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)