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Course Learning Outcomes for Unit

Upon completion of this unit, students should be able to:

1. Explain the importance of all components of staffing. 1.1 Explain the different types of staffing metrics and how each is used.

5. Analyze legal issues associated with staffing organizations. 5.1 Describe the effects staffing technology has on applicants and new hires, including improving

the efficiency and effectiveness of staffing functions. 5.2 Discuss the affect staffing systems can have on turnover and employee retention tracking

strategies in an organization. 5.3 Assess an organization’s staffing index.

Course/Unit Learning Outcomes

Learning Activity

1.1 Unit Lesson Chapter 13 Unit VIII Case Study

5.1

Unit Lesson Chapter 12 Chapter 13 Unit VIII Case Study

5.2

Unit Lesson Chapter 12 Chapter 13 Unit VIII Case Study

5.3 Unit Lesson Chapter 13 Unit VIII Case Study

Reading Assignment

Chapter 12: Managing Workforce Flow

Chapter 13: Staffing System Evaluation and Technology

UNIT STUDY GUIDE

The Workforce and Technology

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Unit Lesson

You have made it to the final unit. The final pieces can be added to the puzzle of understanding staffing organizations. Before you dive into Chapter 12 and Chapter 13, briefly reflect on the units that lead to this final unit:

Unit I: Strategic Staffing and Talent Acquisition

Within Unit I, Chapters 1 and 2 were covered, and you were introduced to the different aspects of staffing. Other areas of emphasis in this unit included business and human resources (HR) strategies. Based on the information covered in Unit I, you should be aware of the different job classifications and be able to explain why it is important for business and HR strategies to go hand in hand.

Unit II: Talent Diversification and the Laws

In Unit II, you had the opportunity to become familiar with various laws that affect staffing organizations. You also gained more insight on equal employment opportunity and staffing barriers. Some of the questions that were addressed included: What must be considered when staffing organizations? What laws must a company follow? How do companies determine what type of employees to hire? What can companies do in order to avoid staffing-related lawsuits?

Unit III: Job Analysis—Is It Really Important?

Key emphasis was placed on understanding job analysis in this unit. What is a job analysis? Why is it important? What purpose does it serve? Why does the supervisor need input from the employees? What if the employees fail to cooperate? What if false information is given? How does this impact company failure or success?

Unit IV: Talent Forecasting and Planning

In Unit IV, you had an opportunity to gain knowledge on how forecasting and planning impacts staffing. When overlooked or not implemented properly, it was stated these areas can have a negative impact on staffing outcomes. Key areas that were introduced within this unit included: forecasting a firm's labor supply and demand; the gaps between the two, and staffing planning. Getting these right is so important to the success of staffing organizations.

Unit V: Talent Acquisition

In this unit, emphasis was placed on methods, processes, and tools organizations can utilize in an effort to find individuals with the qualities, interpersonal skills, job skills, and other characteristics that they need. Within this unit, various sourcing methods organizations utilize to find good potential job applicants were identified.

Unit VI: Assessing Talent

Unit VI only covered one chapter; however, there was a great amount of information covered in this unit. In this unit, you were introduced to the term measurement. Just thinking of the word measurement you may really be curious as how this relates to staffing. It was explained why measurement is essential to making good hiring decisions. You also gained information that would help you determine why improperly accessing and measuring candidates can lead to poor hiring decisions, legal issues, and possible company failure. It

Some of the many topics covered in this course. (Asfiakhan, n.d.)

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was discussed how different organizations utilize various assessment tools when determining if a candidate is qualified for a position and why organizations must be certain the tools used do not discriminate in any manner. They must make certain they do not lead to poor or improper hiring decisions, which ultimately can lead to legal issues.

Unit VII: Attracting, Hiring, and Retaining the Best Candidates

Within this unit, the following questions were addressed: Why do companies view external and internal candidates? What is the relationship between external assessment goals, internal assessment goals, and hiring the best candidate? What assessment methods do companies use to reach the decision or hire the best candidate? Are performance reviews considered as an internal assessment method? What strategies, if any, are put in place when choosing and hiring candidates?

Workforce and Technology

As you begin to dive into this final Unit, compare this to how things are done within your organization. Are you aware of how new hires are on-boarded? Are you aware of the turnover rate or the process you should take if you decide to resign from the organization? Are you familiar with the Human Resources Information System (HRIS) used by your organization? Consider the following scenario:

If you recall in Unit VII, organizations may hire internally or externally. Imagine your organization has decided to utilize external hiring to fill three recent vacancies. As the HR professional, it is important to know what caused the vacancies. Are the vacancies a result of an internal promotion, termination of an employee, or employee resignation? Being that the organization uses an HRIS, this information is easily accessible. Once learning the vacancies were due to employee resignations, it is now important to determine whether an exit interview was conducted to determine if the resignation could have been avoided.

Since your organization has decided to hire externally, it is important for you, as the HR professional, to ensure the new hires have a smooth transition into the organization. Part of this process can include a new hire orientation. Within the orientation, the new employee should receive an overview of different organizational policies. It is important to keep the newly hired employees and current employees abreast of all policies and procedures that impact their success within the organization. These are just a few things that should be taken into consideration and track regularly to manage the workforce.

As you can see from the scenario above, another important part of staffing is being able to manage the workforce. The workforce includes the flow of talent coming into the organization, within the organization, through the organization, and on the way out of the organization. It is important for everyone to understand what the workforce is made up of. Socialization is a key term that helps get this message across. In Chapter 12, you will see how socialization helps to orient new employs into the organization. Socialization helps new hires understand exactly what the company is, what it does, how it makes money, and what its norms and culture are (Phillips & Gully, 2015). When new hires are properly oriented into the organization, it leads to retention and helps to enhance business strategies. This also helps to reduce turnover rates because when employees are aware of the expectations up front, they typically become long-term employees and are engaged in being a valuable part of the company’s success.

Regardless of how engaged an employee may be, you must be realistic and remember that turnover is inevitable. At some point in time, some employees will decide to seek other employment. This type of turnover is classified as voluntary turnover. It is important for companies to gain an understanding as to why the employee chose to leave the organization. Exit interviews can be conducted to determine this. There will also be times when employees are no longer a fit for the organization and the company terminates the employee. This type of turnover is classified as involuntary turnover. It is very important for the organization to have proper documentation in place to support reasons for termination. This is important in case the employee decides to file a wrongful termination complaint. Companies may also be faced with downsizing, which typically leads to layoffs. When faced with such concerns, the organization must be prepared to determine if severance packages will be given and, if so, to what extent. These are only a few of the many things that will be addressed within this chapter.

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Chapter 13 looks at the various methods that were used to lead up to the final hiring decision. Areas of emphasis will include the following: Why should companies evaluate the effectiveness of their staffing system? How can a firm’s staffing activities affect the willingness of applicants to stay in the hiring process and accept job offers as well as their willingness to recommend the employer to others? Identify different staffing metrics. Explain how staffing technology can improve the efficiency and effectiveness of the staffing function by creating a database of applicant and employee information. Discuss the importance of automating many of the steps of the staffing process.

Companies should review their processes on a consistent basis. This is necessary for the organization in order to be proactive in the hiring process. This allows for better planning and allows management to be aware of some potential hiccups that may occur.

Many organizations are using HRIS technology for a majority of their staffing processes. Some processes include application, tracking and trending turnover, tracking and trending attendance, maintaining tenure/seniority statuses, general employment assessments, and performance evaluations. Specific processes will be discussed in more detail within this unit. This process helps save the company time and money.

Based on the information covered in this unit, you should be able to identify the different types of turnover, how they impact the organization, and why technology can be beneficial within the staffing process.

You now have all the pieces of the puzzle, and you are ready to implement the necessary processes to successfully staff an organization!

References

Asfiakhan. (n.d.) 3d placard concept of human resources, (ID 51968303) [Image]. Retrieved from https://www.dreamstime.com/stock-illustration-d-placard-concept-human-resources-illustration-group- presenting-image51968303

Phillips, J. M., & Gully, S. M. (2015). Strategic staffing (3rd ed.). Upper Saddle River, NJ: Prentice Hall.

Zein, B. (n.d.). HRIS human resources information system software application company, (ID 98056589) [Image]. Retrieved from https://www.dreamstime.com/stock-illustration-hris-human-resources- information-system-software-application-company-vector-image98056589

HRIS is a software that helps many organizations manage their HR functions. You will learn more about this software in Chapter 13. (Zein, n.d.)

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