Riverside. Retrieved  http://hr.ucr.edu/recruitment/guidelines/process.html#step3 

____. (2014). Tourism and Economic Development Director, Town of Red River, New Mexico. LinkedIn.

____. (2014). The Selection Process. Gallup. [Web]. Retrieved  http://www.gallup.com/careers/108163/Selection-Process.aspx 

____. (2014). The 4 hiring practices of highly successful organizations. Finding the right person for the right job fuels success. Inc.com. [Web]. Retrieved  http://www.inc.com/articles/2002/01/23815.html