|
|
TABLE OF CONTENTS I. Introduction II. Background III. Executive Summary IV. The Staffing Plan V. The Training Plan VI. Compensation VII. Implementation VIII. Conclusion IX. Refrences I. Introduction In this paper, we will give a basic overview of the background and future staffing and training strategies for the SMC Company. Our goal is to identify critical issues regarding the current organization of the company. Second, develop a staffing and training plan for the company, and finally implement these plans and strategies while upholding the companies five primary values quality, safety, team work, fun and customer service. II. Background SMC Company recognizes that in order to stay competitive in today’s constantly changing business environment, having the right people at the right time is not an easy task to support the company’s business strategy and capability needs. Recently, several local companies have experienced recent labor organizing activities. SMC Company’s CEO is committed to keeping the organization local. III. Executive Summary SMC’s five primary values are quality, safety, team-work, fun and customer service. In order to continue to uphold these values we believe that SMC is in a very good position to implement a Boundaryless Organization Structure. We feel that the workers are capable of performing independently. Each team will be required to satisfy key criteria like; Task Roles, Maintenance Roles, and Individual Centered Roles. We plan to implement a staffing strategy that will help find those who are qualified to fit this type of organization. The training Program that SMC will follow will be a program that is enthusiastic and fun. It will teach and strengthen the importance of teamwork, safety, quality, and customer service while the trainees are having fun. The goal is to make the training memorable and to boost morale. We plan to continue to keep our employees through continued training and with a solid compensation and benefits plan, including opportunities to bonus and receive rewards, especially for teamwork. By implementing these strategies, we believe that SMC will continue to grow and be very successful. IV. The Staffing Plan A brief description of the staffing model is the future requirements are determined by strategic and operational planning efforts. The model takes the current staff data and forecasts what the future staff will be. These two pieces of information are compared to determine what the gap or surplus will be. From this analysis, staffing plans are created and implemented. The implementation of the strategic staffing plan should result in the desired workforce SMC Company needs in terms of the number of employees, the appropriate skills, employees in the right locations, etc. The Staffing Process In reviewing SMC’s organizational and operational plans, we will have to identify the critical issues and determine the environment, resources, and other factors that need to be addressed. SMC is located in a small midwestern town of 30,000 people. Current rate of unemployment is 2.2% The racial demographic makeup of SMC is 90% white, while the local labor market population is approximately 40% minority. The CEO and five directors are white males. One female supervisor works in customer service department. SMC employs 100 employees currently. Due to increase in demand, output needs to be increased 100%. All employees in manufacturing, customer service, and operations have a minimum of a high school education or GED. In defining the future requirements needed by the organization, we need to consider the critical issues and employee population affected. Determine the most critical competencies (skills, abilities, knowledge) essential to address these issues. We will also determine the skills that differentiate one level of the employee population from another.
|
