Staffing Organizations: Analyzing Organizational Staffing
The two areas of staffing that I find interesting are recruitments and planning (Heneman & Judge, 2009). I enjoyed learning about external and internal recruitments because these are the only two ways of obtaining staff in an organization and human resource managers, supervisors or managers need to properly plan for in order to obtain employees who are best fit to the organization’s positions.
This will be useful in reducing turnover and making it easy to retain the employees.The two most interesting areas for Cynthia are staffing models and ethical issues (Ibid). According to her, a person must fit to a job to increase their retention rates and reduce company turnover. Again, ethical issues an individual’s love for their job is clearly indicated in their work and love for other people.One area I find difficult to grasp the decision making in organizational staffing (Ibid).
I fail to understand the formulae for determining the other assessment methods used in staffing apart from the job and competency requirements. I feel that I need to involve in a discussion focused on other important considerations of validity, correlation amongst assessment methods and their impact and method utility.Student Cynthia has difficulty in grasping measurements in chapter 7 (Ibid). She feels that there should be benchmarks and/or evaluations that need be carried out by those willing to obtain information they need as a way of performance measurement.
This should be done whenever there is desire to view an individual employee, group of employees or the whole organization.Of the three most beneficial things, I find in chapter 4, job and/or competency requirements as the most beneficial for me (Ibid). I am made aware that apart from the knowledge I obtained in school to help qualify for a given job, the tasks, knowledge-skills-and-others, and job context, and job skills that place one at the advantage of effective job performance are also important.Employee Value Proposition, EPV in chapter 4 shows the huge number of intrinsic and extrinsic rewards that comes with various jobs to the employees (Ibid).
This is important since it enables one to remain active and focused within and without the organization since job rewards information is obtained from both sources (Katreese).Another beneficial area is Equal Employment Opportunity and affirmative action (EEO/AA) of chapter 2 (Ibid). I believe this provides motivation about career choice especially for women who remain discriminated against certain professions on the argument that they belong to men. This will help achieve a balanced working environment where contribution from all is equally important in decision making and growth.
Legal compliance according to Katreese also provides information necessary in differentiating between the laws and the legal groups that represent the general provisions and enforcements (Ibid). This ensures that all the laws are administered and reinforced in the voluntarily but on failure litigation follows based on disparate treatment and disparate impact.Lastly, the definition of staffing is also beneficial to me (Ibid). I believe that with the definition always in my mind, most or all the other concepts of staffing with eventually be observed.
This definition provides the driving force for Human Resource Management, a profession I intend to engage in. staffing will serve as a key to effectiveness and efficiency in all that I do in my professional life.Ashley states the benefit of defining staffing as an advantage to her human resource career (Ibid). She states that this definition sets the tone intended for her professional life and if adhered to or kept in her mind as the front she hopes it will serve to make her effective and efficient in all that she does.
References
Heneman, H. G., & Judge, T. A. (2009). BUS 335: Staffing organizations: custom edition (6th Ed.). Boston, MA: McGraw-Hill.
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