Chapters 1-13 Study Guide for Staffing Strategies

Staffing

Staffing is the process of recruiting, selecting, training, and retaining employees. It's crucial because it ensures that an organization has the right people in the right roles to achieve its goals.

Human capital

Human capital refers to the skills, knowledge, experience, and abilities of employees that contribute to an organization's success.

Staffing effectiveness

Staffing enhances organizational effectiveness by ensuring the right talent is in place to achieve goals, increase productivity, and maintain competitive advantage.

Staffing quantity

Staffing quantity focuses on the number of employees.

Staffing quality

Staffing quality focuses on the skills, knowledge, and experience of the employees.

Strategic considerations for staffing quantity

For quantity, considerations include workforce demand and supply.

Strategic considerations for staffing quality

For quality, considerations include skill requirements, employee competencies, and talent sourcing.

High staffing quantity circumstances

High staffing quantity is crucial in expansion or high-turnover environments.

High staffing quality circumstances

Quality is important in environments that prioritize skill, knowledge, and experience.

Transactional orientation

Transactional orientation focuses on short-term, cost-based relationships.

Relational orientation

Relational orientation emphasizes long-term commitments and mutual investment.

Employment-at-will

Employment-at-will means that an employer can terminate an employee at any time without cause, and the employee can leave at any time.

Exceptions to employment-at-will

Exceptions include wrongful termination laws and contracts that specify employment terms.

Major EEO laws in the U.S.

Major EEO laws include the Civil Rights Act of 1964 (Title VII), the Age Discrimination in Employment Act (ADEA), and the Americans with Disabilities Act (ADA).

Disparate treatment

Disparate treatment refers to intentional discrimination.

Disparate impact

Disparate impact refers to policies that disproportionately affect certain groups, even if not intentionally discriminatory.

BFOQ

A Bona Fide Occupational Qualification (BFOQ) allows employers to hire based on gender, religion, age, or national origin if these factors are necessary for the job.

Human resource planning

HR planning involves forecasting future staffing needs, ensuring that the organization has the right number of people with the right skills at the right time.

HR forecasting

HR forecasting focuses on internal staffing needs.

External market forecasting

External market forecasting looks at labor market trends and available talent outside the organization.

Job analysis methods

Job analysis methods include task-oriented and worker-oriented analysis.

Task-oriented job analysis

Focuses on job tasks.

Worker-oriented job analysis

Focuses on the skills, knowledge, and abilities required.

Methods to gather job analysis information

Methods include interviews, questionnaires, observation, and work diaries.

Best legal defense form of job analysis

A well-documented, job-related task analysis provides the best legal defense against discrimination claims.

External recruitment

Involves hiring from outside the organization, offering fresh talent.

Internal recruitment

Promotes existing employees, providing familiarity but possibly limiting innovation.

Questions to define recruiting goals

Questions include: What skills and qualifications are needed? How many candidates are required? What is the timeline?

Open recruitment

Casts a wide net, attracting a large pool of candidates.

Targeted recruitment

Focuses on specific groups or skill sets.

Branded recruitment messages

Emphasize the company's values and culture.

Targeted recruitment messages

Address specific candidate demographics.

Realistic recruitment messages

Provide a balanced view of the job.

Systematic approaches in decision making

Reduce bias, increase consistency, and provide a more objective basis for decision-making.

Validity coefficient

Measures the relationship between a predictor and an outcome.

Statistical significance

Indicates whether the result is due to chance.

Practical significance

Refers to the real-world impact of the relationship.

Incremental validity

Refers to the additional value a predictor adds to the decision-making process.

Cut scores

Thresholds set to determine who passes or fails based on the assessment results.

Basic elements of a job offer

Elements include salary, benefits, job title, work schedule, and job responsibilities.

Employee value proposition (EVP)

The unique set of offerings, associations, and values that influence an employee's decision to join or stay with an organization.

Incentives in a job offer

May include bonuses, stock options, flexible work arrangements, and health benefits.

Pros of outsourcing staffing system components

Include cost savings and access to expertise.

Cons of outsourcing staffing system components

May include loss of control and less customization.

Metrics to evaluate staffing system components

Include time to hire, cost per hire, quality of hire, and turnover rates.

Methods to analyze staffing system effectiveness

Include cost-benefit analysis, performance evaluations, and tracking employee success post-hire.