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Components of Strategic Staffing
It may be defined as the mutual process by which the individual and the organization become matched to form the employment relationship. The process is composed of a series of interrelated activities such as recruitment, selection, decision-making and job offers designed to acquire, deploy and retain the best possible staff for any organization. The culmination of the process is actually hiring individuals to fill positions available within the organization (employment).
Four stages of the staffing process
- “Prospect” – Joint interaction between the applicant and the organization
- Recruitment – Identification and attraction
- Selection – Assessment and evaluation
- Employment – Decision-making and final match
Hiring, promotion and transfer decisions are included in the this process; voluntary quits, layoffs and discharges are not included in the process. 1993 survey of SHRM members found that human resource professionals spend most time on employee and labor relations. The second most time consuming HR activity is staffing; but it takes up more of the budget.
The activities should focus first on the person/job match and then on the person/organization match. The person-job match model says that jobs are characterized by their requirements and KSAO, as well as the embedded rewards; individuals are characterized by their level of qualifications and their motivation. Organizational values are an important concern in the person/organization match because there is a concern with the “fit” of people to multiple jobs or future jobs.
The human resource management model is made up of HR support activities (e.g., job analysis), HR functional activities and outcomes. HR outcomes include employee attraction, performance retention and employee satisfaction. (External influences constrain and complicate the conduct of HR activities.)
Strategic decisions focus on staffing levels (acquire/develop talent; hire/outsource; internal/external sources; attract/relocate; national/global; short focus/long focus) and staffing quality (person/job match; person/organization match; acceptable workforce standards/quality; active/passive diversity).
