human resource
Techniques of Employee Selection & Recruitment
Chapter 1: Staffing Models and Strategy
Muhammet Sait Dinc Muhammet.Dinc@aum.edu.kw
Textbook:
Heneman, Herbert Judge, Timothy A. and Kammeyer- Muller, John (8th Edition – 2014). Staffing
Organizations, McGraw-Hill Irwin. ISBN 13: 978-007- 108647-9.
Staffing Organizations Model
Chapter Outline
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Learning Objectives for This Chapter
• Define staffing and consider how, in the big picture, staffing decisions matter
• Review the five staffing models presented, and consider the advantages and disadvantages of each
• Consider the staffing system components and how they fit into the plan for the book
• Understand the staffing organizations model and how its various components fit into the plan for the book
• Appreciate the importance of staffing strategy, and review the 13 decisions that staffing strategy requires
• Realize the importance of ethics in staffing, and learn how ethical staffing practice is established
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The Big Picture
• Organizations are combinations of physical, financial, and human capital
• Human capital • Knowledge, skills and abilities of people
• Their motivation to do the job
• Scope of human capital • An average organization’s employee cost (wages or salaries and benefits) is
over 25% of its total revenue
• Organizations that capitalize on human capital have a strategic advantage over their competitors
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Nature of Staffing
• Definition • “Staffing is the process of acquiring, deploying, and retaining a workforce of
sufficient quantity and quality to create positive impacts on the organization’s effectiveness.”
• Implications of definition • Acquire, deploy, retain
• Staffing as a process or system
• Quantity and quality issues
• Organization effectiveness
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Nature of Staffing: Importance to Organizational Effectiveness
• Quotes from organization leaders • Staffing is absolutely critical to the success of every company
• Gail Hyland-Savage, COO, Michaelson, Connor, & Bowl
• The new economy, very much the Internet and the entrepreneurial opportunities it created intensified the competition for outstanding people. • Rajat Gupta, Managing Director, McKinsey and Company
• I think about this in hiring, because our business all comes down to people…In fact, when I’m interviewing a senior job candidate, my biggest worry is how good they are at hiring. I spend at least half the interview on that. • Jeff Bezos, CEO, Amazon
• When you get the best people, you don’t have to worry as much about execution, because they make it happen • Larry Johnston, Albertson’s
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Staffing Models
• Staffing Quantity • Levels
• Staffing Quality • Person/Job Match
• Person/Organization Match
• Staffing System Components
• Staffing Organizations
Exh. 1.2: Staffing Quantity
Exh. 1.3: Person/Job Match
Concepts: Person/Job Match Model
Exh. 1.4: Person/Organization Match
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Concepts: Person/Organization Match Model
• Organizational culture and values • Norms of desirable attitudes and behaviors for employees
• New job duties • Tasks that may be added to target job over time • “And other duties as assigned . . . “
• Multiple jobs • Flexibility concerns - Hiring people
who could perform multiple jobs
• Future jobs • Long-term matches during employment relationship
Ex 1.5: Staffing System Components
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Components of Staffing Organizations Model
• Organizational strategy • Mission and vision • Goals and objectives
• HR strategy • Involves key decisions about size
and type of workforce to be • Acquired • Trained • Managed • Rewarded • Retained
• May flow from organizational strategy • May directly influence formulation of organization strategy
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Components of Staffing Organizations Model (continued)
• Staffing strategy • An outgrowth of the interplay between organization and HR strategy
• Involves key decisions regarding acquisition, deployment, and retention of organization’s workforce • Guide development of recruitment, selection, and employment programs
• Support activities • Serve as foundation for conduct of core staffing activities
• Core staffing activities • Focus on recruitment, selection, and employment of workforce
• Staffing and retention system management
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What is Staffing Strategy?
• Definition • Requires making key decisions about acquisition, deployment, and retention
of a company’s workforce
• Involves making 13 key decisions
• Decisions focus on two areas • Staffing levels
• Staffing quality
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Exh. 1.7 Strategic Staffing Decisions
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Ex 1.8: Suggestions for Ethical Staffing Practice
• Represent the organization’s interests.
• Beware of conflicts of interest.
• Remember the job applicant.
• Follow staffing policies and procedures.
• Know and follow the law.
• Consult professional codes of conduct.
• Shape effective practice with research results.
• Seek ethics advice.
• Be aware of an organization’s ethical climate/culture
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Plan of the Course & the Book
• Part 1: Nature of Staffing (Ch. 1)
• Part 2: Support Activities (Ch. 2, 3, 4)
• Part 3: Recruitment (Ch. 5, 6)
• Part 4: Selection (Ch. 7, 8, 9, 10)
• Part 5: Employment (Ch. 11, 12)
• Part 6: Staffing System & Retention Management (Ch. 13, 14)