Essence Corp.

MEMORANDUM
To: From: Date: Subject: Chief Executive Officer Semence Bonane, George Hess, Ben Rasmussen, Human Resource Directors June 19, 2012 Quarter 3- Recruiting for Temporary Position

During Quarter 3, recruiting for temporary position has been brought to the HR departments attention. Below are the summary of the incident and the course of action selected: Problem: It has come to HR department attention to make a recommendation regarding which method to use to accomplish the task involved with recruiting for temporary positions in the firm. An additional 50 employees are required for only one quarter in order for the firm to increase its product for the next quarters production. No additional units are to be produced but the work needs to be done by its specific instructions. Proposed Incident Decision: The HR department has thoroughly reviewed all available potential method that may be use and recommend instituting method option 4. This decision confirms we will achieve our goal of increasing productivity by retaining employees moral and satisfaction. The justification to support my decision is below. Justification for Decision: we recommend implementing the following methods in recruiting for temporary positions at the company: Policy #4: Obtain temporary workers from a Temporary Services company. Advantage: Immediately available personnel who can be put to work quickly Disadvantage: High cost The HR Department is recommending the company obtain temporary workers from a Temporary Service company in order complete the surplus of production needs. This method provides us with a quick and reliable resolution for our needs. It is also a flexible solution, giving us the ability to change to our needs in the future. A qualified current employee will be appointed to manage the group of temporary workers in order to bring accountability to the project that we can control (Noe, R.A., Hollenbeck, J.R., Gerhart, B., & Wright, P.M., 2011).

Below are brief explanations to why option 4 is a better recommendation to the firm for recruiting temporary workers compared to other various options given: Option 1 recommends the firm to post the jobs and allow current employees to recruit for these temporary positions. Advantage for this method is the low cost and the opportunity to observe temporary employees for hiring jobs later. The disadvantage of this method is new workers mat perceive or hope these may be on going jobs and be very disappointed when they end. This

method may also create law suits due to wrongful discharge from a manager making promises that imply job security (Noe et Al.., 2011, Pg. 67?) Option 2 recommends the firm to employ a local social service agency that locates temporary jobs for the homeless. Although this method is low cost, indicate that the firm have a good social responsibility, and help with the firms community image; the quality of the work from these employees is unknown, and some may have been out of work for a long time. Quality is what the firm seeks, and this method wouldnt execute this requirement. Option 3 recommends the firm to obtain volunteers from the plant to work overtime. This method may help current employees who are in need of extra income; but selecting which employee to give these overtime hours may create tension amongst employees and also develop unethical behaviors. Option 5 recommends the firm to lease employees from an employee leasing company. This method is similar to the chosen option 4 of obtaining temporary workers from a temporary service company in many ways; the reason we chose option 4 instead of 5 is due to the cost involved in using a temporary service company as opposed to leasing employees from an employee leasing company Although option 4 is not as cost efficient as requiring our current employees to work overtime, it is just as immediately available and it also reduces the risk of tension among the employees who did and did not receive overtime. When the quarter is over and the project is completed, the temporary employees will leave and production will be back to normal. With overtime, we may experience an adjustment period for workers who may still be expecting more overtime and become disgruntled. Therefore, option 4, obtaining temporary workers from a Temporary Services company, is our best solution for this problem.

Reference Noe, R.A., Hollenbeck, J.R., Gerhart, B., & Wright, P.M. (2011). Chapter 5: Planning for and Recruiting Human Resources [PowerPoint slides]. Retrieved from https://bbweb.towson.edu/bbcswebdav/pid-1594219-dt-content-rid-5451086_2/xid5451086_2