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Question: Prepare a 1,050- to 1,400-word paper in which you develop a staffing plan for the organization in which you work, or one with which you are familiar. If you are in a very large organization you can develop a plan for just one division. Determine how many people you need to hire and in what functional areas, such as manufacturing, operations, customer service, distribution, marketing, and accounting. Develop strategies to recruit the appropriate applicants. Include a discussion of how the strategy is legally compliant. Use the reading assignments, interviews with your HR representatives or staff persons, Web site articles, Electronic Reserve Readings, and HR journal articles to support your position. At least two references are required.
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Question: Prepare a 1,050- to 1,400-word paper in which you develop a staffing plan for the organization in which you work, or one with which you are familiar. If you are in a very large organization you can develop a plan for just one division. Determine how many people you need to hire and in what functional areas, such as manufacturing, operations, customer service, distribution, marketing, and accounting. Develop strategies to recruit the appropriate applicants. Include a discussion of how the strategy is legally compliant. Use the reading assignments, interviews with your HR representatives or staff persons, Web site articles, Electronic Reserve Readings, and HR journal articles to support your position. At least two references are required.

by Chief OxFebruary 12, 2020

A staffing plan is an extremely import part of running a successful, efficient business—especially a bakery.  A bakery needs managers, marketers, accountants, bakers, front of house staff and a cleaning staff.  Determining how many of each type of employee is needed a key ingredient to having the business be successful. The qualifications of the employees that are hired are also important.  That is why the recruitment process must be allowed adequate time to ensure that the best quality candidates can apply and that only the best are selected.  The decision should be based on the quality of work and past experience as opposed to race, sex, age, national orientation or religion.  A bakery is only successful if the customer enjoys the product and the environment of the shop.  Therefore it is crucial to hire individuals who will work well together and create a pleasant environment not only for customers but for the employees alike.

Staffing Plan

            Having the appropriate staff is key to making an organization run smoothly and efficiently.  This is especially true in a small business where things must be affordable and efficient in order to be successful.  Such is the case when opening a new location for Carlos Bakery, featured on TLC’s Cake Boss, with both a physical location as well as two mobile locations—lunch-trucks in Manhattan that would exclusively sell cupcakes from the physical shop.  A staffing plan is going be extremely important to ensure that everything runs smoothly and efficiently.

            When developing a staffing plan we need to look at the staff we will need in the physical location as well as in the two mobile locations.  It is important to know how many customers we are serving in the physical location so we can estimate how much staff we need.  It is also important to estimate how many customers we will be getting from the two different mobile locations so we can ensure that we have enough staff both at the mobile location and in the physical location. We will need bakers, and front of house staff, as well as staff that can both work with customers and drive the trucks for the mobile locations. 

Determining What Staff is Needed

            In order to be efficient and keep cupcakes on the shelves it is estimated that we will need about seven bakers making cupcakes full-time—three for baking and three for icing and one for special toppers.  Ideally we would want two to three individuals who can work front of house selling the cupcakes off of the shelves and taking special orders.  We would also want two individuals in each of the mobile locations—one would drive and then both would sell cupcakes once the location is reached for the day. Additionally we would need a marketing professional to assist us in launching the mobile locations, to continue promoting the physical location and maintain the website. Four part-time cleaning staff would also need to be hired, to clean the equipment and the space- both at the physical and mobile locations.  And an accountant would need to be hired to assist in filing taxes quarterly. It would be beneficial to hire three managers to ensure that everything is running smoothly and so there is a capability to rotate shifts. Overall we are looking to hire twenty-three individuals which should adequately staff the operation.

Recruiting Applicants

            Because the business runs on quality products and customer service it is extremely important that we spend time during the recruitment process and hire qualified and appropriate candidates.

Bakers

            The bakers that we hire will be the individuals actually making the products that we are selling to customers.  Therefore it is extremely important that they can produce high quality, delicious, moist, flavorful cupcakes.  The will be required to have a pastry chef degree obtained and be able to produce an excellent cupcake. As part of the recruitment process we would ask them to create a batch of cupcakes with the given ingredients so we can sample their work and evaluate how they work.  Because we will have seven bakers in the kitchen simultaneously it is important to see how each individual works to ensure that the bakers will all be able to work together in the kitchen.

Front of House, Mobile and Cleaning Employees

            These employees will be required to be at least sixteen years of age and will simply have an application/interview process. Applications will submit their applications, we will call back the ones who are qualified, conduct interviews and then select from there.  Due to insurance regulations we will need the driver of the mobile locations to have at least a two year, clean driving record.  

Administrative

            We will outsource the accounting position to an accounting firm so we do not have to hire anyone directly. The marketing position will be a part-time position and we will consider anyone with some experience, internship or professional, and at least two years of higher education in a related field.  We are looking for someone who is Internet-savvy, especially in the realm of social media.  Interested candidates would apply, be interviewed, references would be contacted and then a decision would be made.  The process would be identical for the management positions, however they must have at least two years of experience in management in a high-volume customer service environment since such a big part of the day is in interacting with customers.

Compliance

            We consider the bakery an Equal Opportunity Employer and will accept anybody who is qualified regardless of race, color, religion, sex or national origin (“Equal employment opportunity,” 2009).  We do have minimum age requirements as set by state regulations and employment laws (“Pennsylvania child labor,” 2011), as well as regulations set forth by the insurance company.  The overall goal is to select the applicants who are most qualified for each of the different positions that we are hiring for.

Discussion

            Efficiency in the bakery business can only be obtained by hiring individuals who are already trained and know what they are doing.  This ensures that we will have a quality product and be able to produce the amount needed in a shorter amount of time.  It is extremely important that the recruiting process is legal and effective. We want both customers and employees to have the best experience possible and it is important to take our time recruiting to get the right balance we need.

References

Equal employment opportunity. (2009, November). Retrieved from http://www.dol.gov/ofccp/regs/compliance/posters/pdf/eeopost.pdf

Pennsylvania child labor law. (2011). Retrieved from http://www.portal.state.pa.us/portal/server.pt/community/child_labor_law/7508

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Chief Ox

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