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Staffing Models and Strategies Overview

The document outlines the staffing organizations model, emphasizing the importance of acquiring, deploying, and retaining a qualified workforce to enhance organizational effectiveness. It details the components of staffing strategies, including staffing quantity and quality, and highlights key decisions related to workforce management. Additionally, it discusses the significance of person/job and person/organization matches in the staffing process.

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Hatish Vlog
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116 views12 pages

Staffing Models and Strategies Overview

The document outlines the staffing organizations model, emphasizing the importance of acquiring, deploying, and retaining a qualified workforce to enhance organizational effectiveness. It details the components of staffing strategies, including staffing quantity and quality, and highlights key decisions related to workforce management. Additionally, it discusses the significance of person/job and person/organization matches in the staffing process.

Uploaded by

Hatish Vlog
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
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Lecturer: Miss Nur Jannah binti Marni

Semester 3, 2019/2020
Extension. No : 3426
Email : nurjannah@[Link]
Staffing Organizations Model
Organization
Mission
Goals and Objectives

Organization Strategy HR and Staffing Strategy

Staffing Policies and Programs


Support Activities Core Staffing Activities
Legal compliance Recruitment: External, internal
Selection:
Planning Measurement, external, internal
Employment:
Job analysis Decision making, final match
Staffing System and Retention Management
Human Resources Planning 1-2

1-2
Nature of Staffing
 Definition
 “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.”

 Implications of definition
 Acquire, deploy, retain
 Staffing as a process or system
 Quantity and quality issues
 Organization effectiveness

Human Resources Planning 1-3


Staffing Models

Staffing Quantity Staffing Quality


• Levels • Person/Job Match
• Person/Organization
Staffing System Staffing
Match Components Organizations

Human Resources Planning 1-4


Staffing Quantity

Human Resources Planning 1-5


Staffing Quality :
Person/Job Match

Human Resources Planning 1-6


Concepts:
Jobs are characterized by Matching process involves
their requirements and dual match
rewards
• KSAOs to requirements
• Motivation to rewards
Individuals are
characterized via Job requirements expressed
qualifications (KSAOS) and in terms of both
motivation
• Tasks involved
• KSAOs necessary for performance of
tasks
These concepts are not new
or faddish, this is an Job requirements often
enduring model of staffing extend beyond task and KSAO
requirements
Human Resources Planning 1-7
Person/Organization Match

Human Resources Planning 1-8


Concepts:
Organizational Norms of desirable
attitudes and
culture and behaviors for
values employees

New job Tasks that may be


added to target
“And other duties
duties job over time
as assigned . . . “

Flexibility
concerns - Hiring
Multiple jobs people
who could perform
multiple jobs

Long-term
matches during
Future jobs
Human Resources Planning employment 1-9
relationship
Staffing System Components

Human Resources Planning 1-10


Staffing Strategy
 Definition :
 Requires making key decisions about acquisition,
deployment, and retention of a company’s workforce.
 Involves making 13 key decisions
 Decisions focus on two areas
 Staffing levels
 Staffing quality

Human Resources Planning 1-11


Strategic Staffing Decisions
 Staffing Levels  Staffing Quality
 Acquire or Develop  Person/Job or
Talent Person/Organization
match
 Hire Yourself or
Outsource  Specific or general
KSAOs
 External or Internal
Hiring  Exceptional or
acceptable
 Core or Flexible workforce quality
Workforce
 Active or passive
 Hire or Retain diversity
 National or Global
 Attract or Relocate
 Overstaff or
Understaff
 Short- or Long-term
Focus
Human Resources Planning 1-12

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