Recruitment and Staffing - Essay Example

Recruitment and Staffing al Affiliation Recruitment and Staffing As a consultant for the owner of small convenience stores, in setting up a process for ensuring the owner has valid selection measures for each position in the store, the following recommendations would help the owner establish an appropriate HR plan: (1) determination of future HR requirements; (2) determination of future HR availabilities; (3) determination of gaps and reconciliation of variances in demand and supply of HR requirements; and (4) development of action plans to address the identified gap (Heneman, Judge, & Kammeyer-Mueller, 2012).

As such, when demand and supply have been appropriately determined for each position in each of the owner’s small convenience stores, he could anticipate future demand and design acquisition strategies which integrate time frame elements to ensure that future requirements are placed at an appropriate time.As emphasized in Heneman, Judge, & Kammeyer-Mueller (2012), for small establishments like what the owner has, the method of job analysis that is most appropriate is the job group analysis.

As disclosed, “jobs with similar content, wage rates, and opportunities (e.g., promotion, training) must be combined into job groups, and each group must include a list of job titles… use as job groups the nine categories on the EEO-1 form: officials and managers, professionals, technicians, sales, office and clerical, craft workers (skilled), operatives (semiskilled), laborers (unskilled), and service workers” (Heneman, Judge, & Kammeyer-Mueller, 2012, p. 129). It was also stated that the percentage of women and minorities in each group should be appropriated, as required by labor laws.

ReferenceHeneman, H., Judge, T., & Kammeyer-Mueller, J. (2012). Planning. In H. Heneman, T. Judge, & J. Kammeyer-Mueller, Staffing Organizations, 7/e (pp. 85-143). McGraw Hill.