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Staffing Models and Strategy

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Staffing Quality: Person/Job & Person/Organization Match. Staffing Organizations Model ... Match. Person/organization match. Organizational values. New job ... – PowerPoint PPT presentation

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Title: Staffing Models and Strategy


1
Staffing Models and Strategy
2
Lecture Outline
  • Human Capital HR
  • What is Staffing?
  • Modern Challenges Affecting Staffing
  • Staffing Quantity Levels
  • Staffing Quality Person/Job Person/Organization
    Match
  • Staffing Organizations Model
  • Strategic Staffing Decisions Quantity Quality

3
Dilberts View of Human Capital
4
Human Capital HR
  • Human Capital Defined
  • Knowledge, skill, ability of people and their
    motivation to use them successfully on the job.
  • Paradigm Shift
  • Shift from viewing employees as a cost of
    business to valuing employees as human capital
    that creates competitive advantage for
    organization.

5
Discussion Question
  • How could humans be a source of competitive
    advantage?

6
What Are the Effects of Thinking of People as
Capital?
7
Discussion Question
  • Im not planning to go into a career in HR, does
    this stuff apply to me?

8
What is Staffing?
  • Staffing defined
  • Staffing is the process of acquiring, deploying,
    and retaining a workforce of sufficient quantity
    and quality to create positive impacts on the
    organizations effectiveness.
  • Implications
  • Acquire, deploy, retain
  • Staffing as a process/system
  • Quantity and quality
  • Organizational effectiveness

9
Quick Fact
  • Watson Wyatts Human Capital Index shows that
    improvements in 30 HR practices are associated
    with an increase of 30 in market value.

10
Modern Challenges Affecting Staffing
  • Individual attributes
  • Aging workforce
  • Increasing diversity
  • Large educational and skills shortages
  • Group differences in KSAOs
  • Job characteristics
  • Technology and internet
  • Shift from manufacturing to service-based and
    knowledge-based work
  • Increased use of teams
  • Organizational practices and procedures
  • Increase in contract, part-time, or project-based
    work
  • Outsourcing and shifting work to other countries
  • Flatter organizations push autonomy to lower
    levels
  • Increasing mergers and acquisitions
  • The larger environment
  • Increased immigration
  • Globalization and global competition
  • Ever-changing and increasing employment laws and
    regulations

11
Discussion Questions
  • What would be the potential problems with a
    staffing process in which vacancies were filled
  • On a lottery basis from among job applicants?
  • On a first come-first hired basis?
  • What would be the advantages of using one of the
    above processes?

12
Staffing Quantity Levels
  • Staffing quantity defined
  • The needed headcount for the organization.
  • Balance between projected staffing requirements
    and availability
  • Overstaffed
  • Fully staffed
  • Understaffed

13
Staffing Quantity
Projected Staffing Requirements
Overstaffed Fully Staffed Understaffed
Projected Staffing Availabilities
14
Discussion Question
  • Have you ever worked in a job and/or at an
    organization where you didnt fit?
  • In what ways can you either fit or not fit in
    an organization?

15
Staffing Quality Person/Job Match
  • Staffing quality defined
  • The closeness of match between the applicant and
    the job and organization.
  • Person/job match
  • Jobs have requirements
  • Individuals have qualifications (KSAOs,
    motivation)
  • Results in some amount of fit
  • Fit (dual match) has important implications
    (attraction, performance, retention, etc.)

16
Person/Job Match
17
Staffing Quality Person/Organization Match
  • Person/organization match
  • Organizational values
  • New job duties
  • Multiple jobs
  • Future jobs

18
Person/Organization Match
19
Discussion Questions
  • Would it be desirable to hire people only
    according to the person/job match, ignoring the
    person/organization match? Why?
  • Would it be desirable to hire people only
    according to the person/organization match,
    ignoring the person/job match? Why?

20
Staffing Organizations Model
Staffing Policies and Programs
Support Activities
Core Staffing Activities
Legal compliance
Recruitment External, internal
Planning
SelectionMeasurement, external, internal
Job analysis
EmploymentDecision making, final match
Staffing System and Retention Management
21
Take-Home Points
  • Think about effects of viewing people as capital
  • Aware of staffing process and direction for rest
    of semester
  • Understand link between staffing and strategy
  • Recognition of challenges that face staffing
    process
  • Awareness of how these issues impact you as a
    manager/HR employee and as future job candidates
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