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Introduction
to Business MGT 211
VU
LESSON
15
STAFFING
Staffing
is the
practice of finding, evaluating,
and establishing a working
relationship with
future
colleagues on a project and
firing them when they
are no longer needed.
Staffing
involves
finding people, who may be
hired or already working for
the company
(organization)
or
may be working for competing
companies.
In
knowledge economies, where
talent becomes the new
capital, this discipline
takes on
added
significance to help organizations
achieve a competitive advantage in
each of their
marketplaces.
"Staffing"
can also refer to the
industry and/or type of
company that provides the
functions
described
in the previous definition
for a price. A staffing
company may offer a variety
of
services,
including temporary help,
permanent placement,
temporary-to-permanent placement,
long-term
and contract help, managed
services (often called
outsourcing), training,
human
resources
consulting, and PEO
arrangements (Professional Employer
Organization), in which
a
staffing firm assumes
responsibility for payroll,
benefits, and other human
resource
functions.
The
term "staffing company" has
replaced the term "temporary
service".
STAFFING
THE ORGANIZATION
Staffing
is one of the most complex
and important tasks of good
HR management.
a.
Recruiting
Human Resources--process of
attracting qualified persons
to
apply
for open jobs.
i.
Internal
Recruiting--practice of
considering present employees
as
candidates
for job openings.
ii.
External
Recruiting--practice of
attracting people
outside an
organization
to apply for jobs. By
early 1998, unemployment
had
dropped
to a 23-year low of 4.6
percent, making recruiting a
more
difficult
task. By 2001, the situation
reversed.
b.
Selecting
Human Resources
Validationprocess
of determining the predictive
value of information.
i.
Application Forms
ii.
Tests--
tests of ability, skill,
aptitude, or knowledge.
iii.
Interviews--Interviews
are sometimes a poor
predictor of job
success
although
they remain a popular means
of screening candidates.
Validity
can
be improved by training employees to be
aware of potential
biases
created
in the interview situation
and by using structured
interviews, in
which
questions are written in
advance and all interviews
follow the
same
list of questions for each
candidate.
iv.
Other
Techniques-- Polygraph
tests are declining in
popularity,
although
some organizations
require physical exams.
More
organizations
are using drug tests,
particularly in which
drug-related
performance
problems could create
serious safety hazards
for
customers
or employees.
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