Business Expansion and Sustainability - Paper Example

Job requirements involve the quality and all qualification needed to acquire a specific job. These include skills, years of experience and educational requirements (Mader-Clark, 2013).

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Skill requirement: This will involve types of experience where the employee uses specific skills such as teaching a specific subject. The experience needed for this case involves working with little kids and special care.

Years of experience: this refers to the number of years either in general involved in day care or specific role within in-home daycare. This can include five or more years of teaching or three or more years working at the in-home daycare.

Educational requirements: certain positions need applicants with a specific level of education for instance higher diploma, a college degree or even a university degree. At this point, education requirements for the job will be listed in the job posting. In other scenarios, related work experience can be substituted for some or even all the education requirements.

Job requirements can impact staffing in the organization in various ways. First, many requirements will lead to low responses and hence higher chances of acquiring unqualified participant for the job. This means that the management needs to formulate specific and fewer job requirements in order to attract a large pool of employees and select the best for the job. Secondly, job requirements lead to high organization performance since the best pool will be recruited and selected to work at the in-home day care. In order to meet the required job requirements needed at the in-home day care, it is essential to form a selection panel which will involve a team of committed individuals in ensuring the best is selected. This will utilize varying perspectives and help eliminate biases.

Long-Term Recruitment Plan

Determine recruitment goals: A sustainable recruitment plan should incorporate the overall business goals such as the plans to expand the in-home day in the coming years. The skills needed to accomplish this should be highlighted then specific recruitment goals set. Selecting employees who are less dedicated can significantly compromise the overall success of the business.

Review job descriptions: It is essential to continuously review job description which may include change or formulation of an entirely new job description. At this stage, the job description can be tailored to consider retirees with the aim of enhancing service provision.

Utilizing people-finding strategies: This includes developing a relationship with the major people and the community to ensure a sustainable growth of the in-home day care. There is a need to also promote or hire from within the organization to create a culture that indicates that hard work is rewarded.

Application of alternative labor pools: it is imperative to apply varying labor pool for an organization. This can include co-op students, aboriginals, and people with disabilities. Ideally, the right person for various positions in an organization may not be from the obvious pool of applicants.

Branding Strategies

It is important to take a holistic approach in branding the in-home day care throughout all the activities linked to the recruitment and selection process since the perceived power of companys brand influences the actual power of the brand.

Manage Job posting with diligence: in order to ensure the organization brand prevails, it is essential to ensure all vacancies published either online or within the organization notice boards comprise of a thorough and eloquent job description. Supplementary excitement stimuli about perk and benefits can be thrown to incite candidates across the board.

Managing job interviews with diligence: Once the applicants have shown interest in working in the organization and recruited, the brand has acquired significant interest but this need not to end here. The interview process presents the perfect time for conveying exemplary organization brand (London, Mone & Scott, 2004). At this stage, therefore, it is essential to be professional and most important put the candidate at ease.

Manage workforce with diligence: it is essential to ensure the existing employees are satisfied in the organization and brag about the organization. A satisfied workforce will willingly tell good stories about the in-home day care unrivaled success, corporate culture and positive values that will be essential in promoting the overall brand.

Communication methods

Oral communication: This can be done through communicating with the prospective employees on the available vacancy. This will then be spread thereby attracting a large pool of possible candidates.

Print media and written communicating: This will include the use of magazines, posters and newspaper adverts aimed at acquiring the right candidates at the in-home day care. This will be costly but will cover a significantly larger population as compared to oral communication.

National media: This can be the most effective method of advertising to a large population thereby attracting the most qualified candidates.

An integration of both branding strategies and communication methods can help realize positive results in relation to selection and recruitment and hence the overall successes of the in-home day care. This is because the best candidates will be attracted and recruited thereby enhancing service provision. Subsequently, once the organization acquires a substantive brand recognition in the area, more clients will bring their kids.

Selection processes for recruiting new employee

There exist many processes that can be used to recruit prospective employees. The first step is to notify the applicants then review their applications. After this, the screening will be done to identify the most appropriate followed by an intensive interview. It is from the remaining pool that selection is done and new employees hired.

The second method will include identification of the position and assessment of the need to employ. This is followed by the formulation of job descriptions, recruitment plan, selection then a review of the applications. From here, interviews are scheduled and conducted and the best candidate hired in the in-home day care.

Selection criteria

When hiring, the criteria that would be applied will focus on qualifications, attributes linked to the job which relates to the behavioral aspects, the skills required for the position, knowledge of the applicant, and the productivity of the applicant (Merchant, Theivananthampillai, & Stringer, 2010).

The criteria if effectively used in recruitment will help achieve significant success within a short period. Employees will be satisfied since they will enjoy their roles and duties hence productivity and high job satisfaction. This can be a remedy to employee turnover.

Assessment methods

Assessments Centers: This will help evaluate the employee communication skills, planning, and organization as well as the analytical skills. This can involve their ability to handle various issues with the daycare related to the kid's behavior (Noe et al., 2006). The assessment center applies professional raters who examines, categories and evaluate employee behavior in the organization.

Cognitive ability test: This assesses one's ability to learn faster, reason critically, and endure other mental abilities that are essential to the success of the in-home day care.

To predict the employee's performance, various issues can be evaluated. First, history of the employee can predict success or failure. Previous success achieved will mean success for the new job. The second predictor is the employee's ability to deal with challenging tasks in the organization. Thirdly is through the assessment of intelligence through the use of mind boggling questions and finally the employee's ability to cope with the pressure at work.

In conclusion, skill, education, and experience are some of the necessary requirements when recruiting to achieve success at the in-home day care. At the same time, it is essential to create a brand that will ensure a large pool of prospective employees is attracted to the employees through undertaking all activities with diligence. Assessment methods that can be employed in selecting new employees include assessments centers and cognitive ability test.

References

London, M., Mone, E. M., & Scott, J. C. (2004). Performance management and assessment: Methods for improved rater accuracy and employee goal setting. Human Resource Management, 43(4), 319-336.

Mader-Clark, M. (2013). The job description handbook. Berkeley, CA: Nolo.

Merchant, K. A., Theivananthampillai, P., & Stringer, C. (2010). Relationships between objective and subjective performance ratings.

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. Human Resource Management: Gaining a competitive advantage.