Documente Academic
Documente Profesional
Documente Cultură
McGraw-Hill/Irwin
Organization Strategy
Job analysis
Chapter Outline
Evaluation of Staffing Systems Staffing Process Staffing Process Results Calculating Staffing Metrics Customer Satisfaction Legal Issues Record Keeping and Privacy Audits Training for Managers and Employees Dispute Resolution
13-4
Discussion Questions
What are the advantages of having a centralized staffing function, as opposed to letting each manager be totally responsible for all staffing activities in his or her unit? What are examples of staffing tasks and activities that cannot or should not be simply delegated to a staffing information system for their conduct? What would be the advantages and disadvantages of outsourcing the entire staffing system to a vendor? In developing a report on the effectiveness of the staffing process being conducted for entry-level jobs, what factors would you address and why? How would you try to get individual managers to be more aware of the legal requirements of staffing systems and to take steps to ensure that they themselves engage in legal staffing actions?
13-5
Organizational Arrangements
Refers to how the organization structures itself to conduct human resources and staffing activities Research results
Employment and recruitment are increasingly important components of HR systems Staffing receives a greater percentage of total HR budget than other functions -- 20% of total budget
Jobs in Staffing
Entry occurs as specialist in recruiting and interviewing Mobility may involve both traditional and nontraditional career tracks Jobs are becoming more customer focused and facilitative Increasing numbers of jobs are found in staffing firms New type of job -- Chief Talent Officer or VP for Talent Acquisition Exhs. 13.2 and 13.3: Staffing Jobs
13-8
Policy
Guiding principle or objective sought through appropriate actions Prescribed steps of acting in similar situations
Procedure
Technology
Staffing activities generate considerable information Small organizations still use paper-based forms, but increasingly have access to HRIS programs and web-based applications Increased use of HRIS means
13-10
13-11
13-12
Outsourcing
Refers to contracting out work to a vendor or third-party administrator Outsourcing of HR functions is increasing Types of staffing activities outsourced
Use of temporary employees, executive search, drug testing, skill testing, background checks, job fairs, employee relocation, assessment centers, and affirmative action planning
Expertise, flexibility, time savings, service quality, reduction of legal liability, and cost reduction
13-13
13-14
Discussion Questions
What are the advantages of having a centralized staffing function, as opposed to letting each manager be totally responsible for all staffing activities in his or her unit? What are examples of staffing tasks and activities that cannot or should not be simply delegated to a staffing information system for their conduct? What would be the advantages and disadvantages of outsourcing the entire staffing system to a vendor?
13-15
13-16
Staffing Process
Concept
Establishes and governs the flow of employees into, within, and out of the organization
Ensures same KSAO information is gathered from all applicants Ensures all applicants receive same information Enhance applicants perceptions of procedural fairness of staffing system and decisions Less likely to generate legal challenges by applicants Provides a clear picture of where deviations have occurred
13-17
13-18
Staffing Metrics
13-19
13-20
count of the number of individuals who accepted positions during the fiscal year.
the number of days it takes for a job requisition to result in a job acceptance by a candidate. sum of advertising, agency fees, employee referrals, travel costs for applicants and staff, relocation costs, and pay and benefits for recruiters total staffing costs/total compensation recruited
13-21
Time-to-fill openings
Customer Satisfaction
Managers
Questions focus on elements like communication, timeliness, candidate quality, test quality, and service focus Ex. 13.2 Examples of Survey Items for Assessing Managers Satisfaction With Staffing Services
Questions focus on communication, perceived fairness of the system, and opinion of the organization as a whole Ex. 13.13 Sample Job Applicants Satisfaction Survey Questionnaire
Job Applicants
13-22
Discussion Questions
In developing a report on the effectiveness of the staffing process being conducted for entry-level jobs, what factors would you address and why?
13-23
Legal Issues
Audits
Training
Dispute resolution
13-24
Legal Issues
Audits
13-25
Dispute Resolution
Negotiation
Fact finding
Peer review
Mediation
Arbitration
Discussion Questions
How would you try to get individual managers to be more aware of the legal requirements of staffing systems and to take steps to ensure that they themselves engage in legal staffing actions?
13-27
Ethical Issues
Issue 1
It has been suggested that the use of staffing technology and software is wrong because it dehumanizes the staffing experience, making it nothing but a mechanical process that treats applicants like digital widgets. Evaluate this assertion.
Since there are no standard ways of creating staffing process results and cost metrics, is there a need for some sort of oversight of how these data are calculated, reported, and used within an organization? Explain.
13-28
Issue 2