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Strategic Staffing Decision

Organizations understand the long term benefits of different approaches in staff planning. Though traditional approaches to staffing can work up to certain levels, the expected benefits are not realized. The answer lies in making the traditional approaches more effective along with implementing different set of processes for strategic staffing. In general, staffing can be defined as “Process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the organization’s effectiveness”.

Similarly the definition for strategic staffing can be stated as, “Strategic Staffing is a process of identifying and addressing the staffing implications of business plans and strategies”. Also, it is the process of identifying and addressing the staffing implications of change. Staffing strategies are determined by nine elements of the staffing strategy.

The elements include,

1. What type of workforce is required: Core or Flexible?
2. How is hiring done: Internally or Externally?
3. How to develop the required skills: by Hiring or by Training?
4. How to use and manage talent: Retain or Replace?
5. What are the skill levels needed and where?
6. How is staffing pursued: Proactively or Reactively?
7. Which jobs should we focus on?
8. How to treat staffing: Investment or Cost?Should staffing be centralized or decentralized?The competitive advantage for an organization can be created and achieved by influencing the talent and superiority in its work processes. The organization can generate human capital advantage by hiring and retaining highly skilled performers. Competitive advantage can fade away with time in the market. Companies that innovate and review business strategies periodically and with smart and top performing workforce can sustain and grow in the market.

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