Staffing Organizations Part 1

Posted: September 10th, 2013

Staffing Organizations Part 1

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Staffing Organizations Part 1

            1. The employment relationship between the coffee shop and the employees refer to a legal relationship. In this sense, employment can be on a permanent basis or a fixed-term basis. In the case of the coffee shop, the best employment relationship would be a fixed-term relationship for the managers (Farnham, 2000). The fixed-term relationship is to be determined by a contract renewable every year. The importance for having a contract is that it safeguards the business from losing employees in a situation where it would be difficult to replace an individual. In a contract, the employee has to agree and or negotiate on terms of employment as stipulated by the employer. Before a manager leaves, for example, he or she has to give the employer a three-month notice so that the employer can look for an appropriate replacement. It can be extremely damaging for the coffee shop to lose a manager without notice. This is because it may leave the other managers overworked for a long time before the right replacement is found.

With regard to the ten employees who will work as coffee servers, it would be important put them on a part-time contract. The shop, being next to a school, might mean that most employees maybe students. Since students have flexible hours in terms of class attendance, it is possible for them to work and still learn. However, the part-time contract also needs to come with conditions for leaving work. The terms for quitting should be accompanied by a two-week notice so that the business does not suffer at the expense of an individual who does not want to work anymore. The part-time contracts can be renewed every two months. This is because not many people stay on the job long enough in part-time arrangements. What is also crucial in a contract is the fact that the terms of payment have to be adequately discussed. Each employee should be paid according to the number of hours worked since the store will be operating in shifts.

2. Disparate-treatment is a theory of discrimination in which an employer is believed to treat an employee less favorably than others because of their race, religion, color, sex or national origin (Farnham, 2000). To avoid the issues of disparate treatment claims, it is essential for the coffee shop to review laws on termination and payday laws that are applicable and ensure that the shop complies with all the rules. In the event that an employee is to be terminated, a warning should be given to them before they are dismissed. The date and the circumstances of the warning also have to be recorded so that an employee cannot claim foul play (Ployhart, Schneider, & Schmitt, 2006). Documentation should be drafted to this effect and employees should sign to show that they actually received the warning. An employee should also be provided with real information regarding their termination. If a case of misconduct exists, it should be pursued using organizational protocols.

3. Several external influences could hinder staffing. Some of the external influences that may influence staffing include economical issues, technological issues and environmental factors. Economic effects on staffing include inflation and labor laws (Marchington et al, 2005). The coffee shop needs to ensure that economic conditions do not affect the quality of employees it gets. If the employer is willing to adhere to labor laws, it is likely that they are going to get good employees. Technological issues may hinder staffing if the prospective employees are unable to adapt to the technological requirements of the job (Farnham, 2000). However, the coffee shop intends to create a comprehensive training program that will ensure each employee is competent enough to cope with the job requirements. The social environment may also hinder staffing. For example, negative attitude toward the shop may make people shy away from working at the coffee shop. However, the promotional strategies in place will enable the shop gain a favorable image that will attract qualified staff for the necessary positions.

4. A plan to deal with employee shortages and employee surpluses is to ensure that the working shifts have been increased within the day. In a day, three shifts will be inducted. Each shift will have a different manager and different coffee servers. Since the coffee servers are ten, four employees will have to work during the busiest shift to ensure that the there is adequate service at any point during the day. However, when there is a shortage of servers, it will be necessary to ensure that the servers work more hours by introducing the concepts of double shifts when need be. In a situation where the servers are more than needed, it is essential for their hours to be cut back by adding a fourth shift. Since there is the possibility of some employees being disgruntled, since the contracts end in every two months, the shop can decide not to renew a contract. The decision not to renew will be stipulated on the contract where an employee’s performance will be reviewed (Marchington et al, 2005). If an employee’s performance is not satisfactory, then they are eligible for termination.

5. To ensure that there is workforce diversity, the coffee shop intends to understand its customer base before undertaking any recruitment processes. In this regard, the intention is to ensure that the shop’s employees represent the immediate social environment in which it is going to work (Paludi, 2012). In an attempt to attract a diverse employee base, it is the intention of the coffee shop to advertise that it is open to the beliefs and traditions of other cultures. The applications will be analyzed against the diverse nature of the immediate social environment. However, in the process of trying to implement a diverse working force, the plan is to ensure that the recruitment process does not disqualify competent individuals because of their race, sex, gender or national origin. This is in line with the anti-discrimination laws that have been stipulated in the constitution.

It is also the intention of the coffee shop to ensure that it offers diversity training in the work pace. All employees will be made aware of the fact that decisions about hiring will be based on identifying the best candidate. This can also be achieved by ensuring that the recruitment process is transparent. Managers will also be instructed on the importance of a diverse working environment. In this regard, they are to ensure that policies put in place a fully dedicated to supporting a diverse environment in the shop. The aim of the whole idea will be creating a recruitment process based on merit that is race, age, and minority, gender dispassionate (Ployhart, Schneider, & Schmitt2006).

6. The job requirements should be based on Knowledge, Skills, Abilities and other characteristics that will enable mangers to run the stores and servers to cope with the expected environment. An analysis of the job positions requires that managers have at least a college diploma or relevant training in management. The store manager should also have experience as a manager or an assistant manager in a similar environment. On the other hand, a server is expected to be a hard worker, intelligent, and able to adapt to the work environment. They should also be willing to accept training for the position. Work experience, in a similar position, will be an added advantage though not a rigid requirement. These requirements reflect the knowledge, skill and abilities required for the position of store manager and server.

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