Beruflich Dokumente
Kultur Dokumente
HUMB 313
Learning Outcomes
1. Define staffing
2. Review the 2 Major Staffing
Models
3. Assess Staffing Systems
Components
4. Appreciate Staffing outcomes
strategically
Overview
Overview
Definition
Implication of Definition
Acquire, Deploy, Retain
Implication of Definition
Implication of Definition
Staffing System
Staffing is a process that establishes and governs the
flow of people into, within and out of the organization
The system includes, planning, recruitment, selection,
decision making, job offer, and retention systems.
Quantity and Quality
Both are important. The quantity element refers to
having enough man power at a certain time to let the
organizations behave more effectively towards the
demands of the industry.
The quality element entails having people with the right
KSAO so that jobs are performed in the way it should
have.
Organization Effectiveness
All the above will then contribute to organizational
goals such as survival, profitability and growth.
Conclusively, it is important to always have the right
system that allows the organization to have the right
number of people with the right skills and at the right
time.
Staffing Models
Staffing Quantity
The organization as a whole will forecast workforce quantity requirements
and then compare that forecast with the quantity that it currently employs.
There are two outcomes of this model whereby the first condition is that
the organization is understaffed and the other situation is that the
organization is overstaffed.
Ultimately, according to this model, organizations must find a fit between
overstaffed and understaffed so that their human resources will move more
effectively towards achieving organizational goals.
Staffing Models
Staffing Quality: Person/Job Match
Aim is to align characteristics of individuals and jobs in ways that will result in the
desired goals.
Jobs are characterized by the KSAOs needed in order for it to be performed
accordingly and achieved its main objectives.
When recruiting, there is a need to understand the characteristics of the job and
ultimately find the right person that has all the KSAOs as per required for that
particular job.
The success of managing this system of job match is defined by few criteria such as
performance of the hired worker, retention, attendance and satisfaction of that
particular worker. From the organizations point of view, the job will be accomplished
as desired by the organizations.
Staffing Models
Staffing Quality: Person/Organization Match
Aim is to align characteristics of individuals and the organization that they are
joining. The focal point of this model is matching not only the KSAO
(person/job match) but also involved four other matching concerns which are
organizational values, new job duties, multiple jobs and future jobs.
Organization
Organization Strategy
Strategy
HR
HR and
and Staffing
Staffing Strategy
Strategy
Recruitment:
Planning
Selection:
Job analysis
Employment:
External, internal
1-15
Staffing Organizations
Organizations
Organizations
Support Activities
Legal compliance represents knowledge of the
myriad of laws and regulations governing staffing In
Malaysia, akta pekerja 1955 is the main source of this
activity.
Core Staffing Activities
This focuses on recruitment, selection and
employment of the workforce. Accomplishment of
this will require multiple plans, decisions and
activities ranging from methods to use,
communication with potential applicants and job offer
packages.
Staffing and Retention System Management
The purpose of this activity is to retain the capable
employees with the assumption of new recruits might
be more costly to attain and train whereby the
existing capable employees are much effective and
efficient. Therefore it is very important for
organization to manage this retention management
system.
THE END