Staffing Exam 1 ch 1-5 with complete solution
Competitive Advantage
Something that a company can do differently from its competitors allowing it to perform
better, survive, an succeed in its industry
Why is staffing important?
It determines who will work for and represent the firm, and what its employees will be
willing and able to do.
It influences the success of future training, performance, management, and
compensation programs, as well as the organization's ability to execute its business
strategy
Strategic Staffing
The process of staffing an organization in future -oriented and goal-directed ways that
support the organization's business strategy and enhance organizational effectiveness
Traditional Staffing
Less tied to strategy; more reactive and likely to be done in response to an opening.
Lacks continuous improvement effort.
Seven Components of Strategic Staffing
1. Workforce Planning
2. Sourcing Talent
3. Recruiting Talent
4. Selecting Talent
5. Acquiring Talent
6. Deploying Talent
7. Retaining Talent
Workforce Planning
The process of predicting an organization's future employment needs, and the
availability of current employees and external hired to meet those employment needs,
and execute the organization's business strategy
Sourcing Talent
Locating qualified individuals and labor markets from which to recruit
Recruiting Talent
All organizational practices and decisions that affect either the number or types of
individuals willing to apply for and accept job offers
Selecting Talent
Assessing job candidates and deciding whom to hire
Acquiring Talent
Involves putting together job offers that appeal to chosen candidates, and persuading
job offer recipients to accept those job offers and to join the organization
Deploying Talent
Assigning talent to appropriate jobs and roles in the organization
Socializing
The process of familiarizing newly hired and promoted employees with their job,
workgroup, and organization as a whole
Retaining Talent
, Ensuring the talent stays with the company/firm. Succession management and career
development are effective tools.
Staffing Goals
consists of process and outcome goals
Process Goals
During the hiring process
-Attract sufficient numbers of apporpriately qualified applicants
-Complying with the law and organizational policies
-Fulfilling any affirmative action obligations
-Meeting hiring timeline goals
-Staffing efficiency
Outcome Goals
After the employee is hired
-Hiring successful employees who will eventually be promoted
-educing turnover rates among high performers
-Meeting stakeholder needs
-Enhancing employee diversity and organization flexibility
Training
Making sure the hired person has the capability to be trained.
Who you hire determines how much you'll have to train
Performance Management
How a hired person will use/show their talent; Showing what works and what doesn't
Compensation
Making sure you are motivated to do the job; scanning for people who will actually
accept your compensation packages
Succession Planning
When staffing for people to progress in the organization
Going from a new hire to a higher position
Similar to career development
Similar to career development
Company Culture
Everything that makes your company the way it is. Google has a family friendly culture,
Bloomberg has an open-spaced, interactive culture
Business Strategy
How a company will complete in its marketpalce
Sources of a Competitive Advantage
Innovation
Cost
Service
Quality
Branding
Distribution
Speed
Convenience
First to Market
3 Types of Business Stratgey
Competitive Advantage
Something that a company can do differently from its competitors allowing it to perform
better, survive, an succeed in its industry
Why is staffing important?
It determines who will work for and represent the firm, and what its employees will be
willing and able to do.
It influences the success of future training, performance, management, and
compensation programs, as well as the organization's ability to execute its business
strategy
Strategic Staffing
The process of staffing an organization in future -oriented and goal-directed ways that
support the organization's business strategy and enhance organizational effectiveness
Traditional Staffing
Less tied to strategy; more reactive and likely to be done in response to an opening.
Lacks continuous improvement effort.
Seven Components of Strategic Staffing
1. Workforce Planning
2. Sourcing Talent
3. Recruiting Talent
4. Selecting Talent
5. Acquiring Talent
6. Deploying Talent
7. Retaining Talent
Workforce Planning
The process of predicting an organization's future employment needs, and the
availability of current employees and external hired to meet those employment needs,
and execute the organization's business strategy
Sourcing Talent
Locating qualified individuals and labor markets from which to recruit
Recruiting Talent
All organizational practices and decisions that affect either the number or types of
individuals willing to apply for and accept job offers
Selecting Talent
Assessing job candidates and deciding whom to hire
Acquiring Talent
Involves putting together job offers that appeal to chosen candidates, and persuading
job offer recipients to accept those job offers and to join the organization
Deploying Talent
Assigning talent to appropriate jobs and roles in the organization
Socializing
The process of familiarizing newly hired and promoted employees with their job,
workgroup, and organization as a whole
Retaining Talent
, Ensuring the talent stays with the company/firm. Succession management and career
development are effective tools.
Staffing Goals
consists of process and outcome goals
Process Goals
During the hiring process
-Attract sufficient numbers of apporpriately qualified applicants
-Complying with the law and organizational policies
-Fulfilling any affirmative action obligations
-Meeting hiring timeline goals
-Staffing efficiency
Outcome Goals
After the employee is hired
-Hiring successful employees who will eventually be promoted
-educing turnover rates among high performers
-Meeting stakeholder needs
-Enhancing employee diversity and organization flexibility
Training
Making sure the hired person has the capability to be trained.
Who you hire determines how much you'll have to train
Performance Management
How a hired person will use/show their talent; Showing what works and what doesn't
Compensation
Making sure you are motivated to do the job; scanning for people who will actually
accept your compensation packages
Succession Planning
When staffing for people to progress in the organization
Going from a new hire to a higher position
Similar to career development
Similar to career development
Company Culture
Everything that makes your company the way it is. Google has a family friendly culture,
Bloomberg has an open-spaced, interactive culture
Business Strategy
How a company will complete in its marketpalce
Sources of a Competitive Advantage
Innovation
Cost
Service
Quality
Branding
Distribution
Speed
Convenience
First to Market
3 Types of Business Stratgey
