Staffing Final exam with complete solution;latest updated
2023
staffing function of HR
Process of acquiring, deploying and retaining a workforce of sufficient quantity and
quality to create positive impacts on the organization's effectiveness
Staffing models
1. Staffing Quantity (Levels)
2. Staffing Quality (Person/Job Match - Person/Organization Match)
3. Staffing System Components
4. Staffing Organizations
Staffing Quantity: Levels Model
The head-count portion of the staffing. It is projected staffing requirements compared to
projected staffing availability. It can lead to over staffing, under staffing, and full staffing.
Staffing Quality: Person/Organization Match Model
When organizations seek to determine how well the person fits or matches not only the
job but also the organization and when applicants assess how well they might fit into the
organization in addition to how well they match the specific job's requirements and
rewards.
Staffing Quality: Person/Job Match
The job has certain requirements and
rewards associated with it. The person has certain qualifications, referred to as
KSAOs, and motivations. There is a need for a match between the person and the
job. To the extent that the match is good, it will likely have a positive impact on
HR outcomes, particularly attraction of job applicants, job performance, retention,
attendance, and satisfaction.
Staffing System Components Model
process in which is started when applicant and organization meet (applicant can be
searching for job/organization finding for job vacancies). Goes through recruitment
(identification and attraction), selection (assessment and evaluation), and employment
(decision making and final match).
1. Recruitment
2. Selection
3. Employment
Staffing System Component: Recruitment
A system which involves the identification and
attraction activities by both the organization and the applicant. The organization seeks
to identify and attract individuals so that they become job applicants and the applicant
attempts to identify organizations with job opportunities through activities such as
reading advertisements.
Staffing System Component: Selection
Assessment and evaluation of talent by the organizations though various selection
techniques (interviews, application
blanks, and so on) to assess applicant KSAOs and motivation to determine if a good
person/job match is likely.
, Staffing System Component: Employment
Involves decision making and final match activities by the organization and the
applicant. At that point, the organization must decide to whom it will make the job offer,
what the content of the offer will be, and how it will be drawn up and
presented to the applicant. Upon the applicant's acceptance of the offer, the final
match is complete.
Staffing Organizations Model
Components:
1. Organizational Strategy
2. HR Strategy
3. Staffing Strategy
4. Support Activities
5. Core Staffing Activities
6. Staffing and Retention System Management
Org link HR staffing with mission/vision
ex. microsoft: creative individuals -cutting edge- where are we going to find those
people -selection -employment -rewards/motivated
independent contractor
No tax withholding or tax payments
not regulated by the discrimination laws
employer-employee
most prevalent form of employment relationship
written or verbal contract
employment-at-will
temporary
Discrimination laws apply to temp agency and company paying for temp services
disparate impact
harder to see
**unintentional discrimination as a result of a rule or regulation
-certain tests can have a certain type of impact
-filtered out a certain % of a protected group
disparate treatment
easier to see
*intentional
-treatment of employers is inconsistent with employees
ex. home depot: include a physical insurance for women only -both male/female
civil rights act 1964
**claims must be filed within 180 days and the investigation
**created the EEOC
Civil Rights Act 1991
Allows victims of intentional discrimination to SUE for compensatory and punitive
damage
Increases plaintiff's burden of proof
2023
staffing function of HR
Process of acquiring, deploying and retaining a workforce of sufficient quantity and
quality to create positive impacts on the organization's effectiveness
Staffing models
1. Staffing Quantity (Levels)
2. Staffing Quality (Person/Job Match - Person/Organization Match)
3. Staffing System Components
4. Staffing Organizations
Staffing Quantity: Levels Model
The head-count portion of the staffing. It is projected staffing requirements compared to
projected staffing availability. It can lead to over staffing, under staffing, and full staffing.
Staffing Quality: Person/Organization Match Model
When organizations seek to determine how well the person fits or matches not only the
job but also the organization and when applicants assess how well they might fit into the
organization in addition to how well they match the specific job's requirements and
rewards.
Staffing Quality: Person/Job Match
The job has certain requirements and
rewards associated with it. The person has certain qualifications, referred to as
KSAOs, and motivations. There is a need for a match between the person and the
job. To the extent that the match is good, it will likely have a positive impact on
HR outcomes, particularly attraction of job applicants, job performance, retention,
attendance, and satisfaction.
Staffing System Components Model
process in which is started when applicant and organization meet (applicant can be
searching for job/organization finding for job vacancies). Goes through recruitment
(identification and attraction), selection (assessment and evaluation), and employment
(decision making and final match).
1. Recruitment
2. Selection
3. Employment
Staffing System Component: Recruitment
A system which involves the identification and
attraction activities by both the organization and the applicant. The organization seeks
to identify and attract individuals so that they become job applicants and the applicant
attempts to identify organizations with job opportunities through activities such as
reading advertisements.
Staffing System Component: Selection
Assessment and evaluation of talent by the organizations though various selection
techniques (interviews, application
blanks, and so on) to assess applicant KSAOs and motivation to determine if a good
person/job match is likely.
, Staffing System Component: Employment
Involves decision making and final match activities by the organization and the
applicant. At that point, the organization must decide to whom it will make the job offer,
what the content of the offer will be, and how it will be drawn up and
presented to the applicant. Upon the applicant's acceptance of the offer, the final
match is complete.
Staffing Organizations Model
Components:
1. Organizational Strategy
2. HR Strategy
3. Staffing Strategy
4. Support Activities
5. Core Staffing Activities
6. Staffing and Retention System Management
Org link HR staffing with mission/vision
ex. microsoft: creative individuals -cutting edge- where are we going to find those
people -selection -employment -rewards/motivated
independent contractor
No tax withholding or tax payments
not regulated by the discrimination laws
employer-employee
most prevalent form of employment relationship
written or verbal contract
employment-at-will
temporary
Discrimination laws apply to temp agency and company paying for temp services
disparate impact
harder to see
**unintentional discrimination as a result of a rule or regulation
-certain tests can have a certain type of impact
-filtered out a certain % of a protected group
disparate treatment
easier to see
*intentional
-treatment of employers is inconsistent with employees
ex. home depot: include a physical insurance for women only -both male/female
civil rights act 1964
**claims must be filed within 180 days and the investigation
**created the EEOC
Civil Rights Act 1991
Allows victims of intentional discrimination to SUE for compensatory and punitive
damage
Increases plaintiff's burden of proof
