Staffing Study Guide EXAM 1 .docx

Staffing Study Guide EXAM 1 .docx - Chapter 1 Strategic...

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Chapter 1: Strategic Staffing 1. Staffing for Competitive Advantage o Competitive advantage is something that a company can do differently from its competitors allowing it to perform better, survive, and succeed in its industry. o Every company’s employees create, enhance, or implement the company’s competitive advantage. o What is Walmart’s competitive advantage? o What is Amazon’s competitive advantage? 2. Why is Staffing Important? o Staffing outcomes determine who will work for and represent the firm , and what its employees will be willing and able to do. o Staffing influences, the success of future training, performance management, and compensation programs, as well as the organization’s ability to execute its business strategy. 3. What is Strategic Staffing? o Strategic Staffing: The process of staffing an organization in future-oriented and goal-directed ways that support the organization’s business strategy and enhance organizational effectiveness. o This involves the movement of people into, through, and out of the organization. 4. How Strategic Staffing Differs from Traditional Staffing o Traditional Staffing: Less tied to strategy More reactive and likely to be done in response to an opening Lacks continuous improvement effort o Strategic Staffing Longer-term planning Alignment with the firm’s business strategy Alignment with the other areas of HR Alignment with the labor market Targeted recruiting Sound candidate assessment on factors related to job success and longer- term potential The evaluation of staffing outcomes against pre-identified goals. 5. Seven Components of Strategic Staffing o Workforce Planning : Strategically evaluating the company’s current lines of business, new businesses it will be getting into, businesses it will be leaving, and the gaps between the current skills in the organization and the skills it will need to execute its business strategy. o Sourcing Talent : locating qualified individuals and labor markets from which to recruit o Recruiting Talent : making decisions and engaging in practices that affect either the number or types of individual willing to apply for and accept job offers. o Selecting Talent: assessing job candidates and deciding who to hire
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o Acquiring Talent: putting together job offers that appeal to chosen candidates, and persuading job offer recipients to accept those job offers o Deploying Talent: assigning people to appropriate jobs and roles in the organization to best utilize their talents o Retaining Talent: keeping successful employees engaged and committed to the firm. 6. Workforce Planning o Workforce Planning : the process of predicting an organization’s future employment needs, and availability of current employees and external hires to meet those employment needs, and execute the organization’s business strategy.
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  • Fall '18
  • Sweeney
  • Strategic Staffing, Job Analysis for Staffing,  Less

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