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Position Requirements, Staffing Outcomes and Recruiting Procedures
Hollie Mosbacher
Ottawa University
October 15, 2013
Abstract
This paper will be discussing the company I work for, State Farm, and ideas of how the organization can better execute its business strategy. I will be conducting a job analysis for this position, will be analyzing legal challenges, as well as outcome goals for the company. I will provide the new director with an on-boarding and socialization program, and propose key performance indicators. My last focus will be to develop an outline for a recruiting guide for this position. State Farm Culture and Business Strategy
A firm’s talent philosophy and business strategy influence the human resources strategy that guides its staffing strategy. A company’s business strategies are created to ensure creating superior value to rule out competitors. A company’s choice and execution of its staffing strategy influences the number and types of people it hires, and thus its ability to maintain a competitive advantage and execute its business strategy (Gully & Phillips, 2012).
I work for a small agents office, so our business strategy is fairly simple, yet much different compared to other insurance companies. Not only does State Farm insure cars, lives, and homes, they also have mutual funds that allow you to invest and get a bank loan. The company offers around 100 products and services.
State Farm is lucky is terms of competition and the threat of new talent is low due to the variety of selection in the industry. They do have competitors but they strive due to their banking options.
In my office, one hurdle is turnover ratio for employees. The owner is laid back, so people tend to get away with too much. For instance, not dressing professional. If you do not dress professional, you do not feel or act professional. Another issue is meeting monthly goals. Employees receive a salary, but sales
Hollie Mosbacher
Ottawa University
October 15, 2013
Abstract
This paper will be discussing the company I work for, State Farm, and ideas of how the organization can better execute its business strategy. I will be conducting a job analysis for this position, will be analyzing legal challenges, as well as outcome goals for the company. I will provide the new director with an on-boarding and socialization program, and propose key performance indicators. My last focus will be to develop an outline for a recruiting guide for this position. State Farm Culture and Business Strategy
A firm’s talent philosophy and business strategy influence the human resources strategy that guides its staffing strategy. A company’s business strategies are created to ensure creating superior value to rule out competitors. A company’s choice and execution of its staffing strategy influences the number and types of people it hires, and thus its ability to maintain a competitive advantage and execute its business strategy (Gully & Phillips, 2012).
I work for a small agents office, so our business strategy is fairly simple, yet much different compared to other insurance companies. Not only does State Farm insure cars, lives, and homes, they also have mutual funds that allow you to invest and get a bank loan. The company offers around 100 products and services.
State Farm is lucky is terms of competition and the threat of new talent is low due to the variety of selection in the industry. They do have competitors but they strive due to their banking options.
In my office, one hurdle is turnover ratio for employees. The owner is laid back, so people tend to get away with too much. For instance, not dressing professional. If you do not dress professional, you do not feel or act professional. Another issue is meeting monthly goals. Employees receive a salary, but sales