1. Running head: ABC AMERICAN FINANCIAL 1
ABC American Financial Corporation: Strategic Staffing Plan
HRC 7561
March 7, 2015
Professor Gonzalez

2. ABC AMERCIAN FINANCIAL 2
ABC American Financial Corporation: Strategic Staffing Plan
ABC American Financial Corporation is a diversified financial services company
offering a broad array of title insurance, closing, settlement, property data and technology
solution products to customers in the United States, Mexico, Korea, and Hong King along with
leading market share in Australia and England.
The company’s CEO, Mr. ABC2, states that “ABC American believes in the benefits
associated with a diverse workforce (Corporation, 2015). This includes professional and
educational background, life experiences, generational and social perspectives, as well as race,
gender, disability and national origin (Corporation, 2015). Our employees’ viewpoints are
valued and respected. Our commitment to our diverse workforce allows us to more fully
understand and meet the needs of our customers and communities where we all live.”
(Corporation, 2015). Furthermore, the company’s SVP, Head of Human Resources, Mr. ABC3
states, “I am proud of the way our field and functional teams are working together to make ABC
American an employer of choice (Corporation, 2015). Many of our programs and enhancements
were a success because of team effort (Corporation, 2015). No one group can do it all, and
although we have room to continue to work together, even better, we are on the right path.”
(Corporation, 2015). The corporate strategy of ABC American Financial Corporation is talent,
performance, retention, and development driven (Fletcher, 2014).
The strategy of ABC American Financial Corporation is to be the best place to work for
employees, provide the best service to our customers along with exceptional returns to our
shareholders (Fletcher, 2014). In addition, we are committed to providing our current and future
employees with policy and procedure on exempt and nonexempt classifications (PayScale,
2012). Secondly, ABC AFC takes pride in providing a career development program that plays

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an important role in helping build our leadership talents (Corporation, 2015). According to Mr.
Fletcher (2014), programs such as Experienced Leader, Emerging Leader, and the Women in
Leadership Institute programs continue to thrive in 2014 with 233 employees participating
(Fletcher, 2014). This level of participation helped build the leadership talent by supporting
ABC AFC’s training compliance, providing 27 if the required training courses along creating and
updating 13 more training modules (Corporation, 2015). More importantly, implementing a
succession plan is one of the objectives in the hiring process (Fletcher, 2014). Furthermore,
human resources and upper management aligned with the business strategy and continues to
develop talented people within the company to maintain a healthy attrition rate (Fletcher, 2014).
Secondly, ABC AFC is known for promoting talent from within is a good business strategy.
This unified front was commended and acknowledged by Fortune Magazine as “100 Best
Companies to Work Program for 2014 (Fletcher, 2014)
At the ABC American Financial Corporation, we believe in a global integrated workforce
using qualified talent to deliver quality services. Our core values are integrity, stability,
innovation, leadership, and trust. Our vision is to the leader in our industry, dedicated to
continually improve the products provide. Our strategy is to pursue operational excellence and
innovation to provide customers with the highest quality solutions. Our balanced scorecard is to
align the staffing system with the company strategy through attracting top talent, retain and
motivate our workforce, develop our workforce, manage and align systems and analytics, and
communications (Fletcher, 2014).

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Job Analysis
With that being said, this is where we will begin our job analysis for the ABC America
Financial Corporation. This analysis includes professional and educational background, life
experiences, generational and social perspectives, as well as race, gender, disability and national
origin (Corporation, 2015). Secondly we are focusing on entry level positions therefore our job
analysis will focus on analyzing of two types of criteria. For example, the characteristics of our
entry level job candidates are just as critical as our executive positions therefore we will combine
the essential and desirable criteria (Fletcher, 2014). Furthermore the methods of reliability and
validity measurements have provided our analyst group with excellent outcomes along with
creating an effective structured interview (Phillips, 2012). Our selected candidates that rate
highly in the categories of the necessary educational background, technical skill sets, and work
experience continue to show how they will enhance our business goals (Phillips, 2012).
Therefore we will continue to utilize the structured interview approach because of its continued
recruitment success (Fletcher, 2014).
Staffing outcomes
“Polycentric Staffing is defined as a multinational staffing strategy whereby each
satellite office is managed as a unique national entity. Managers and employees are hired locally
to minimize communication and cultural challenges” (BusinessDictionary.com, 2015).
The strategy of ABC American Financial Corporation is to be the best place to work for
employees, provide the best service to our customers along with exceptional returns to our
shareholders (Fletcher, 2014). ABC AFC is a global corporation therefore we implemented a
sourcing plan that focuses on cost, speed, and talents of new hires (Fletcher, 2014). Secondly
through profiling, analyzing and using trending recruiting sources we were commended and

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acknowledged by Fortune Magazine as “100 Best Companies to Work Program for 2014
(Fletcher, 2014). For example, we are a global company therefore our employee profile is
designed to aid our recruitment staff in hiring a diverse candidate. The recruitment staff designs
their survey on the foundation of the mission and vision statement of the company. For example
our surveys will evaluate how job candidates answer questions such as, “In knowing the
company’s mission and vision statement important to your position in previous jobs? If yes,
please explain (Fletcher, 2014). The candidate will be rated on three important areas as it
pertains to the hiring selection. For example, the recruiter wants to know and see how the job
candidate communicates along with showing the importance of company values. More
specifically, if the candidate answered yes along with an attractive explanation often they are
considered for an interview (Fletcher, 2014).
Our job search engine provides access to seven talent areas, all states, cities and the
United Kingdom. Secondly, it provides all employment types, global access, average speed and
most of all the talent area. However for this presentation, our Human Resource recruitment team
uses a standard source analysis in hiring the top candidates for the Onsite Customer Service
Representative Position (Fletcher, 2014). Table 1-1 shows what our recruitment staff focuses on
when seeking talented candidates. The selected criterion that is tracked is coming from all 50
states and the United Kingdom. Secondly, the table will assist the recruitment staff is stating the
areas of priority. Thirdly, human resource management increases their tools of strategic
effectiveness in selecting the right candidate.
Table I: ABC AFC Recruiting Source Analysis for Escrow Assistant
Average Speed Cost per Hire New Hire Quality
College Hiring 12 months $3,500 Very High
Employee Referrals 6 months $10,000.00 Very High
Career Sites 4 months $5,000.00 Good

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Search Firm 5 months $12,000.00 Good
Walk-ins 6 months $2,000.00 Good (we promote
locally)
Newspaper Ads 1 month $500.00 ok
Note. Adapted from “Strategic Staffing”, by Phillips, J. M. (2012). Strategic Staffing (2nd Ed.).
New Jersey: Prentice Hall., Fletcher, C. (2014, August 7). Senior Vice President of HR
Recruitment. (A. Ross, Interviewer).
Recruiting Guide
Fletcher (2014), states that “ABC AFC understands that it takes many employees to
deliver the quality service for which it continues to know as. Our recruitment staff works hard to
hire a performing workforce that fulfills the needs of the business. The human resource
management team is knitted into the fabric of that success by impacting our employees’ ability to
make a difference in what they do.” Therefore to build upon that foundation, the following
outline will be used as a recruitment guide.
ABC Financial American Corporation
Human Resource Strategic Priorities
Vision:
Deliver expertise and guidance to motivate a workforce that drives superior results
(shareholder value).
Mission:
To develop and drive programs and processes that attracts; motivates, retains and
develops our workforce to grow the company’s businesses and strengthen our
competitive position while managing workforce-related costs and risks.
Our Five 2015 – 2016 Strategic Priorities:
1. Attract Top Talent
2. Retain and Motivate our Workforce
3. Developour Workforce
4. Manage and Align Systems and Analytics
5. Communicate and Connect
Attract Top Talent: Provide the talent strategy, process, and systems that impact the
bottom line for the business. Communicate our company values and compelling

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employer brand; infrastructure to attract diverse candidates, manage a structured intern
program, regionally and nationally recognized ‘best places’ to work, competitive and
consumer focused benefits and tools, market competitive base pay; competitive above
market variable pay plans for key roles, and efficient on-boarding.
Retain and motivate our Workforce: Implement retention strategies to identify and
reduce turnover in critical workforce positions. Communicate our culture. Incorporate
work force planning and analytics into business processes and establish a seasonal
workforce pilot program. Maintain succession plans for all critical positions and a launch
a business talent management process. Implement structured (platform based) recognition
programs and tools. Simplify our performance management process. Establish and
maintain retention programs and tools for key position.
Developour Workforce: Provide global leadership, workforce, and HR with
opportunities to enhance their skills to deliver superior results. Identify and track
development opportunities for successors in critical positions to include leadership
development, career paths, coaching support, and focused project assignments. Provide
the process, infrastructure, and incentives for learning aligned with customer
requirements. Conduct bi-annual HR conference. Include all HR team members in an
annual talent review process. HR team members should have external HR or functional
certification or Masters’ Degree.
Manage and Align Systems and Analytics: Deliver the global systems and
information that give managers the authority to manage workforce operating costs
and employees’ the ability to self-manage. Be easy to do business with. Align primary
ABC AF and ABC AI HR processes. Optimize HR transactions and systems. Leverage
ABC AI HR resources to support ABC AF. Drive data-based improvements in health
metrics benchmarked to high performer cost trends. Leverage technology investments to
analyze healthcare claims data and target wellness and disease management; define
outcomes based incentives and implement nicotine surcharge. Define the HRMS business
case and complete a system definition and market evaluation.
Communicate and Connect: Align leadership messages and workforce feedback to
drive customer commitment and employee engagement. Define the communication
components of the Employee Experience from contact to retirement. Communicate
company values, culture, engagement survey results and action plans; and key priorities;
and our goal to be a nationally recognized best place to work. Get on Forbes “Most
Trusted (Fletcher, 2014)”
Assessment Plan

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The ABC AFC is a competitive organization that provides high quality customer service.
Therefore the human resource team must search for and hire the most talented candidate.
Candidate Profile for an Escrow Assistant
Job Responsibilities:
Responsible for establishing new escrow accounts and process escrow documents in
accordance with established policies and procedures
 Complete real estate escrow transactions by determining requirements; clearing
titles; assembling, preparing, and reviewing closing documents; disbursing funds.
 Determines escrow requirements by studying and clarifying buyer, seller, and
lender instructions.
 Obtains clear title by ordering title reports; resolving title defects; satisfying
existing liens and encumbrances against property or principals.
 Establishes escrow account by depositing funds; maintaining records.
 Prepares transaction documents by completing forms and statements; collecting
and reviewing existing documents.
 Completes calculations by prorating taxes and interest.
 Completes closing transaction documents; reviewing papers with parties;
explaining provisions and procedures; answering questions; checking documents
for completeness and accuracy; obtaining signatures.
Internal Assessment
Fletcher (2014), states that “ABC AFC understands that it takes many employees to
deliver quality service for which it continues to know. Our recruitment staff works hard to hire a
performing workforce that fulfills the needs of the business. The human resource management

9. ABC AMERCIAN FINANCIAL 9
team is knitted into the fabric of that success by impacting our employees’ ability to make a
difference in what they do.” Therefore to build upon that foundation, the following outline will
be used as a recruitment guide.
Phillip and Gully (2012) state that a skills inventory allows a company to maintain a list
outlining which employees have certain skills. The human resource recruitment team has
implemented an assessment tool used to select applicants who have prior work experience,
completed training and development in handling escrow transactions (Fletcher, 2014). Secondly,
using PeopleSoft Modules helps us maintain databases that provide access to the years of
employment, job training and performance along with community participation when
considering the candidate (Fletcher, 2014). On the other hand our external assessment tool is a
questionnaire designed to determine the applicant’s knowledge of Escrow accounts, Microsoft
Office applications and possess advanced writing and public speaking (Fletcher, 2014). ABC
AFC believes that it can experience a faster investment when hiring internally. All in all,
internal hire or promotion increases an employee’s career path and in turn improves the value
and existence of the organization (Fletcher, 2014).
On-Boarding and Socialization
Training is costly but emotional connection among employees is priceless (Peterson,
2015). ABC AFC wants every step of “NEW” hire program to include its vision and mission
statement. Our employees’ viewpoints are valued and respected. Our commitment to our
diverse workforce allows us to more fully understand and meet the needs of our customers and
communities where we all live.” (Corporation, 2015). Furthermore, the company’s SVP, Head
of Human Resources, MR. ABC3 states, “I am proud of the way our field and functional teams
are working together to make ABC American an employer of choice (Corporation, 2015). Many

10. ABC AMERCIAN FINANCIAL 10
of our programs and enhancements were a success because of team effort (Corporation, 2015).
No one group can do it all, and although we have room to continue to work together, even better,
we are on the right path.” (Corporation, 2015). The corporate strategy of ABC American
Financial Corporation is talent, performance, retention, and development driven (Fletcher, 2014).
More specifically, ABC AFC is a business built on strong customer service skills.
Therefore how we communicate is critical (Fletcher, 2014). The Human Resource Personal
Development team uses True Colors to introduce new hires to each other and upper
management. This method teaches us that the way we communicate with our coworkers and the
public has to do a lot with our personalities (Miscisin, 2001). ABC AFC is a diversified global
workforce compiled of different races, backgrounds, education and even religion. Miscisin
(2001) states that although there are numerous systems for explaining our behaviors and the
origins of our personalities, the True Colors communication model is one of the easiest to
remember and most fun to apply. Therefore the True Colors model consists of four colors
(Miscisin, 2001). The employees selected to participate have been trained in True Colors. It is
important to remember that our business skills are strengthened by the communication technique
used. Therefore our on-boarding and socialization efforts are conducted for an entire year. For
example, the new hire is assigned to a mentor whose color is blue. A blue communicator is
described as one whose world is resolved around people and individual growth. This is a going
to be a great first day for the new hire because their mentor is engaged with building positive
relationships (Miscisin, 2001).
As previously stated True Colors orientation program is for an entire year. Therefore
other colors are introduced to aid in the employee retention, increased performance and
employee engagement (Fletcher, 2014). For example, the orange color is introduced at the third

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month of employment. The Orange color is action oriented, very resourceful and excited about
their job. The Gold color is introduced at the sixth month to encourage opportunities for
additional training, ask questions and demonstrate loyalty (Fletcher, 2014). Furthermore the
color green is introduced at the ninth month. The Green color helps the new hire in establishing
an interest in new projects, new activities, new ideas that pique the interest of upper management
(Fletcher, 2014). Therefore it is our goal to making sure that our new hires feel welcome, and to
receive the necessary training in order to be successful in their positions (Peterson, 2015).

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References
BusinessDictionary.com. (2015, February 22). Polycentric Staffing.
http://www.businessdictionary.com/definition/polycentric-staffing.html.
Corporation, F. A. (2015). First American Financial Career and Diversity. Retrieved from First
American Financial Corporation: http://www.careers.firstam.co/diversity/
Fletcher, C. (2014, August 7). Senior Vice President of HR Recruitment. (A. Ross, Interviewer)
Miscisin, M. (2001). True Communication with True Colors. 1-2.
Peterson, B. (2015, February 28). Important On-Boarding Milestones. (A. Ross, Interviewer)
Phillips, J. M. (2012). Strategic Staffing (2nd Ed.). New Jersey: Prentice Hall.