Staffing Plan for Growing Businesses

Staffing Models
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According to Ghahramani in his research work, staffing refers to a process by which an organization determines or finds the best candidates, selects, evaluates, and develops the individuals to work in it (1). Staffing can also be a function of recruiting an employee, screening them, and selecting that done in a business organization or a company. The staff department carries an orientation, employee retention and termination, and training processes (Jachi & Yona, 2). Staffing ensures that various positions are filled with qualified candidates who can improve the organization's productivity. The main intention of staffing is to ensure that the right employee occupies the right position at the right time, hence optimally utilizing the available resources within the organization. Since staffing is very important in running all the business organizations, it aims at matching the employee skills with the required duty or tasks in an effective way (Barati et al., 3). In carrying out an effective staffing process, one should first understand the organization's needs, the kind of employees, the number needed, and the method used to select, train, and retain the employees within the organization. The staffing process consists of human resources planning, recruitment, selection, placement, training, development, promotions, transfers, appraisal, and determination of remunerations or the employees' payment (Stone & Gavin, 4 ). With the In-home daycare business organization, it is a continuing business that needs to be improved to accommodate many children during the day. Since the organization is an In-home daycare business, there are five types of staffing models that are needed to be developed within the organization. They include professional services or consultants, outsourcing or the third-party employed staff who performs the work, staff augmentation resources, which are temporary staff that supplement full-time internal employees, hybrid model, and the full-time employee are very important to the organization. These five staffing models will improve business productivity by ensuring efficiency and effectiveness in the organization and increasing growth (Ghanavatinejad et al., 5).
In our scenario of the in-home daycare business organization, both the professional services or the consultants and the outsourcing or the third-party working in it. Examples of the professional services in the organization are the five Certified Day Care Professionals, one Registered Nurse professional, and one office Support Paraprofessional, and an example of the outsourcing is the five After-School Assistants. The best staffing model that would suit the in-home daycare organization and ensure improved productivity and sufficient efficiency and that will ensure a high possibility of future growth is the provision of professional services to the organization. When the organization provides qualified professional services or consulting services, it should ensure that it shows improvement from the previous team. Professional services or consultants are there to solve any problem and provide the best solution in the organization. Hence, both outsourcing and professional services will ensure that every task has been done effectively in the right way (Gubbels et al., 6).
It might not be very easy to establish equal employment and diversity in most organizations in most cases. In consideration of equal employment in the organization has affected how businesses act, recruit and hire employees in organizations within the environments. Many legal issues can be encountered when establishing or developing equal employment opportunities in workplaces and diversifying the organization (Atlagh & Tamnine, 7). These legal issues include, first, one can be accused of having discrimination in the daycare organization by the people I decide not to employ. Since a home daycare organization needs qualified employees, choosing qualified candidates from the pool of applicants is a must (Baumeister et al., 8). Hence, in choosing them, one should eliminate those not qualified and retain the qualified employees. There is a need to choose the right and qualified individuals to work in the right place when selecting employees. The second challenge is recruiting and training the new employees or the existing employees in the organization. It is not easy to determine the employees who need to be trained, what kind of skills are needed in the organization, and the cost that should be spent to pay the trainers. It is costly to hire an external human resource manager to come and recruit new employees or train the existing employees who need to be acquainted with more skills (Hartwell et al., 9). The third challenge I might experience is rewarding the employees. Employees deserve to be rewarded once they do the job in the organization, though one should decide whether to reward them or not.
In the work of Shet and Nair, the rewards can be trips to nice places, parties, gift cards or free gym membership cards, or extra payment to the employees (10). It is done after team workers have completed the project and the results have positively affected the organization. The other is terminating the employees from the organization. It is wrongful to terminate the employees without their notice or unlawful termination (Ługowska, 11). The employee should know the reason for being terminated if it was right or illegal. To achieve effectiveness in the organization is by providing relevant or appropriate information to the customers by creating awareness about the organi...