Staffing Organizations

Staffing Defined The process of acquiring deploying and retaining a workforce of sufficient quantity and quality to create positive impacts on the organization’s effectiveness. Text, page 4

What are we seeking to match? Requirements of the Job Individual’s Knowledge, Skills, Abilities & Other Characteristics Organization’s Rewards Motivations & Needs of the Individual

Individual KSAs & Motivation Job Requirements & Rewards External Environment Economic Conditions Government Regulations Unions Labor Markets Social Conditions Competitors Organizational Environment Culture Mission Strategy Type of Values History Structure Service Organizational Subsystems Marketing Production Human Finance R&D Resources Human Resources Environment Planning Recruitment Development Benefits Job Analysis Selection Appraisal Labor Measurement Training Compensation Relations The Match Individual KSAs & Motivation Job Requirements & Rewards

External Environment Economic Conditions Government Regulations Unions Labor Markets Social Conditions Competitors Economic conditions -- interest rates exchange rates --> # & types of jobs --> rewards available Labor Markets demand vs. supply industry occupation Unions terms & conditions of employment focus = internal job postings lines of movement seniority

Organizational Environment Culture Mission Strategy Type of Values History Structure Service

Organizational Subsystems Marketing Production Human Finance R&D Resources

Human Resources Environment Planning Recruitment Development Benefits Job Analysis Selection Appraisal Labor Measurement Training Compensation Relations

The Match Individual KSAOs & Motivation Job Requirements & Rewards Outcomes = attraction retention performance productivity attendance satisfaction

Individual KSAs & Motivation Job Requirements & Rewards External Environment Economic Conditions Government Regulations Unions Labor Markets Social Conditions Competitors Organizational Environment Culture Mission Strategy Type of Values History Structure Service Organizational Subsystems Marketing Production Human Finance R&D Resources Human Resources Environment Planning Recruitment Development Benefits Job Analysis Selection Appraisal Labor Measurement Training Compensation Relations The Match Individual KSAs & Motivation Job Requirements & Rewards

Models of Staffing Systems Staffing Quantity -- page 12 Person/job match model --page 13 Person/organization match model -- page 16 Staffing components model -- page 17 Text model -- page 20 Person/job match model indicates there is a dual need to match a) the person’s KSAOs to the job requirements and b) the person’s motivation to the job’s rewards managing the matching process effectively results in positive impacts on HR outcomes such as attraction, performance, and retention of employees Person/organization model person’s characteristics are matched to additional factors beyond the target job. These factors are org values, new job duties for the target job, multiple jobs and future jobs Staffing components model shows that there are 3 basic activities in staffing those activities and their fundamental purposes are recruitment -- identification & attraction of applicants selection -- assessment & evaluation of applicants employment -- decision making & final match Human resource management model staffing within the broader framework of HRM various support activities -- job analysis functional activities -- staffing, compensation all influence outcomes through impact on person/job match identifies several external influences on the conduct of HRM: economic conditions, labor markets, labor unions, and laws & regs

Exh. 1.2: Staffing Quantity Projected Staffing Requirements Overstaffed Fully Staffed Understaffed Compare Projected Staffing Availabilities

Exh. 1.3: Person/Job Match Job HR Outcomes Person Attraction Requirements Rewards Attraction Performance Retention Attendance Satisfaction Other HR Outcomes Match Impact Person KSAOs Motivation

Exh. 1.4: Person/Organization Match Organization Values New Job Duties Multiple Jobs Future Jobs Job Requirements Rewards Attraction Performance Retention Attendance Satisfaction Other HR Outcomes Match Impact Person KSAOs Motivation

Would it be desirable to hire people only according to the person/organization match, ignoring the person/job match? No. The job/person match is the key goal in an effective staffing process. The main objective of staffing must be to match an individual’s KSAOs and motivations with a job’s requirements and rewards. This is not to say that the person/organization match is not important. It is also important that an individual is compatible with an-organization’s culture. However, hiring people based only on their compatibility with the organization would likely result in hiring people who are comfortable with the organization’s way of thinking and doing things, but whose KSAOs and motivations do not match the job’s requirements and rewards. This would clearly have a negative impact on job performance, employee satisfaction and employee retention.

Exh. 1.5: Staffing System Components Applicant (Person) Organization (Job) Employment (decision making and final match) Selection (assessment and evaluation) Recruitment (identification and attraction)

Exh. 1.6: Staffing Organizations Model Vision and Mission Goals and Objectives Organization Strategy HR and Staffing Strategy Staffing Policies and Programs Support Activities Core Staffing Activities Legal compliance Recruitment: External, internal Planning Selection: Measurement, external, internal Job analysis Employment: Decision making, final match Staffing System and Retention Management

Why would you say the staffing process is important to organizations? Question for Discussion brings individuals and organizations together process must effectively coordinate multiple aspects of applicant flow into the organization process must also effectively coordinate multiple aspects of employee flow within the organization “anticipates and fulfills organization’s workforce needs in ways that contribute to the organization’s mission and objectives” provides information to strategic planners about availability of necessary talent (labor market supply and demand) key to keeping organization in compliance with legal requirements makes sure “sufficient numbers and types of employees” are available; avoid shortages, unqualified effective staffing procedures “impacts on HR outcomes, particularly attraction of job applicants, job performance, retention, attendance, and satisfaction” ensures good match of job requirements to KSAOs and job rewards to individual motivation brings people into the organization with compatible values considers long-term relationship between individual and organization by factoring in potential future job needs of both parties provides the recruitment (identification & attraction), selection (assessment & evaluation), and employment (decision making & final match) functions for the HR system Why would you say the staffing process is important to organizations?

Question for Discussion Why is it important for the organization to view all components of staffing (recruitment, selection, employment) from the perspective of the job applicant?” orgs would like to be successful in their staffing activities must recognize staffing involves 2 parties -- the org and the applicant this makes some aspects of staffing unpredictable to the org thus it is critical for orgs to understand a) how job applicants perceive their staffing processes and b) the impact of those perceptions on applicant behaviors and ultimate decision-making must keep in mind that perceptions of org staffers may differ from those of applicants why might an org be unsuccessful in hiring its best job applicants? low pay/benefits offered inflexible work schedules geographic location negative corporate image