Staffing Models

Answer

• Staffing Models

  Staffing models refer to the interconnected reports sets, diagrams, and organizational established plans that are specifically used to quantify work-related operations (Caruth, Caruth, & Pane, 2008), and activities in order to establish the required labor time and to analyze how staffs’ time is spent, and how costs are calculated with a view to realizing organizational productivity (Peterson, 2019). They provide a road map that ensures the organization is well staffed with long-lasting objectives that mitigate production loss due to retirement or staff turnover (Cohen, 2011).

   Furthermore, staffing models provide a structure for allocating staff; an in-depth framework of operations and work activities, and the required time and cost (Wroblewski, September 04, 2020); information about contemporary resource and performance processes; and tools and information used to manage and enhance the performance of the staffing resource (Caruth, Caruth, & Pane, 2008). Moreover, they lessen overtime costs and strive to maintain a balance between the organization’s goals along with the goals of employees. The models also vary depending on the organization or company’s size and its anticipated level of growth (Whitchurch, & Gordon, 2013).  

  Comparison and contrast of various Staffing Models

  There are various types of staffing models that are employed by different companies or organizations that help them make sure that they are well-staffed with long-lasting goals that help such companies avoid incurring losses in production and employee high employee turnover (Peterson, 2019). Some of the staffing models reviewed by this study include long-term staffing, short-term staffing, strategic staffing, and succession planning. The long-term staffing model refers to the consideration of a proactive methodology in responding to the staffing needs of the organization of the company (Whitchurch, & Gordon, 2013). This is normally done in consideration with previous turnover records, employees who are about to retire, those who are taking leaves such as maternity leave, as well employees who perform poorly, and the expected growth of the organization (Cohen, 2011). Having this in mind aids in developing a recruitment strategy based on employees with the right expertise.

  The short-term staffing model emphasizes the instant and first or primary necessary needs of the organization (Peterson, 2019). Most organizations turn to impermanent employees for short-term staffing, particularly if the organization’s need is solely for a particular project or a limited time. The strategic staffing model, on the other hand, entails the mixture of long-term, short-term, and succession planning (Bonache, & Fernandez, 1999). It embraces the organization’s business strategies in order to make sure that its goals are realized through the perspective of talents and expertise (Wroblewski, September 04, 2020).

  Furthermore, it incorporates the evaluation of staffing levels to determine whether there is a staffing deficit, assesses skills to verify whether the organization’s team lacks the expertise (Bonache, & Fernandez, 1999) to aid the organization forge ahead, and involves training to correct and identified gaps in the skills (Whitchurch, & Gordon, 2013). Lastly, the succession planning model entails the identification of significant positions in the entire operational areas of the organization and possible successors for those positions, while fully preparing them for leadership roles through training, and coaching (Khumalo, & Harris, 2008). It is always a progressive process that ensures continuity of quality leadership retention of expertise.  

   

  Why I prefer the succession staffing model

  I strongly believe that succession permits organizations to keep off from interruptions that contribute to both loss of expertise, productivity (Magloff, 2019), and employee turnover since it values internal recruitment and promotion of employees, a fact which helps the organization save recruitment costs and time involved in it (Mehrabani, & Mohamad, 2011). It also permits businesses to embrace the strategic leadership approach since it aids in the development of employees’ skills, abilities, and experience. This way, employees attain their career development and personal growth goals and thus are motivated to remain with the organization (Khumalo, & Harris, 2008).