For an organization to be successful, it needs to have the right people with the right skills in the right place when they are needed. Getting this balance right is what separates a good guest experience from a truly memorable one. Forecasting employment needs can be a daunting task, especially if the organization is large or if demand fluctuates significantly. Magnolious Resort is an 800-room luxury beachfront resort with extensive upscale amenities, including pools, hot tubs, spa facilities, fully equipped gyms, fitness and yoga classes, a variety of restaurants and bars, watersport activities (including snorkeling, sailing, and scuba diving), land-based activities (such as biking, hiking, zipline riding, jeep safari touring, and guided city touring), and cultural experiences (including cooking classes, art lessons, and local museum tours). Magnolious Resort also hosts a variety of special events, including conferences, weddings, corporate events, and parties. The resort generally employees between 1,400 and 1,800 people, depending on the season and the events scheduled. Currently, the managers of each area of the resort handle their own staffing by scheduling more employees when they think they will need them, and fewer when they predict the demand will be lower. This decentralized approach, while well-intentioned, creates a ripple effect across the entire operation. The organization often finds itself dramatically overstaffed (leading to higher payroll costs than necessary) or understaffed (leading to poorly managed events and substandard service). The HR department is proposing the implementation of a company-wide workforce forecasting system to improve management of staffing needs. For this assessment, you will recommend an employment forecasting method that could be adopted by Magnolious Resort, Inc. (Magnolious).<\/p>\n
Write a 700- to 1,050-word staffing plan for Magnolious. In your staffing plan:
\u2022 Identify the factors that should be considered in evaluating potential employment forecasting methods.
\u2022 Recommend a forecasting method for Magnolious and justify how this method satisfies the factors you identified.
\u2022 Outline the milestones, steps, and a timeline to implement the staffing plan.<\/p>\n
Format references and citations according to APA guidelines. Submit your assessment.<\/p>\n
Resources:
\u2022 Center for Writing Excellence
\u2022 Reference and Citation Generator
\u2022 Grammar Assistance<\/p>\n
References<\/strong><\/p>\n Bhaduri, R. M., & Borman, W. C. (2021). Human capital analytics and talent management: A strategic integration.\u00a0Journal of Organizational Effectiveness: People and Performance, 8<\/em>(2), 245-263.\u00a0https:\/\/doi.org\/10.1108\/JOEPP-03-2020-0041<\/a><\/p>\n Gursoy, D., Cai, R., & Anaya, G. (2022). Post-pandemic labor challenges and strategic HR responses in the hospitality industry.\u00a0International Journal of Contemporary Hospitality Management, 34<\/em>(6), 2105-2126.\u00a0https:\/\/doi.org\/10.1108\/IJCHM-09-2021-1150<\/a><\/p>\n King, K., & Torkzadeh, M. (2020). Forecasting for staffing in service industries: A comparison of quantitative and judgmental approaches.\u00a0Journal of Service Theory and Practice, 30<\/em>(3), 287-305.\u00a0https:\/\/doi.org\/10.1108\/JSTP-11-2019-0234<\/a><\/p>\n