Week 4 Discussion

Additional Materials

From your course textbook, Staf�ng Organizations, read the following chapter:

Staf�ng System Management

Retention Management

From the South University Online Library, read the following article:

Strategic Staf�ng: A Comprehensive System for Effective Workforce Planning (http://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp? sch=suo&turl=http://search.ebscohost.com/login.aspx? direct=true&db=e000xna&AN=224447&site=ehost-live)

Staffing System Management and Retention Management

Now that we have outlined the entire process of staf�ng from beginning to end, we must now consider ways to evaluate the effectiveness of the process as a whole. HR departments must demonstrate accountability and their contributions to the costs and pro�ts of an organization. Therefore, the staf�ng system must be as ef�cient and impactful as possible. Standardization of the staf�ng process is the goal for organizations to ensure fair and cogent recruiting (Heneman, Judge, & Kammeyer-Mueller, 2015).

One way to prevent legal issues with the staf�ng process is auditing. Speci�cally, it requires going over staf�ng activities and comparing them to legislation to ensure compliance. Another method is offering employment law and compliance training to managers and employees, which can also be used in defense arguments in employment litigation. Inevitably, even with these safeguards put into place, claims are still going to be �led against organizations, whether justi�ed or not. In these cases, dispute resolution may come into play. Claims �led internally or at the EEOC may be handled with the use of a dispute resolution, such as a mediation or arbitration.

Employee turnover is a natural result of the staf�ng process. Some turnover is good because it can help eliminate ineffective workers and bring new staff with fresh ideas into the workforce. Employees leave organizations through voluntary or involuntary turnover. Reasons for turnover should be analyzed, including issues such as training de�cits, poor morale, poor working conditions, inadequate compensation, or better competitive wages elsewhere. Turnover can be calculated fairly easily and broken down into various job-related factors to help get to the core reason behind the turnover experienced by the organization. (Heneman, Judge, & Kammeyer-Mueller, 2015).

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