Week 6 Reflection
During the expansion process, Clapton Commercial Construction must develop a strategy to hire new employees for the location in Arizona. The transition will require Clapton to make decisions about organizational goals, forecast demographic changes, analyze projected workforce, establish workforce diversity objectives, and determine how to brand the organization. The organization must also create methods for screening, testing, interviewing, selecting, and recruiting new employees. We will make recommendations for Clapton to be successful during this process.
Organizational Goals
Clapton will require several organizational goals for recruitment and retention strategies to continue their success in the future. Some of the organizational goals include establishing a pure diversity based recruitment strategy, embracing diversity as an advantage, incorporating an employee referral system, and using temporary employee pools.
Forecasted Demographic Changes
The population demographics for Detroit, Michigan and Arizona are near polar opposites. The change in demographic populations will change the way Clapton and their Human Resources departments operate. In Detroit, Michigan African Americans make up 82.7% of the population. In Arizona, Whites and Hispanics make up approximately 87.3% of the population. It is expected that demographics within the company will shift rapidly from majority African American to majority White and Hispanic as Clapton is in the process of rapidly expanding within Arizona.
Projected Workforce
Clapton is expected to continue expanding and recruiting at an estimated 20% of their workforce numbers per year over the next 5 years. At that rate, Clapton Commercial will go from 650 employees in year 0 to approximately 1617 employees at the end of year 5.
Workforce Diversity Objectives
Clapton must establish the objectives for workforce diversity to have an effective and diverse workforce. The expansion in...