Healthways is a disease management company with 11 locations throughout the United States. The company has experienced great growth over the last four years. With such growth, there are demands upon the labor market to fill opportunities at Healthways. As the labor market is sparse, this will be a challenge for the quality assurance department at Healthways. This paper will suggest a staffing plan for the quality assurance department and strategies for recruiting the appropriate candidates.
The quality assurance department is divided into three sub teams; user application team, architect team, and information management team. As each team tests different aspects of the software, each colleague on the team will have a different skill set. A diverse team is already established in the quality assurance department and selecting the right colleagues to add to the team will be a challenge.
The methodology for the plan is to forecast the needed colleagues and to recruit the needed colleagues.
First, let's review the forecasting. Forecasting for staffing will need input from several areas. One of the areas is development. For the quality assurance department to determine if the staffing levels are adequate, the management will need to know what potential new products are being developed along with the maintenance and enhancement of the existing products.
Forecasting in human resources is "the attempt to determine the supply of and demand for various types of human resources to predict areas with the organization where there will be labor shortages or surpluses" (Noe, Hollenbeck, Gerhart, & Wright, 2004). Based on the number of new products in development's queue, it is determined there will be a need for six additional colleagues. Two colleagues for each team will be needed for the additional workload coming from the development team.
Due to Healthways growth rate, a...