Term
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Definition
| the process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the organizations’ effectiveness |
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Term
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Definition
| activities involve external staffing systems that govern the initial intake of applicants into the organization. It involves planning for the numbers and types of people needed, establishing job requirements in the form of the qualifications or KSAOs needed to perform the job effectively, establishing the types of rewards the job will provide, conducting external recruitment campaigns, using selection tools to evaluate the KSAOs that applicants possess, deciding which applicants are the most qualified and will receive job offers, and putting together job offers that applicants will hopefully accept. |
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Term
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Definition
| refers to the placement of new hires in the actual jobs they will hold, something that may not be entirely clear at the time of hire, such as the specific work unit or geographic location. Also encompasses guiding the movement of current employees throughout the organization through internal staffing systems that handle promotions, transfers, and new project assignments. |
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Term
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Definition
| seek to manage the inevitable flow of employees out of the organization. Minimize turnover. |
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Term
| Staffing Quantity: Levels |
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Definition
| The quantity or head-count portion of the staffing definition means organizations must be concerned about staffing levels and their adequacy. The organization as a whole, as well as each of its units, forecasts workforce quantity requirements (the needed head count) and then compares these with forecasted workforce availabilities (the likely employee head count) to determine its likely staffing level positions |
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Term
| Staffing Quality: Person/Job Match |
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Definition
| seeks to align characteristics of individuals and jobs in ways that will result in desired HR outcomes. |
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Term
| Staffing Quality: Person/Job Match four important points @ the person/job match: |
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Definition
1. Jobs are characterized by their requirements and embedded rewards
2. Individuals are characterized by their level of qualification and motivation
3. Issues are likely due to a degree or fit or match between the characteristics of the job and the person
4. There are implied consequences for every match |
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Term
Staffing Quality: Person/Organization Match
The four concerns: |
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Definition
1. organizational values
2. new job duties
3. multiple jobs
4. future jobs |
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Term
| The three stages of staffing: |
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Definition
1. Recruitment: the initial stage which involves identification and attraction activities by both the organization and the applicant
2. Selection: Assessment and evaluation
3. Employment: involves decision making and final match activieties by the organization and the applicant |
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Term
| Strategic Staffing Decisions Staffing Levels |
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Definition
Acquire or Develop Talent
Hire Yourself or Outsource
External or Internal Hiring
Core or Flexible Workforce
Hire or Retain
National or Global
Attract or Relocate
Overstaff or Understaff
Short- or Long-Term Focus |
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Term
Exhibit 1.7 Strategic Staffing Decisions
Staffing Quality |
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Definition
Person/Job or Person/Organization Match
Specific or General KSAOs
Exceptional or Acceptable Workforce Quality
Active or Passive Diversity |
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Term
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Definition
Acquire or Develop Talent:
Hire Yourself or Outsource
External or Internal Hiring
Core or Flexible Workforce
Hire or Retain
National or Global
Attract or Relocate
Overstaff or Understaff
Short- or Long-Term Focus |
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Term
| Acquire or Develop Talent: Staffing Levels |
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Definition
| A pure THIS____ staffing strategy would have an organization concentrate on acquiring new employees who can “hit the ground running” and be a t peak performance the moment they arrive. These employees would bring their talents with them to the job, with little or no need for training or development. A pure That____ strategy would lead to acquisiton of just about anyone who is willing and able to learn the KSAOs required by the job. |
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Term
External or Internal Hiring
Staffing Levels |
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Definition
| This will allow employees to use the internal labor market as a springboard for launching long-term careers within the organization. External hiring might also be necessary when there is rapid organization growth, such that the number of new jobs created outstrips internal supply |
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Term
Core or Flexible Workforce
Staffing Levels |
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Definition
| The organization’s core workforce is made up of individuals who are viewed (and view themselves) as regular full-time or part-time employees of the organization. The flexible workforce is composed of more peripheral workers who are used on an as –needed, just-in-time basis. |
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Term
Hire or Retain
Staffing Levels |
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Definition
| At one extreme the organization can accept whatever level of turnover occurs and simply hire replacements to fill the vacancies. Alternatively, the organization can seek to minimize turnover so that the need for replacement staffing is held to a minimum. |
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Term
National or Global
Staffing Levels |
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Definition
| Whereas outsourcing is moving a business process (service or manufacturing) to another vendor (whether that vendor is inside or outside the organization’s home country), offshoring is the organization setting up its own operations in another country (the organization is not contracting with an ouside vendor; rather, it is establishing its own operations in another country). |
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Term
Attract or Relocate
Staffing Levels |
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Definition
| Typical staffing strategy is based on the premise that the organization can induce sufficient numbers of qualified people to come to it for employment. Another version of this premise is that it is better (and cheaper) to bring the labor to the organization than to bring the organization to the labor. |
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Term
Overstaff or Understaff
Staffing Levels |
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Definition
| Overstaffing may occur when there are dips in the demand for the organition’s products or services that the organization chooses to ride out. Understaffing may occur when the organization is confronted with chronic labor shortages. |
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Term
Short- or Long-Term Focus
Staffing Levels |
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Definition
| It often means balancing addressing short-term labor shortages with identifying and developing talent for the long term. |
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Term
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Definition
- Person/Job or Person/Organization Match
- Specific or General KSAOs
- Exceptional or Acceptable Workforce Quality
- Active or Passive Diversity
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Term
Person/Job or Person/Organization Math
Staffing Qualities |
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Definition
| A person/job match will have to be assessed any time a person is being hired to perform a finite set of tasks. On the other hand, jobs may be poorly defined and fluid, making a job person/job match infeasible and requiring a person/organization match instead. Such jobs are often found in technology and software development organizations. |
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Term
| Specific or General KSAOs Staffing Qualities |
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Definition
| One means focusing on job-specific competencies, often of the job knowledge and technical skill variety. The other one requires a focus on KSAOs that will be applicable across a variety of jobs, both current and future. |
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Term
Exceptional or Acceptable Workforce Quality
Staffing Qualities |
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Definition
| Strategically, the organization could seek to acquire a workforce that is preeminent KSAO-wise (exceptional quality) or that is more “ballpark” variety KSAO-wise (acceptable quality). |
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Term
| Active or Passive Diversity Staffing Qualities |
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Definition
Advocates of an active diversity strategy argue that it is legally and morally appropriate and that a diverse workforce allows the organization to be more attuned to the diverse needs of the customers it serves. Those favoring another type of strategy suggest that diversification of the work force takes time because it requires substantial planning and assimilation activity. |
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Term
| Organizational ethics seek to: |
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Definition
Raise ethical expectations
Legitimize dialogue about ethical issues
Encourage ethical decision making
Prevent misconduct and provide a basis for enforcement |
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