Organizational Staffing Plan
The purpose of this paper is to provide a staffing plan for Guardian Angel Daycare center. Although, we are a small business I will provide information that will show with the right amount of employees, possessing the knowledge, skill, and ability (KSA) skill sets we can maximize efficiency and meet the critical business needs at the appropriate times. In order for us to secure the licensure needed for our future expansion.
Identify two (2) types of staffing models that could apply to your chosen scenario and determine which model would be best suited for efficiency, productivity, and possible future growth. Examine the significant effect of each identified staffing model on processes that may be occurring within the organization (e.g.,
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Wanting to maintain a business with equal employment opportunities and diversity, as the owner I must be aware of the potential legal issues I may encounter. Thus far, the two major laws I must be aware of during the time I am recruiting for new employees for the future growth of Guardian Angel Daycare are Title VII of the Civil Rights Act and Age Discrimination in Employment Act. As I start recruiting for new employees it’s imperative that I am cautions of my methods, because word of mouth is the easies and cheapest way to recruit. However, it can also have the potential to be illegal. For example, an employer’s reliance on word of mouth recruitment by its mostly Caucasian workforce may violate the law if the result is that almost all new hires are Caucasian. As well as with publishing any job advertisement that shows a preference for or discourage someone from applying for a positions. For example, a help wanted as that seeks “males” or “recent college graduates” may discourage men and people over 40 from applying. Under the laws enforced by Equal Employment Opportunity Commission (EEOC), it is illegal to discriminate against someone (applicant or employee) because of that person’s race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information (Prohibited Employment Policies/ Practices).
According to the Society of Human Resource Management (SHRM) in order for me to achieve transparency