1. Part 1 The Nature of Staffing Chapter 1: Staffing Models and Strategy McGraw-Hill/Irwin Copyright © 2012 by The McGraw-Hill Companies, Inc., All Rights Reserved.

2. Staffing Organizations Model

3. 1-3 Chapter Outline Nature of Staffing – The Big Picture – Definition of Staffing – Implications of Definition – Staffing System Examples Staffing Models – Staffing Quantity: Levels – Staffing Quality: Person/Job Match – Staffing Quality: Person/Organization Match Staffing Models – Staffing System Components – Staffing Organizations Staffing Strategy – Staffing Levels – Staffing Quality Staffing Ethics Plan for Book

4. 1-4 Learning Objectives for This Chapter Define staffing and consider how, in the big picture, staffing decisions matter Review the five staffing models presented, and consider the advantages and disadvantages of each Consider the staffing system components and how they fit into the plan for the book Understand the staffing organizations model and how its various components fit into the plan for the book Appreciate the importance of staffing strategy, and review the 13 decisions that staffing strategy requires Realize the importance of ethics in staffing, and learn how ethical staffing practice is established

5. Dilbert’s View of Human Capital

6. HUMAN CAPITAL & HR Human Capital Defined: Knowledge, Skills, Abilities and Other characteristics (KSAOs) of people and their motivation to use them successfully on the job. Paradigm Shift: Shift from viewing employees as a cost of business to viewing them as human capital that creates competitive advantage for the organization.

7. What are the Effects of Thinking of People as Capital? Positive EffectsNegative Effects Individual Employee Perspective Organization Perspective

8. What is Staffing? Staffing Defined: Staffing is the process of acquiring, deploying, retaining a workforce of sufficient quantity and quality to create positive impacts on the organization’s effectiveness.

9. Modern Challenges Affecting Staffing Individual Attributes Aging workforce Increasing diversity Large educational & skills shortages Group differences in KSAOs Job Characteristics Technology & internet Shift from manufacturing to knowledge-based and service- based work Increased use of teams Organizational Practices & Procedures Increase in contract, part-time, or project-based work Outsourcing & shifting work to other countries Increasing mergers & acquisitions The Larger Environment Increased immigration Globalization & global competition Ever-changing & increasing employment laws and regulations

10. Staffing Quantity: Levels Staffing Quantity Defined The needed headcount for the organization Balance between projected staffing requirements and availability Overstaffed Fully Staffed Understaffed

11. Staffing Quality 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.)

12. Person/Job Match Job Requirements/ Rewards PERSON KSAOs/ Motivation MATCH HR OUTCOMES Attraction Performance Retention Attendance Satisfaction Other

13. Staffing Quality: Person/Organization Match Person/Organization Match Organizational values New job duties Multiple jobs Future jobs

14. Person/Organization Match JOB Requirements/ Rewards Organizational Values New Job Duties Multiple Jobs Future Jobs Person KSAOs Motivation Match HR Outcomes Attraction Performance Retention Attendance Satisfaction Other Impact

15. Questions to Consider 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?

16. Staffing Organizations Model Organization Vision and Mission Goals and Objectives Organization Strategy HR and Staffing Strategy Staffing Policies and Programs Support Activities Legal Compliance Planning Job Analysis Core Staffing Activities Recruitment: external, internal Selection: measurement, external, int. Employment: Decision-making, final match Support Activities Legal Compliance Planning Job Analysis Core Staffing Activities Recruitment: external, internal Selection: measurement, external, int. Employment: Decision-making, final match Staffing System and Retention Management

17. Points to Keep in Mind Think about effects of viewing people as capital. Remain aware of staffing process and direction. Understand link between staffing and strategy. Recognition of challenges that face staffing process. Awareness of how these issues impact you as an HR employee and as future job candidates.

18. Issue 1 – As a staffing professional in the human resources department or as the hiring manager of a work unit, explain why it is so important to represent the organization’s interests, and what are some possible consequences of not doing so? Issue 2 – One of the strategic staffing choices is whether to pursue workforce diversity actively or passively. First suggest some ethical reasons for the active pursuit of diversity, and then suggest some ethical reasons for a more passive approach. Ethical Issues for Consideration