1. Why is it important for the organization to view all components of staffing (recruitment, selection, and employment) from the perspective of the job applicant?
2. Are some of the 13 strategic staffing decisions more important than others? If so, which ones? Why?
3. What guidelines would you recommend for deciding whether statistical differences between men and women, or nonminorities and minorities, reflects discrimination occurring throughout an organization's staffing system?
4. What types of staffing activities (recruitment, selection, and employment) might cause the statistical differences? For example, the selection rate for men is 50% and for women is 11%. How would the organization collect the data necessary to compute the selection rates, how would you decide if the difference in selection rates (50% versus 11%) is big enough to indicate possible discrimination, and what sorts of practices might cause the difference in selection rates?
5. How should task statements be written, and what sorts of problems might you encounter in asking a job incumbent to write these statements?
6. What are the advantages and disadvantages of using multiple methods of job analysis for a particular job? Multiple sources?
7. Why do you think HR professionals were not able to very accurately predict the importance of many rewards to employees? What are the implications for creating the EVP?
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Components of Staffing
In today's economic business environment, to view all the components of staffing (recruitment, selection, and employment) from the perspective of job applicant is important for the organization. It is because by viewing all the components of staffing, business organization can predict or control all aspects of the staffing process (Caruth, Lawrent & Ndibalema, 2012). In addition, it should also be noted down that without viewing all components of staffing, it will be difficult for organizations to understand how job applicants perceive an organization's staffing process and the impact of these perceptions on their behaviors and decision-making ability. For example, a candidate can reject the job offer because of low pay or benefits offered or inflexible work schedules or geographic location, etc, which could not be understood by the organizations effectively (Bechet, 2008).
Apart from this, it is very important for the business organization to look at all components of staffing because the people, who have the right skills and expertise to the different areas of production, are crucial to the efficiency of the company's overall work (Lawrent & Ndibalema, 2012). Additionally, the company will be able to observe the perspective of employees that will be beneficial for the growth of the organization to operate different business processes. An effective recruitment process will be helpful for the applicants to know what kind of positions are there to be filled, and why they have to perform at that post (Caruth, Lawrent & Ndibalema, 2012).
The staffing components are needed to acquire quality human resources that possess the ability and competence to accomplish the organizational duties and responsibilities. In addition, the business organization can also achieve the competitive advantages effectively by viewing the staffing components (Lawrent & Ndibalema, 2012). Hence, by viewing all the components of the staffing, business organizations can be successful in their staffing activities.
Strategic Staffing Decisions
It will be very critical to argue that the thirteen strategic staffing decisions are generally more important than others. All the strategic staffing decisions are beneficial and important for the organization in the formulation and implementation of a complete strategic staffing strategy (Carl Banks & CCH Incorporated, 2003). So, in the business organization, certain business situations may be connected with the certain strategic staffing decisions. For example, suppose that a business organization wants to maximize its flexibility and efficiency to achieve the competitive advantages, then the strategic staffing decisions would involve core vs. flexible workforce decision (Bechet, 2008).
Apart from this, if a business firm wants to improve and develop employee retention, then the internal as well external hiring strategic staffing decisions will have greater concern. On the other hand, strategic staffing decisions also provide significant opportunities to the business organizations to survive in the complex business environment. Hence, strategic staffing decisions are very important for the organizations (Carl Banks & CCH Incorporated, 2003). For example, Microsoft has already established global development centers in the US and other places across the world. For this, Microsoft would need to pursue global strategy in order to meet its staffing needs and to be effective in serving markets across the world. In addition, staffing strategy provides overall guidance to the business firms on how deal with staff. This includes how a company will identify new staff, the types of people Company want, ...
The solution discusses why it is important for the organization to view all components of staffing from the perspective of the job applicant.