Assignment 1: Staffing Plan for a Growing Business -BUS 335- Due Week 6 and worth 280 points Please choose from one (1) of the scenarios below. Note: The scenario that you choose in this assignment will be the one you continue to use for Assignment 2. Scenario 1 You are a Human Resources Manager of an expanding technology company consisting of 170 employees that develops and distributes small electronic devices. Over the past two (2) years, a research group formed, designed, and built prototypes of small remote surveillance cameras used for security. Recently, your company won a contract to build and provide these remote surveillance cameras to various government agencies. The contract will begin with your company supplying these cameras to agencies within your home state. If all orders are fulfilled sufficiently, the contract will be expanded to supplying agencies outside of your home state. For the immediate future, you will need to secure a larger facility and hire more staff to sustain the first part of the contract. This staff will consist of ten (10) Assembly Technicians, one (1) Certified Quality Control Engineer, one (1) Contract Administrator, and one (1) Office Support Paraprofessional. Meanwhile, there is a contract clause requiring that you provide a staffing plan in order to ensure future product deliveries and sustain the possible future growth. Scenario 2 You are a former certified education administrator who departed your former position to become the owner of a small, in-home day care consisting of you and a part-time assistant where you care for children from age three (3) to age ten (10). Over the course of time, your demographic population has increased due to significant business growth that has resulted in many families relocating to your area. With more businesses projected to move to the area and the building of new housing developments, it is projected that this growth could be long term. You have decided that this is a good opportunity to expand your day care business as you have received many inquiries for childcare. In order to comply with your home state regulations, you will require a larger facility and will need to hire additional staff in order to sustain the larger demand for day care. This staff will consist of five (5) Certified Day Care Professionals, one (1) Registered Nurse Professional, five (5) After-School Assistants, and one (1) Office Support Paraprofessional. You have secured approval for a bank loan and qualify for future loans for future expansion if your current endeavor is successful. Meanwhile, the state in which you operate has requested that you provide a staffing plan before it will issue licensure for your expanded capacity. Note: You may create and / or make all necessary assumptions needed for the completion of these assignments. Select one (1) of the scenarios and write a four to five (4-5) page paper in which you: 1. Identify two (2) types of staffing models that could apply to your .

1. Assignment 1: Staffing Plan for a Growing Business -BUS
335-
Due Week 6 and worth 280 points
Please choose from one (1) of the scenarios below. Note: The
scenario that you choose in this assignment will be the one you
continue to use for Assignment 2.
Scenario 1
You are a Human Resources Manager of an expanding
technology company consisting of 170 employees that develops
and distributes small electronic devices. Over the past two (2)
years, a research group formed, designed, and built prototypes
of small remote surveillance cameras used for security.
Recently, your company won a contract to build and provide
these remote surveillance cameras to various government
agencies. The contract will begin with your company supplying
these cameras to agencies within your home state. If all orders
are fulfilled sufficiently, the contract will be expanded to
supplying agencies outside of your home state.
For the immediate future, you will need to secure a larger
facility and hire more staff to sustain the first part of the
contract. This staff will consist of ten (10) Assembly
Technicians, one (1) Certified Quality Control Engineer, one (1)
Contract Administrator, and one (1) Office Support
Paraprofessional. Meanwhile, there is a contract clause
requiring that you provide a staffing plan in order to ensure
future product deliveries and sustain the possible future growth.
Scenario 2
You are a former certified education administrator who departed
your former position to become the owner of a small, in-home
day care consisting of you and a part-time assistant where you
care for children from age three (3) to age ten (10). Over the
course of time, your demographic population has increased due
to significant business growth that has resulted in many families
relocating to your area. With more businesses projected to move

2. to the area and the building of new housing developments, it is
projected that this growth could be long term.
You have decided that this is a good opportunity to expand your
day care business as you have received many inquiries for
childcare. In order to comply with your home state regulations,
you will require a larger facility and will need to hire additional
staff in order to sustain the larger demand for day care. This
staff will consist of five (5) Certified Day Care Professionals,
one (1) Registered Nurse Professional, five (5) After-School
Assistants, and one (1) Office Support Paraprofessional. You
have secured approval for a bank loan and qualify for future
loans for future expansion if your current endeavor is
successful. Meanwhile, the state in which you operate has
requested that you provide a staffing plan before it will issue
licensure for your expanded capacity.
Note: You may create and / or make all necessary assumptions
needed for the completion of these assignments.
Select one (1) of the scenarios and write a four to five (4-5)
page paper in which you:
1. Identify two (2) types of staffing models that could apply to
your chosen scenario and determine which model would be best
suited for efficiency, productivity, and possible future growth.
Examine the significant effect of each identified staffing model
on processes that may be occurring within the organization
(e.g., outsourcing, contingent workers, consulting firms, etc.).
2. Predict the major potential legal issues that you may
encounter when establishing equal employment opportunities
and diversity within the workplace while still aiming to acquire
employees with the needed certifications and credentials. Next,
explain the method of achieving transparency within your
staffing model. Justify your response.
3. Specify three (3) tasks that you need to perform to identify,
analyze, and develop job requirements and task statements that
you will include in formalized job descriptions. Next, predict
the frequency with which you would need to review and adjust
these job descriptions as your company progresses. Provide a

3. rationale for your response.
4. Describe three (3) methods to deal with high employee
turnover and the availability of employees with required
knowledge, skills, or abilities. Next, describe the primary
manner in which the described succession-planning methods
would be beneficial to your company. Justify your response.
5. Go to https://research.strayer.edu to locate at least three (3)
quality resources in this assignment. Note: Wikipedia and
similar websites do not qualify as quality resources.
6. Format your assignment according to the following
formatting requirements:
· Typed, double spaced, using Times New Roman font (size 12),
with one-inch margins on all sides.
· Include a cover page containing the title of the assignment, the
student’s name, the professor
· €™s name, the course title, and the date. The cover page is not
included in the required page length.
· Include a reference page. Citations and references must follow
the Strayer Writing Standards. The
· reference page is not included in the required page length.
· This course requires the use of Strayer Writing Standards
(SWS). The format is different than other Strayer University
courses. Please take a moment to review the SWS
documentation for details.
The specific course learning outcomes associated with this
assignment are:
· Explain the role of staffing to support an organization’s
strategy and improve productivity.
· Develop a model for staffing an organization that supports the
firm’s human resources management strategy and sustains
productive operations.
· Summarize the key legal compliance issues associated with
staffing organizations.
· Explain the planning considerations for staffing organizations,
the use of job analysis, and the components of a staffing plan.
· Use technology and information resources to research issues in

4. staffing organizations.
· Write clearly and concisely about staffing organizations using
proper writing mechanics.
Click here to view the grading rubric.
ASSIGNMENT 1 RUBRIC
Exemplary 90-100% A
BUS335-A1-1
1. Identify two (2) types of staffing models that could apply to
your chosen scenario and determine which model would be best
suited for efficiency, productivity, and possible future growth.
Examine the significant effect of each identified staffing model
on processes that may be occurring within the organization
(e.g., outsourcing, contingent workers, consulting firms, etc.).
Weight: 20%
Points Range:50.4 (18.00%) - 56 (20.00%)
Thoroughly identified two (2) types of staffing models that
could apply to your chosen scenario and determine which model

5. would be best suited for efficiency, productivity, and possible
future growth. Thoroughly examined the significant effect of
each identified staffing model on processes that may be
occurring within the organization (e.g., outsourcing, contingent
workers, consulting firms, etc.).
BUS335-A1-2
2. Predict the major potential legal issues that you may
encounter when establishing equal employment opportunities
and diversity within the workplace while still aiming to acquire
employees with the needed certifications and credentials. Next,
explain the method of achieving transparency within your
staffing model. Justify your response. Weight: 15%
Points Range:37.8 (13.50%) - 42 (15.00%)
Thoroughly predicted the major potential legal issues that you
may encounter when establishing equal employment
opportunities and diversity within the workplace while still
aiming to acquire employees with the needed certifications and
credentials. Thoroughly explained the method of achieving
transparency within your staffing model. Thoroughly justified
your response.
BUS335-A1-3
3. Specify three (3) tasks that you need to perform to identify,
analyze, and develop job requirements and task statements that
you will include in formalized job descriptions. Next, predict
the frequency with which you would need to review and adjust
these job descriptions as your company progresses. Provide a
rationale for your response. Weight: 25%
Points Range:63 (22.50%) - 70 (25.00%)
Thoroughly specified three (3) tasks that you need to perform to
identify, analyze, and develop job requirements and task
statements that you will include in formalized job descriptions.
Thoroughly predicted the frequency with which you would need
to review and adjust these job descriptions as your company
progresses. Thoroughly provided a rationale for your response.
BUS335-A1-4
4. Describe three (3) methods to deal with high employee

6. turnover and the availability of employees with required
knowledge, skills, or abilities. Next, describe the primary
manner in which the described succession-planning methods
would be beneficial to your company. Justify your response.
Weight: 25%
Points Range:63 (22.50%) - 70 (25.00%)
Thoroughly described three (3) methods to deal with high
employee turnover and the availability of employees with
required knowledge, skills, or abilities. Thoroughly described
the primary manner in which the described succession-planning
methods would be beneficial to your company. Thoroughly
justified your response.
BUS335-A1-5
5. 3 references Weight: 5%
Points Range:12.6 (4.50%) - 14 (5.00%)
Exceeds number of required references, all references high
quality choices.
BUS335-A1-6
6. Clarity, writing mechanics, and formatting requirements
Weight: 10%
Points Range:25.2 (9.00%) - 28 (10.00%)
0-2 errors present

7. Running head: (SDLC) PHASES IV & V- IMPLEMENTATION
AND MAINTENAMCE 1
(SDLC) PHASES IV & V- IMPLEMENTATION AND
MAINTENAMCE 8
(SDLC) Phases IV & V- Implementation and Maintenance
Student’s Name
Professor’s Name
HRM 520: Human Resource Information Systems
Today’s Date

8. Introduction
The implementation phase is a critical part of the rolling-over
into a new system. It is the phase where the developed system
starts to be used in the intended field. The implementation
requires taking of necessary measures to ensure that the system
does not fail and that it performs all the required
functionalities. The right steps should be taken to ensure full
functionality and steady change into the new one. However, the
difference is not always successful and has been, at times,
characterized by failures that could be avoided had been taken
correctly. Several models are used in the transformation and
taking care to launch a system after development successfully.
After implementation, as the system continues to be used, new
functionalities and requirements arise. That calls for
maintenance to be carried out to cater for the increased
functions as well as ensure efficiency and effectiveness in the
service delivery. Support is mainly done by the company's IT
department or contracted developers to aid in the process
(Lemke, 2018).
Managing of the Change
The process of changing from one system to another is essential
and should be done with caution. Various reasons lead to the
failure of the policy upon launch. One of them is a lack of
proper training for the staff and other users of the system on
how to utilize its different functionalities. This brings errors
whenever they wish to use the system because they do not know
where the various modules incorporated into the system are and
where to access them. It leads to slow processing of their needs
and eventual failure because they get fed up with the system

9. before they start using it for advanced users. That affects the
business processes, and the management is forced to take down
the system and go back to using the previous regime, hence
failing. The other reason is due to the unavailability of all
essential resources for running of the system. Different systems
require various equipment for efficient running. When
developing a policy, many users do not keenly ensure they
change the material and improve what they have, supporting the
increased functionalities. This leads to numerous failures and
eventual failure of the system (Elkholy, & Elfatatry, 2018).
Moreover, the change model used affects the expected outcome
of the process. When caution is not taken to roll-out a system
better, it results in errors such as users' inability to use it or
inefficient processes and results as per user expectations, hence
failing. However, to overcome this, several change
methodologies have been developed for use. The most used
method for change is iteratively changing from one system to
another. It involves implementing the new system in bits where
functionalities are performed one after the other until the
system is completely broken. The other method includes the
complete roll-over where the new system is changed completely
and starts to be used during implementation (Elkholy, &
Elfatatry, 2018).
Implementing of the HRIS
As mentioned earlier, the implementation of a system should be
thought, and all aspects considered before it is done. Several
measures ought to be taken whenever implementing a system to
guarantee success. One of the critical steps is educating the user
and other stakeholders on the system functionalities and how to
use the system to carry out their manipulations. That reduces
the chances of failure because of users' inability to undertake
their tasks. Another crucial measure that should be taken is the
testing of the system. Testing is done using different
methodologies, all of which are to ensure functionality is as
expected and that the results produced as per what the users
desire. When the modules contained in the system are confirmed

10. to function appropriately, the system can then be implemented.
Implementation, as well as training the users, should be done by
the person in charge of the teams which were involved in the
development process due to various reasons. One of them is
because they are the leader of the process; they are tasked with
reporting what goes on in the process generally. The other is
because they have all the necessary knowledge as all the
processes and implantation procedures are published directly to
them. During development, different modules are developed by
individuals who report to the project leader, meaning they have
a better understanding of the system. That makes them the best-
suited candidate to conduct the training and implementation
process.
Cost-benefit Analysis
During the process of development of any system, costs are
incurred either directly or indirectly. The company will incur
different charges in the development process. One of them will
be the amount they charge for the operation of developing the
system and implementation. The other fees that will be incurred
are payments to staff and external developers who may be
contracted to aid in the process. Once introduced, the system
will streamline business activities and make the process faster
and making more profits. In three months, the prospects
foreseen for using the project are double the current profits. If
well utilized, that will cater for the cost of development and
make more revenue. In the long run, the system will make more
profits; hence the project is justifiable and falls within the
budget of the organization (Boardman et al., 2017).
Maintenance
Due to the dynamic nature of any business environment, new
requirements will arise with time. This calls for a review of the
system and an increase in the functionalities offered. It is the
task of the IT department under the chairperson to conduct
studies to ensure they keep the new system up to tabs with the
changes. Changes that could be incorporated could be bettering
the user interfaces by studying customers and considering their

11. needs when making an upgrade. It should be conducted often
and ensured to always improve on services rendered (Lemke,
2018).
References
Boardman, A. E., Greenberg, D. H., Vining, A. R., & Weimer,
D. L. (2017). Cost-benefit analysis: concepts and practice.
Cambridge University Press. Retrieved from https://
assets.cambridge.org/97811084/48284/frontmatter/97811084482
84_frontmatter.pdf.
Elkholy, M., & Elfatatry, A. (2018). Change Taxonomy: A Fine-
Grained Classification of Software Change. IT Professional,
20(4), 28-36.
Lemke, G. (2018). The Software Development Life Cycle and
Its Application. Retrieved from https://www.r-
project.org/doc/R-SDLC.pdf.