Chapter 5 staffing
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Staffing is the process of acquiring, deploying, and retaining a qualified workforce. It involves human resource planning, recruitment, selection of employees, orientation, training, performance appraisals, compensation and benefits to create a competent and high-performing workforce. The effectiveness of the staffing process depends on using appropriate selection devices during interviews, providing new employee orientation and training, conducting performance reviews, and offering competitive compensation and benefits to attract, motivate, and retain valuable talent. When implemented correctly, staffing can result in a well-matched and committed workforce that helps the organization achieve its strategic goals.
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Chapter 5 staffing
- 1. 1
- 2. Definition and Nature of Staffing Staffing is the process of filling positions/posts in the organization with adequate and qualified personnel. 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. 2
- 3. Human Resource Management Process Human Resource Planning Recruitment or Downsizing Selection of Employees Orientation Training and Development Performance Appraisals Safety and Health Compensation and Benefits Competent High-Performing Workers
- 4. The Legal Environment of HRM Affirmative Action Employment Training Retention
- 5. Human Resource Planning Making a Future Assessment Making a Current Assessment Designing a Future Program
- 8. The Effectiveness of Interviews • Prior knowledge about an applicant • Attitude of the interviewer • The order of the interview • Negative information • The first five minutes • The content of the interview • The validity of the interview • Structured versus unstructured interviews
- 10. Employee Orientation Smooth Insider-Outsider Transition Improve Work Performance Minimize Resignations
- 11. Employee Training • Determine strategic goals • Identify essential tasks • Determine critical behaviors • Assess deficiencies in skills, knowledge, and abilities
- 13. Multiperson Graphic Rating Scales Critical Incidents Written Essay BARS Performance Appraisal Methods 360-Degree Appraisal MBO
- 15. Compensation Administration • Knowledge, skills, abilities • Authority and responsibility • Nature of the business • The environment • Geographic location • Performance levels • Seniority • Compensation philosophy
- 17. Compensation & Benefits Program Objectives Attract the right people Employee incentives Retain valued employees Maintain competitiveness Financial security for employees
- 18. Pay Systems Salary Hourly wage and daywork Piecework system Commission plans Bonus plans Profit-sharing plans Gain-sharing plans Stock options
- 19. Employee Relations Good Employee Relations—providing fair and consistent treatment to all employees Employee relations representatives Member of the HR department Ensures that company policies are followed Advises supervisors and employees on specific employee relations problems May help develop employee relations policies
- 22. Two Basic Categories of Rewards Non-compensation rewards: Those beneficial factors related to the work situation and well-being of each employee. Provide adequate resources to do the job. Allowing the people control over their own activities. Compensation rewards: Those given in return for acceptable performance or effort. They can include nonfinancial compensation such as recognition and opportunities for growth and promotion.