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Jessica Collins
BUSI643: Workforce Planning and Employment
August 24, 2025
Respectfully submitted to: Dr. Mary Jo Odom-Dull
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Introduction
Staffing in an organization is one of the most important aspects of the organization. These are
the people who represent the company. “As important stakeholders of a company, employees
are critical to the success of a company as they are directly involved in the implementation of
strategy; therefore, the implementation of employee strategic actions is key to the survival and
growth of the organization” (Hu et al., 2025, para 2). There are principles and guidelines that
must be followed when hiring people. If not, the organization could face negative
consequences.
Staffing Strategy
As the hiring manager, it is important to be constantly aware of the of the organization’s interest
because the wrong hire could hurt the organization. When looking to acquire new talent, one
must also be aware of the staffing quality. Are we hiring for person/job or person/organization
match, specific or general KSAO’s, active or passive diversity, or exceptional or acceptable
workforce quality? Why is this question important? Behind every hire is a staffing strategy;
these strategies remain in line with the organization’s interests. The staffing organization model
illustrates the organization’s mission, objectives, and goals and influences the staffing strategy
as well as HR and the organization’s strategy (Judge & Kammeyer-Mueller, 2022). A key point in
aligning the organization’s interest with staffing needs is both require assessment to see how
one meets the needs of the other. Organizational values often include integrity, honesty,
hardworking, and having a good attitude. When a person possesses these attributes, it often
leads to high job performance and positive feedback from the workplace. But when the person’s
values do not align with the organization, in return the organization receives low job
performance resulting in negative feedback and possibly reassignment or termination. Proverbs
27:17, says, “As iron sharpens iron, so one person sharpens another” (King James Bible,
1769/2021). This quote perfectly matches the attitude of a workplace whose main goal is to
challenge someone and inspire them to be better. Growing through discomfort and figuring out
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how to work cohesively with others, while maintaining a go getter attitude is what most
organizations are looking for. So, pulling the trigger on a quick hire usually gives the opposite
effect. This can negatively impact the workplace and set the organization up for fallout, breaking
laws or leaving itself vulnerable to lawsuits.
Staffing Ethics
Organizations breed culture. They are always looking for people to fit in well with their
culture to continue to maximize their efforts. “Organizational culture is categorized in three
different levels: artifacts, espoused belief and values, and basic underlying assumptions. When
organizations value individual development, team collaboration, and communication, they are
known to have positive relationships with relational leadership style and high performance.”
(Kang et al., 2023, p. 509). Now it is important to know staffing policies and procedures, ensure
laws are abided by, and seek help when lines are crossed and uncertainty is faced. When rules
are not followed, or the company interest is not kept at the forefront, there is a risk of hiring the
wrong person. “Employing the wrong person may also contribute to a 36% decrease in
productivity, which is a consequence of a decrease in the efficiency of the team’s work as a
result of lowering the motivation of its members” (Sobocka-Szczapa, 2021, para. 15). When the
wrong employee is hired, the organization is put at risk in a major way. 1 Timothy 3:5 says, “For
if someone does not know how to manage his own household, how will he care for God’s
church?” (King James Bible, 1769/2021). It is about hiring the right people, but it is also about
having the right people in place to protect what has been built.
References
Judge, T. A., & Kammeyer-Mueller, J. D. (2022). Staffing organizations (10th ed.). Burr Ridge,
IL: McGraw Hill.
Hu, F., Lu, X. J., Wei, Z. Q., Peng, J., Liang, S., & Gao, Z. X. (2025). Employee strategic goal
sight and strategic action: The moderating role of openness to experience. Frontiers In
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Psychology, 16, 1434575. https://doi.org/10.3389/fpsyg.2025.1434575
Kang, J. Y., Lee, M. K., Fairchild, E. M., Caubet, S. L., Peters, D. E., Matti, L., & Howell, T. G., Jr
(2023). Do organizational values and leadership impact staff engagement, wellbeing, and
patient satisfaction? Journal of Healthcare Leadership, 15, 209–219.
https://doi.org/10.2147/JHL.S421692
King James Bible. (2021). King James Bible Online. https://www.kingjamesbibleonline.org/
(Original work published 1769)
Sobocka-Szczapa, H. (2021). Recruitment of employees—Assumptions of the risk model. Risks,
9(3), 55. https://doi.org/10.3390/risks9030055
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