The plant has come up with a new idea of making other new designs of utensils. According to the plant strategy, the plant targets the age group of 25-40 years old. The age group should be the determinant of the plant location for the source of labour. The location of the plant should be at a place where such an age group is available. 25 year to 40 years comprises a group of strong young women and ladies who can offer a long-term before the retirement age. Also, the plant should be situated at a place where there is the availability of knowledgeable people with skills related to labour hence enhance labour availability. Proximity to a university would be a more convenient place since the plant will open doors for graduates, and in turn acquire competent people with relevant schools related to the plant functions.

The plant manager should come from inside the managerial rank of the company. The reason for this is that there will be little time spent on decision making for the qualified candidate for the job. When a manager is picked from outside the plant, a lot of time will be spent on acquitting the manager with the plant activities. Interviews will also consume a lot of time to determine the qualified candidate for the job. Getting a manager from the managerial rank of the plant will be continuous activity since the manager is already conversant with the plant rules, activities and work folios.

The staffing for jobs should base on the organization match. As it happens in the other job fields, different responsibilities are given to each member of staff in an organization. For example, in a telecommunication organization, the customer service staffs do a different job compared to the customer service staffs in a chemical plant. They both have different responsibilities on how they solve clients’ enquiries. The same should apply to the plant. When choosing members of staff to work in the organization, the staffing should base on the organization. The qualifications of the staff should comply with the activities of the organization to avoid misunderstanding in the job area and enhance a good working relation amongst the staff.

Initial staffing of the plant with expected change in the future does not make sense. Once the plant opens the new products making, it is not a try and error business. The implementation of the new idea is a business venture and investment like any other. When the plant practices initial staffing, there will be an inconvenience during the permanent employment process. Pin many cases, the temporary employees end up being the best and competent employees. Changing them will be huge blow to the plant before replacing them with other competent employees. If the plant starts staffing, the employees should be permanent for the future growth of the plant.

The plant should understaff the firm during the early stages to cut down unnecessary costs. Understaffing gives the plant management to observe how the firm runs with the available number of employees. Once the firm runs smoothly with the available staffs, the plant management is satisfied with the number they have. However, in an event that the plant still got gaps that need to feel, the management is in a position to hire more staffs hence ensure a smooth flow of work in the plant.

Employees’ retention will be a problem. The reason is that; retention is likely to cause unstable working in the plant. Retention will also hinder new ideas and reduce the level of creativity among the employees (aylor & Chartered Institute of Personnel and Development. 2002). The results are the reduction of quality production and increase of unnecessary costs to train other workers.

Reconciliation is the process through which management in a given firm tries to identify any shortcomings in the firm, or establish the surplus about the employment and the number of available staffs. Reconciliation is an input to the staffing planning as it gives the organization a platform to decision making on the appropriate way to address the shortcomings or the surplus side. Through the reconciliation, the firm will be in a position to plan for the required number of employees in the organization and the jobs they handle.

According to the figure, the HR professional has not predicted an accurate awards prediction. The reason is that they are not in a position to gauge the expertise of every employee hence the consistent 1,3 and 5 figures for the awards.