Running Head: Staffing Plan For A Growing Business 1 Running Head:Staffing Plan For A Growing Business 3 Staffing Plan for a Growing Business Student’s Name Instructor’s name Affiliation Course Date Starting a small business like an in-home day care business from start-up to success is similar to parenting. After you have worked hard to get customers in the door, you find that you have more work than the current staff can handle. Growth of a small business like this one requires having the right people and staff at the right time. Since the business needs to expand, the challenge is to adopt staffing strategies that not only meet current staffing needs but also keep the channel full. However, by the creation and use of the correct staffing model, a small business like the day care business can be able to maximize efficiency by ensuring it is staffed with the right number of people, possessing the relevant skill sets to meet critical business needs at the proper time. Unlike large businesses, where gaps in employment can be covered by other areas and overstaffing can be absorbed until attrition occurs, the day care business is just small and one employee represents a major percentage of the total staff ( Bechet, 2008). An efficient staffing model makes one understand how workforce is acquired, deployed and retained. The hardest task for any growing business is deciding the most appropriate staffing model since it will dictate all other steps that follow thereafter. Collareri (2003), states that no single staffing model, they work in combination. Before deciding which model to use for the daycare business, it’s important to note the major elements of the staffing models-staffing quantity and staffing quality. Staffing quantity basically entails having enough people to conduct the business. On the other hand staffing quality is concerned with the types of people brought into, moved within, and retained by the organization. One of the staffing models that can be used in the day care business is Staffing Quantity Levels model. This model attempts to match the staffing level of the organization with the, projected staffing availability and the staffing requirements, creating a balance between overstaffing and understaffing (Heneman & Judge, 2015). As the business is growing we don’t want to overstaff as it can result in employees standing around with nothing to do. However, it can also result in better customer service in terms of quantity and quality. We want to avoid understaffing as I can result in projects not being completed in a timely fashion or in projects being done in haste by an inadequate number of staff people in order to meet strict deadlines. Another model would be Staffing Quality Person/job match. This construct seeks to match employee personality and talents with the requirements and of specific tasks for the accomplishment.

1. Running Head: Staffing Plan For A Growing Business 1
Running Head:Staffing Plan For A Growing Business 3
Staffing Plan for a Growing Business
Student’s Name
Instructor’s name
Affiliation
Course
Date
Starting a small business like an in-home day care business
from start-up to success is similar to parenting. After you have
worked hard to get customers in the door, you find that you
have more work than the current staff can handle. Growth of a
small business like this one requires having the right people and
staff at the right time. Since the business needs to expand, the
challenge is to adopt staffing strategies that not only meet
current staffing needs but also keep the channel full. However,
by the creation and use of the correct staffing model, a small
business like the day care business can be able to maximize
efficiency by ensuring it is staffed with the right number of

2. people, possessing the relevant skill sets to meet critical
business needs at the proper time. Unlike large businesses,
where gaps in employment can be covered by other areas and
overstaffing can be absorbed until attrition occurs, the day care
business is just small and one employee represents a major
percentage of the total staff ( Bechet, 2008).
An efficient staffing model makes one understand how
workforce is acquired, deployed and retained. The hardest task
for any growing business is deciding the most appropriate
staffing model since it will dictate all other steps that follow
thereafter. Collareri (2003), states that no single staffing model,
they work in combination. Before deciding which model to use
for the daycare business, it’s important to note the major
elements of the staffing models-staffing quantity and staffing
quality. Staffing quantity basically entails having enough
people to conduct the business. On the other hand staffing
quality is concerned with the types of people brought into,
moved within, and retained by the organization.
One of the staffing models that can be used in the day care
business is Staffing Quantity Levels model. This model attempts
to match the staffing level of the organization with the,
projected staffing availability and the staffing requirements,
creating a balance between overstaffing and understaffing
(Heneman & Judge, 2015). As the business is growing we don’t
want to overstaff as it can result in employees standing around
with nothing to do. However, it can also result in better
customer service in terms of quantity and quality. We want to
avoid understaffing as I can result in projects not being
completed in a timely fashion or in projects being done in haste
by an inadequate number of staff people in order to meet strict
deadlines.
Another model would be Staffing Quality Person/job match.
This construct seeks to match employee personality and talents
with the requirements and of specific tasks for the
accomplishment of sought-after HR outcomes (Heneman &
Judge, 2012). In this construct entails; implicit within jobs are

3. requirements and entrenched rewards, applicants are
characterized by the level of their qualifications, the degree of
their motivation, and by their call for challenge and autonomy.
In this model, there is the likely degree of a match between the
candidate (s) under consideration for the position and the
distinctiveness of the position itself. Every match carries
implication in terms of its result.
Considering the two models, the most suitable for the in-home
day care would be the Staff Quality Person/job match model.
Since the business is growing we need to be specific on what
type of tasks each employee would be performing to avoid
idleness and inefficiency. Competency is also required as we
are dealing with small children, which are very delicate.
In recruiting new staff for the company, we need to uphold the
highest degree of transparency. In the staffing model which is
based on qualities for a specific job there need for clear and
transparent criteria of choosing applicants over another. One
method in which the model enhances transparency is that only
outlined and specific requirements are set for each position. The
description for each job is made available to all who are willing
to apply hence only qualified candidates are selected.
In staffing a small business such as the in –home day care
requires careful consideration on a mass of potential legal
issues. Failure to put these legal issues into consideration can
land the business to many and varied troubles. With a number of
state and federal laws that oversee employment relationships,
the staffing business can be affected by the endless number of
legal pitfalls such as worker classification or wage and hour
violations. Moreover, discrimination complaints during the
selection process can be filed with the Equal Employment
Opportunity Commission, which can result in expensive or
costly settlements for the business. For growing business legal
issues in hiring, salary, benefits, conflict management, and
termination are bound to occur. Hiring new employees may
raise some tax questions, which new entrepreneurs may not be
too conversant with.

4. In identifying, analyzing, and developing the job requirements
for the in-home day care company, there are several tasks that
need to be performed. The job titles need to be chosen through
careful job analysis so that each employee will know which task
to conduct. A systematic study of job content is required in
order to determine the major duties and responsibilities of the
available jobs in the healthcare business. This will allow the
company in the determination of the important dimensions of
job performance. Developing job requirement will also
encompass developing a list, of specific duties and
responsibilities needed for the various positions. All major
duties and responsibilities of the positions are often detailed in
the job description. The final task includes compiling a capsule
description of the jobs, including what it's meant to achieve,
requirements other than precise tasks, and who the position
supervises and reports too. This task may also stipulate the
wage or salary and benefit information as well (Dunung, 2010).
With the development of the company, job responsibilities and
duties will keep on changing. There is the need to keep the job
descriptions are up to date to match the changes and progress
the business will be making. As the company progresses, there
is the need to review and adjust these job descriptions in order
to meet the changes. A monthly review will be convenient since
it will make the review less costly and up to date.
In any business, there is always a certain turnover that is
required to run successfully. In order to avoid high turnover,
it’s recommended you measure turnover rate, determine
turnover costs, and then address your turnover problems. A
problem occurs when the number of employees requiring the job
is huge and most have attained the criteria and qualifications for
the job. So how do you deal with it? Definitely, high employee
turnover will not be good for the in-home care company as the
business is still small and growing.
The best single method that helps in dealing with high employee
turnover is hiring the right people from the start. The employees
may have the required knowledge, skills, or abilities, but a

5. detailed interview and vetting of the candidates carefully can
reduce the number so as to ensure those with exemplary the
skills are chosen. A detailed scrutiny will also ensure that they
only the right employees who fit well with the company culture,
managers and co-workers are selected. Projecting the workforce
through strategic planning is another strategy.
The effectiveness and productivity of a small business like the
in-home day care company will depend heavily on effective
recruitment and maintenance of proper staffing levels. There are
several benefits in which the In-home day company can benefit
from the succession-planning methods highlighted above. This
include, gaining of competitive advantage, reduction of costs,
adherence to legal considerations, balanced workloads,
improved working environment , executive advancement, among
others.
References
Heneman III, H. G., Judge, T. A., & Kammeyer-Mueller, J. D.
(2015). Staffing organizations (8th ed.). Middleton, WI:
Mendota House / McGraw-Hill.

6. Dunung, S. P. (2010). Growing your business. New York, N.Y.]
(222 East 46th Street, New York, NY 10017: Business Expert
Press
Colarelli, S. M. (2003). No best way: An evolutionary
perspective on human resource management. Westport, Conn:
Praeger
Bechet, T. P. (2008). Strategic staffing: A comprehensive
system for effective workforce planning. New York: American
Management Association.
Heneman, H. G., Judge, T., & Kammeyer-Mueller, J. D.
(2012). Staffing organizations. Middleton, WI: Mendota House
Selling Organs Should be Legal or Not
Selling organs is a common issue that can affect people’s body
negatively or positively. Nowadays, organs become important
for most people who need them in order to survive, so some
people exploit this condition to get some benefits even if that

7. being illegal. The majority of people believe that selling organs
should be legal from the government. There are many
advantages of legalizing selling organs such as controlling
organs price, and giving patients opportunity to live longer.
Otherwise, there are some disadvantages of selling organs,
which are, earning money illegal, and increasing the rate of
crimes. I think that selling organs have to be legal for human
that need treatment.
The hugest benefit of legalizing selling organs gives people
chance to save their lives and bodies. Patients are suffering
from shortage of organs because most governments do not
provide assistance for them. According to Smith in his article
Paul said, there is problem which is no many people are
donating their organs, so that the only solution to avoid this
problem is more donators. Today, people are looking for things
that help themselves to be alive whether legal or not. Most
people who need organs travel to some countries that have black
markets to get their needs, because that will be faster than get it
from donators. In some countries there are organizations for
people who want to donate organs after death. Their jobs ask
people who want to do that to sign.
Selling organs allows to people to earn money illegal which is a
bad thing in business. Organs sellers do not have laws to adjust
the price, so everyone can reduce or increase the price and they
depend on demand. For example, if this month people need
numbers of organs they raise the price and if next month no
needs they could decrease the price
Work sites
Sally, SATEL, and CHAPMAN Jeremy. "Is It Ever Right to Buy
or Sell Human

8. Organs?"Http://web.b.ebscohost.com/ehost/pdfviewer/pdfviewer
?sid=f3148665-75d3-41f4-b40f-
e0a7d8a60a06%40sessionmgr112&vid=27&hid=118. N.p., Oct.
2010. Web.
Smith, Lexi. "Ron Paul: End Government Control of Organ
Transplants and Compensate
Donors."Http://blog.chron.com/txpotomac/2013/07/ron-paul-
end-government-control-of-organ-transplants-and-compensate-
donors/#4127101=0. Washington News, 16 July 2013. Web