This paper will explain the difficulties facing staffing management. The information will provide information supporting what is the issue surrounding staffing management. The information will also connect the relationship of staffing issues as it relates to performance and employee retention. The research will provide an outlook as to how strategic management assists in solving staffing issue dilemmas on a broad organizational level. Upon completing the research, a better understanding was achieved as to the influence of the staffing process and how it affects the organizations’ success. Introduction Staffing management plays a key role in organizations because it aligns the right people for the right position. Individuals with the responsibility of staffing management must understand the relationship between handling employees’ personal and professional needs as well as forecasting the growth of the relationship in creating productivity in the organization. Issues arise from a lack of the stated relationship. Management has to strategize the fit and potential of an employee. Resources such as employee engagement, flexibility, and the right communication between employee and supervisor are helpful to use. New resources in staffing include is employment branding, and candidate relationship management. Employment branding entails using the image of an organization to draw potential candidates. Candidate relationship management involves using the image of the organization and building an ongoing relationship with that candidate that will allow them to eventually available for a position with that organization. Strategic management utilized by combining all of these processes to achieve overall objectives in the or... ... middle of paper ... ...he most successful and the least successful practices. This will provide a futuristic set of information that will potential establish the most effective options of prevention for any impending or potential staffing issues. Finally, staying abreast of all changes in the staffing industry as it relates to your organization is critical. Understanding changes in the business industry, demographics, advances in technology, the economy, and activity in local communities will be most beneficial. The organization success is almost always based on the relationship with its human assets. Acknowledging that the hiring process is one of the single most important aspects of organizational performance, will create an opportunity to strengthen the candidate pool through preparation and research. Staffing issues are can a result of unpreparedness and misinformation.
Moreover, the company has placed great significance on open and honest communications with the employees on many levels. Even more, leadership expected a plan that would utilize all human assets in a way that would support the organization’s attitude in servicing customers and employees. As such, they found it important to centralize the staffing initiative in order to maintain the unique corporate culture created in the beginning. Every one of these strategies would be focused on centralizing staffing, brining in the best possible employees, and retaining each on a high
Lengnick-Hall M.L.; Lengnick-Hall, C.A.; Andrade, L.S.; Drake, B. 2009. “Strategic human resource management: The evolution of the field.” Human Resource Management Review, 19, pp. 64-85.
Strategic workforce planning is the first component of human resources management (HRM) from which all other HR activities are derived from and flow out of. It is based on anticipated HR requirements from the perspective of the present HR environment. This requires a proactive posture, analyzing internal and external factors, to determine the most appropriate responses to future needs. Additionally, when formulating long-term proactive plans, an element of flexibility must be
Heneman, H. G., Judge, T. A., & Kammeyer-Mueller, J. D. (2012). Staffing Organizations (7th ed.). New York, NY: McGraw-Hill.
Heneman, H. G., Judge, T. A., & Kammeyer-Mueller, J. D. (2012). Staffing organizations (7th ed.). New York, NY: McGraw-Hill.
It is becoming difficult for the company to hire more and more people and retain the best and the brightest of them.
In the 1980’s, the birth of a new concept called ‘Human Resource Management’ was born. This trend comes after an intense period of Taylorisation, Fordism and now, McDonaldisation. HRM came to counter balance these trends and to consider the concept of the Man as a Man and not as a machine. For the last several decades, the interests of companies in "strategic management" have increased in a noteworthy way. This interest in strategic management has resulted in various organizational functions becoming more concerned with their role in the strategic management process. The Human Resource Management (HRM) field has sought to become integrated into the strategic management process through the development of a new discipline referred to as Strategic Resource Management (SHRM). In current literature, the difference between SHRM and HRM is often unclear because of the interconnections linking SHRM to HRM. However, the concepts are slightly different. Thus, we can ask, what is strategic human resource management? What are the main theories and how do they work? What do they take into account and how are they integrated? What are the links between SHRM and organization strategy? In order to answer to these questions, we will precisely define strategic human resource management, followed by a look at the different approaches built by theorists, and finally, we will see the limits between the models and their applications depending on the company’s environment. Discussion Strategic Human Resource Management: definition Strategic human resource management involves the military word ‘strategy’ which is defined by Child in 1972 as "a set of fundamental or critical choices about the ends and means of a business". To be simpler, a strategy is "a statement of what the organization wants to become, where it wants to go and, broadly, how it means to get there." Strategy involves three major key factors: competitive advantages (Porter, 1985; Barney, 1991), distinctive capabilities (Kay, 1999) and the strategic fit (Hofer & Schendel 1986). Strategies must be developed with a relevant purpose to sustain the organizational goals and aims. SHRM is one of the components of the organizational strategies used to sustain the business long-term. SHRM defined as: “all those activities affecting the behaviour of individuals in their efforts to formulate and implement the strategic needs of the business. (Schuler, 1992)” or as “the pattern of planned human resource deployments and activities intended to enable the firm to achieve its goals.
Global Staffing Strategies A rational and practical approach to recruitment in an organization is offered when using staffing strategies to guarantee the effective association connecting strategic and human resources planning, which mirrors the company’s values and vision. The organizations goals influence the staffing strategy, which in turn influences the outcome. The staffing strategy provides the outline for key decisions regarding staffing the company, and a framework for all human resources policies and programs. This paper will illustrate a staffing strategy designed for Ben Franklin Financial during the acquisition of NorAm Life, headquartered in Edmonton, Canada.
Therefore, human resource professions plan in a way by understanding the requirement needed to handle task of a particular department. Therefore, giving job description is essential where essential skills and requirement that a candidate need to have must be given. Besides, person specifications are also important to know the experience and qualities within a person (Wright et al. 2014). After recruiting the candidates they are screened and selected to come up in next level where interview will be conducted among the selected candidates. In addition, training is an important element that groom up the candidates according to the roles and responsibilities they will be conducting as an organisation
Staffing methods can play a large role in risk management. For instance, if there is not enough staff to take care of patients, it can be a very dangerous situation. The nurse will not be able to give the type of patient-centered care that each deserves. There is an increased for medical errors when the unit is understaffed and the nurses are overwhelmed. If the unit is overstaffed with nurses, it can be an issue too. However this issue involves finances. It can cause a negative variance in the budget. According to Yoder-Wise (2014), “Nurse managers must make skilled staffing and scheduling decisions to ensure that safe and cost effective care is provided by the appropriate level of caregiver” (p. 275).
Human resource management (HRM) encompasses the activities of acquiring, maintaining, and developing the organization's employees (human resources). "The traditional view of these activities focuses on planning for staffing needs, recruiting and selecting of employees, orienting and training staff, appraising their performance, providing compensations and benefits, and making their career movement and development." HRM involves two aspects:...
Heneman, H. G., Judge, T. A., & Kammeyer-Mueller, J. D. (2012). Staffing organizations (7th ed.). New York, NY: McGraw-Hill.
According to our textbook Human Resource Management (HRM) is the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “The human resources management process involves planning for, attracting, developing, and retaining employees as the HRM planning provides the rights kinds of people, in the right quantity, with the right skills, at the right time (Lussier, 2012, p. 240).” According to our textbook the typical responsibilities of the Human Resources department fall into three categories, and they are administrative services and transaction, which handle hiring employees. The second involves business partner services that focus on attracting, evolving, retaining employees by having a clear understanding
The concept of Staffing has assisted me in knowing and putting into consideration the precise number and qualities to look for in individuals when I need a job to be done for me. I have some part time and permanent staff working on my private business. Since the business is new, I have more part-time workers because it easier for me to get the best qualified personnel to handle the technical aspect of the job and I employ them based on demand as they are quite expensive to employee on full time bases.
As a result of globalization which has been brought about by the advancement in technology, staffing has assumed greater importance in many organizations. The increase in the size of the business and the complex nature of human beings are also other factors that have made staffing to be considered much within the organization. Staffing is of importance in many organizations because it makes sure that each employee in the organization has a job that he or she can manage (Ryan, 2014). The manning the organizational structure involves an effective and proper form of selection, appraisal, and development of personnel to fill the roles that have been designed in the structure. Some aspects of staffing include the planning of manpower whereby the manpower is estimated through searching, choosing the person and giving him or her position that befits his or her skills. Recruiting, selection and placement also is vital for the success of the