PHA617: Staffing

Staffing

Process of assuring that the right person is completing the right tasks within predetermined work units and that these persons have the necessary skills to do the job.

Staffing

Ensures that the organization will have sufficient quantity and quality of personnel to achieve its mission and goals.

Staffing

• involves:

  • Preparing the job description

  • Identifying the sources of applicants

  • Searching for applicants

  • Interviewing applicants

  • Selecting applicants

  • Orienting new employees

  • Training of new employees

  • Evaluating employee performance

Recruitment

consists of all activities associated with attracting qualified candidates.

Placement

refers to candidate application, screening, interviewing, selection, and hiring process.

Steve Jobs

“The secret of my success is that we have gone to Exceptional lengths to hire the best people in the world.“

Human Resource Planning

Collaborating with management and supervisors at all levels of the organization to forecast the organization’s short-term and long-term personnel needs.

Recruitment

Seeking out and attracting adequate numbers of qualified personnel to meet the organizational needs on an ongoing basis, including contingencies such as resignations and leave of absence.

Hiring

Selecting the appropriate personnel for vacant positions and associated activities such as benefits counseling, background, and reference checks.

Orientation

Introducing the new employee to organizational policies, procedures, values, personnel, and environments.

Training and Development

Meeting the short- and long-term education and professional development needs of employees at all levels of the organization.

Separation

Terminating the employment of personnel because of resignation, inadequate job performance, or a decrease in organizational resources; disciplinary activities may preclude separation, as necessary.

HUMAN RESOURCE PLANNING

• In developing a staffing plan, identify the number, type, and qualifications of staff needed to meet the needs of a department and its customers.

• Must consider the skills of staff members within an employee classification.

RECRUITMENT AND HIRING

One of the most important functions that managers must perform. It must be approached with the utmost care and attention.

RECRUITMENT AND HIRING

includes identification of the type of employee needed based an established staffing plan, advertising for candidates, and screening and interviewing candidates to identify a candidate who is a good match for the vacant position.

Advertising

includes writing and placing an ad or announcement in a newspaper, professional magazine, or journal.

Screening employees

involves reviewing applicants’ basic qualifications and experience to determine if they meet the preestablished criteria for hiring.

Traditional

TYPES OF INTERVIEW QUESTION

general information about the candidate

Situational

TYPES OF INTERVIEW QUESTION

response to an imaginary situation

Behavioral

TYPES OF INTERVIEW QUESTION

previous situation assuming past behavior will predict future behavior

Stress

TYPES OF INTERVIEW QUESTION

intended to unnerve candidates to assess their stress response

Candidate question

TYPES OF INTERVIEW QUESTION

interviewee to the interviewer to assess interviewee’s preparation

Hiring

__ a new employee includes checking references and negotiating salary, benefits(including relocation expenses), and the date of employee will begin work.

ORIENTATION

• Helpful list of suggestion for orienting an employee to make them feel welcome in his or her organization:

Training

• When performance improvement is needed.

• To “benchmark” the status of improvement

• As part of succession planning to help an employee be eligible for a planned change in role in the organization.

Training

• To train about a specific topic to meet customer service.

Training activities

related to improving an employee’s capacity to perform his or her current job.

Education activities

related to improving an employee’s capacity for specific but future job.

Development activities

related to overall capacities that may be used in any job, such as time management or communication skills

feedback

When providing _ to unacceptable or substandard performance, managers should utilize a formal disciplinary process.

Disciplinary procedures

are beneficial and necessary for the safety and well-being of those the organization serves, as well as its health and survival.