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The Wentworth Corporation is a mid-sized manufacturing company located in the metropolitan area of Atlanta, Georgia. In business for ten (10) years, it has become one of the area’s largest producers of Widgets. James Henderson and three (3) associates founded the company, which has slowly grown to employ 500 employees, primarily production workers, in its three (3) existing facilities. Henderson is the President and CEO of the corporation, and Mike Johnson is the newly appointed Manager of Human Resources. Wentworth has not employed a full-time HR manager in the past.

Henderson is currently in the final stages of securing a major new account. If awarded to Wentworth, it would be a major accomplishment for the firm. However, the additional business would require setting up a new production facility in the state of Wisconsin and hiring 275 additional employees. Mike Johnson has had little experience in creating large staffing initiatives, and both he and Henderson are unsure how to proceed.

Henderson and Johnson turn to HR Strategies, Inc., a consulting firm specializing in the functional areas of human resources. As a senior-level consultant in the staffing and recruitment division, you have been asked to head up the team designed to assist Wentworth in the development of a staffing initiative for the new facility. Your Stand-Alone Project responses should be both grammatically and mechanically correct and formatted in the same fashion as the project itself. If there is a Part A, your response should identify a Part A, etc. In addition, you must appropriately cite all resources used in your response and document them in a bibliography using APA style. (A 20-page, double-spaced, response is required.)

Part A: Wentworth Questions (30 points)

A meeting has been set for Henderson, Johnson, and you to outline the scope of the project. You have informed Wentworth that you wish to review their mission and vision statements, as well as their operating strategies. At the meeting, the Wentworth executives ask you to respond to the following questions in writing.

a. Why do you need information about their mission statement?

b. What do the company’s goals and objectives have to do with their immediate staffing issues?

Part B: Planning (30 points)

You have successfully responded to Wentworth’s questions, and they have supplied you with all of the information you need to evaluate their mission, goals, and objectives. You must now initiate the planning phase of the project. This phase involves forecasting the company’s future employment needs at the new facility and developing action plans to fulfill those needs. For the planning phase of the project, you will need to respond to the following questions.

a. To what degree will external influences, such as economic conditions, labor markets, and labor unions impact the staffing project?

b. Should Wentworth use a plan-based human resource plan (HRP)? If so, why?

c. Explain some of the approaches Wentworth could use when developing staffing models.

d. Discuss the techniques Wentworth could use to forecast the availability of talent needed for the new facility.

Part C: Job Analysis (40 points)

Having completed the planning phase of the project, you now begin the Job Analysis to determine the specific types of personnel needed for the new facility. In order to successfully complete this phase of the project, you must address the following questions.

a. Discuss the different methods that can be used to conduct a job analysis.

b. Discuss at least 3 (three) specific ways to collect data on tasks, KSAOs, and job context.

Part D: Recruitment Process (40 points)

As the consultant for the Wentworth project, you have now completed your job analysis and know the types of jobs required to staff the Wisconsin manufacturing plant. The next step is to determine whether to use an internal or an external recruitment process to identify and attract job applicants to the new plant. In either case, there will be organizational, administrative, and strategic decisions to be made. As you begin the recruitment phase of the project, you must respond to the following questions.

a. Should Wentworth use an external or an internal recruitment initiative? Why?

b. Based on your answer to the first question, describe the following.

a. Describe the major organizational and administrative decisions to be made including recruitment efforts, requisitions, contact development, budget, and developing a recruitment guide.

b. Describe the strategic policy to be followed to implement the initiative; include the concept of targeted strategy, possible targeted sources, and your opinion on the best solution for implementation.

c. Describe the communication methods to be used in attracting applicants to these jobs; include the message choice and medium in your discussion.

Part E: Selection Plan (40 points)

As we enter the final stages of this project, we have the results of our recruitment efforts and must now help Wentworth make the final hiring decisions for the new facility. The selection process involves the use of various assessment methods to evaluate the quality of our applicant pool. Consider and respond to the following questions.

a. Discuss a selection plan for making the final hiring decisions to include the progression of an applicant to a candidate, to finalist, to job offer?

b. Discuss initial applicant data collection (biodata inventories), reference checks, the initial interview, and testing for Wentworth.

c. Discuss three (3) methods of final choice to be used in making the final hiring decisions and indicate the method you would use and why. Discuss who the decision makers should be within the Wentworth organization.

 

Sample Solution

a. Knowing the mission statement of Wentworth is important for outlining the scope of the project because it provides an understanding of the company’s core values, purpose and objectives. It also serves as a benchmark to measure progress against as we work on resolving their immediate staffing issues. By understanding what Wentworth wants to achieve in its current operations and future endeavors, we can better align our solutions with their organizational goals and objectives (Lippitt & Lippitt, 2007).

b. The organization’s goals and objectives laid out in their mission statement are directly related to their immediate staffing issues in two key ways: they provide insight into the type of staff needed which can guide recruitment efforts, and they act as guidelines for how staff should be trained once employed. Through knowledge of specific goals such as cost reduction or increased customer satisfaction, hiring managers will have a better indication of what kind of skill-sets or qualifications need to be sought after when seeking new employees while training programs can then be tailored according to what is required by roles within those target areas (Belanoff & Kohun 2009). Furthermore, these goals also provide direction on how performance should be measured so that results from initiatives taken during construction may more easily monitored during later stages thus providing valuable feedback for further improvement.

In conclusion therefore, having access to Wentworth’s mission statement along with its associated operational strategies allows us greater insight towards both identifying suitable candidates for positions at hand along with ensuring that those same individuals are equipped with adequate skill sets necessary for achieving successful outcomes upon completion.

Section I: INTRODUCTION TO THE STUDY Introduction The country is encountering a basic deficiency of medical care suppliers, a lack that is supposed to increment in the following five years, similarly as the biggest populace in our country’s set of experiences arrives at the age when expanded clinical consideration is vital (Pike, 2002). Staffing of emergency clinics, facilities, and nursing homes is more basic than any time in recent memory as the huge quantities of ‘gen X-ers’ start to understand the requirement for more continuous clinical mediation and long haul care. Interest in turning into a medical caretaker has disappeared lately, likely because of the historical backdrop of the extraordinary and requesting instructive cycle, low compensation, firm and extended periods of time, and fast ‘wear out’ of those rehearsing in the calling (Wharrad, 2003).

A complex oversaw care climate in this country is restricting the dollars accessible to be spent on nursing care. Numerous wellbeing callings, particularly nursing, have the standing of ‘eating their young’ as opposed to offering compelling coaching to develop future medical services suppliers. Because of these variables, the quantity of medical attendants has diminished and businesses regard themselves as understaffed and seeking able work force. Before 2001 the decay had been apparent for a considerable length of time (Sadler, 2003). Nursing schools, public pioneers, medical services pioneers and the overall population is impacted by the absence of Registered Nurses (RNs) accessible.

As the populace ages, the assumption is that a rising number of RNs will be required essentially to keep up with the ongoing degree of medical care. Furthermore, the momentum ecological and political worries of expanding pandemic sickness, event of synthetic and catastrophic events, and expanding dangers of war, requires critical expansions in the medical services labor force (Jefferys, 2001). The public nursing lack and factors that increment the interest for expanding the nursing labor force notwithstanding public, state, and nearby debacles make the potential for a general wellbeing emergency. Nursing programs have endeavored to satisfy need for medical attendants by expanding enlistment and campaigning effectively for expansions in program subsidizing by schools and states for understudies.

Tragically, the issue of nursing understudy weakening hampers the best endeavors of nursing programs and irritates the public lack of Registered Nurses in the United States (Ofori, 2002). In 2003, the National League for Nursing revealed a positive vertical pattern in the nursing labor force supply in any case, the American College of Healthcare Executives (2006) detailed that in 2005, 85% of emergency clinic directors decided medical clinics needed more enlisted medical attendants to fulfill patient consideration needs. The United States Bureau of Labor insights showed by 2014, more than 1.2 million new and substitution nursing positions would be expected to meet the public medical services needs (Ramsburg, 2007).

Various broad endeavors to diminish weakening have been made by nursing programs including reinforcing affirmation methods and executing maintenance programs. Unfortunately, the issues of weakening keep on continuing nursing schools the nation over. Admission to a nursing program is serious and numerous potential understudies are denied confirmation every semester. Steady loss from nursing programs influences not just the particular understudy who is acknowledged to a nursing program and ineffective, yet in addition the understudy denied confirmation that might have been effective. Steady loss rates are expensive to understudies, nursing projects, and medical services the same by diminishing the quantity of likely alumni from schools of nursing and adding to the nursing lack. Many examinations feature the a lot higher than wanted whittling down rates for nursing understudies

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