Staffing Plan Paper
My boss, K. H, stated, "People are your most important asset is wrong. People are not your most important asset: the right people are." (personal communication, May 26, 2007). I agree on that statement he made. Additionally, he informed me that hiring employees for this business may sound like a simple process, but the hiring process can easily become complex and confusing. After understanding the recruitment process taught by G. H. (personal communication, May 22, 2007) at UP college, I can develop a successful staffing plan for my organization, XXX Corporation. I will determine how many people I need to hire and in what functional areas and develop strategies to recruit the appropriate applicants.
To recruit qualified candidates, I have to identify what positions are needed and the number of openings for each position. I would ask myself what are the necessary positions I need to have a successful tax season. I see 12 traditional positions I need to get started. These positions are:
1. General Manager
2. Office Manager
3. Tax Preparer
4. Tax Preparer Assistant
5. Receptionist
6. Bookkeeper
7. Technical Support Specialist
8. Tax School Instructor
9. Marketing Coordinator
10. Processing Clerk
11. Customer Care Center Manager.
12. Customer Care Specialist.
After establishing my primary positions, then I would focus on workers. XXX classified workers in three categories: (a) employees, (b) temporary workers, and (c) independent contractors. I would keep the same categories for my staff plans. I would make sure I write a detail distinctions on each category. Once I determined my needs, I would create detail descriptions for each position. This would define the role of the position and reflects the work an emp ...