CH 1

retaining

succession management and career development

Strategic Staffing

the process of staffing an organization in future-oriented, goal-directed ways that support the business strategy of the organization and enhance its effectiveness

- longer-term planning - alignment with firm's business strategy - alignment with other areas of HR - alignment with labor market - targeted recruiting - sound candidate assessment on factors related to job success and longer-term potential - evaluation of staffing outcomes against goals

Good staffing systems incorporate:

Strategy

a long-term plan of action to achieve a particular goal

recruiting

all organizational practices and decisions that affect either the number or types of individuals willing to apply for and accept job offers

selection

assessing job candidates and deciding whom to hire

deployment

assigning talent to appropriate jobs and roles in the organization

Talent Management

attracting, developing, retaining, and utilizing people with the required skills and aptitudes to meet current and future business needs

Seven Components of Strategic Staffing

- workforce planning - Sourcing talent - Recruiting talent - Selecting Talent - Acquiring Talent - Deploying Talent - Retaining Talent

Sourcing

locating qualified individuals and labor markets from which to recruit

Workforce Planning

process of predicting an organization's future employment needs and the availability of current employees and external hires to meet those employment needs and execute the organization's business strategy

outcome goals

product of the hiring, return on investment

acquiring

putting together job offers that appeal to chosen candidates and persuading recipients to accept them

process goals

relate to the hiring process, including how many of what quality, timeline goals (offer within 1 week of final interview)