Staffing Systems

1
Staffing Systems

• Brian Conner
• Maxx Garris
• Eric Santos

2
Agenda

• Chapter 5 Staffing Systems Overview
• Examples
• Bolthouse Farms
• Kern County Superintendent of Schools
• PerTua Petrochemicals
• Figure 1-1 tie-in
• Key Points
• Class Exercise

3
Chapter 5 Overview

• Align a Career System with Business Strategy
• Selection Strategy
• Organizational Fit / Employee Motivation
• Manage the Exit Process

4
Staffing System-Business Strategy

• Align a companys career system with its business
  strategy
• A firms strategy dictates where and how to
  recruit talent and importance of selection
  criteria such as attitude, knowledge, and skill
• Primary way of competing
• Defender vs. Prospector vs. Analyzer

5
Selection Strategy

• Achievement Based
• Work Sample Tests
• Structured Situational Interviews
• Managerial Assessment Centers
• Potential Based
• Cognitive Ability Tests
• Recruiting from Elite Educational Institutions
• Early Career Performance Reviews

6
Employee Motivation

• To select and retain motivated employees, you
  must identify people who fit your culture
• Systems for Selecting Motivated Employees
• Personality Assessment
• Big Five (Extraversion, Emotional Stability,
  Agreeableness, Conscientiousness, Openness to
  Experience)
• Profile Matching / Structured Selection Interviews

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Managing the Exit Process

• Effectively manage employee turnover during
  stable times and in organizational restructuring
• Costs and Benefits of Turnover
• Optimal Turnover Rate
• Managing the Restructuring Process
• Mergers and Acquisitions (MA)

8
Bolthouse Farms

• Firms Primary Way of Competing
• Analyzer
• Selection Systems
• Cognitive Ability Test
• Starting to Recruit from Elite Schools
• Profile Matching
• Culture Fit Process

9
Kern County Superintendent of Schools

• Government Organization
• Works on a Merit System
• Union Involvement
• A Defender Firm

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KCSOS

• Levels of Employment
• 1. Certified
• 2. Classified

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Levels of Classified Employment

• Limited Term Employee
• Substitute Employee
• Provisional Appointment
• Full Time Students Employed part time
• Part Time Students Employed part time
• Special Projects
• Permanent full time Employee

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The Hiring Process

• Process for Replacement of Classified Employee
• Process for Newly Created Classified Position

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Hiring Process for Newly Created Position

• A Simple 22 Step Process

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The Hiring Process

• Establish New Job Description
• Send Job Description to Cabinet
• Send Job Description to Commission
• Program Completes New Position Request

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The Hiring Process

• Have Position Request Approved by Cabinet
• Post Job Announcement
• Minimum 15 working days

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The Hiring Process

• Applications Reviewed for Minimum Qualification
• Written Test
• Work Sampling
• 70 is Passing
• Oral Screening
• Situational Type
• Panel Interview (3 person)
• 70 Passing

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The Hiring Process

• Test (30) Oral (70) Scores Added Together
• All Passing Applicants are Ranked
• Personnel Committee Certifies List
• Program is Notified by HR
• Program Contacts HR to Schedule Final Interviews
  with Top 3

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The Hiring Process

• Program Interviews Top 3 Candidates
• Program Completes Recommendation to Hire form

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The Hiring Process

• Program Interviews Top 3 Candidates
• Program Completes Recommendation to Hire form
• Once Approved, Selected Candidate is Notified by
  HR (Phone call)
• Letters Sent to Other Candidates by HR
• Program Completes Employment Form

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The Hiring Process

• Salary Placement Determined by HR
• Maximum Step is 3 for Outside Candidates
• Promotional Max is First Step to Give 5
• Fingerprints and TB Tests
• Program Notified When Fingerprints Clear
• HR Coordinates Start Date
• New Employee Starts Work (FINALLY)

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PerTua Petrochemicals, Inc.

• Juan Simon, metallurgist
• Innovative product Per'Tua
• Staffing must meet business strategy
• Focus on production (expensive capitalization)
• Marketing department
• - Poor selection method
• - No marketing plan product will sell by
  itself
• Bankrupt in 3 years

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PerTua Petrochemicals, Inc.

• Foreign investors
• More product lines
• Re-examined strategy
• Extensive marketing needed
• Competent HR Department
• Motivate sales force

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How Does This Fit In to the Human Resource
System Design?
Labor markets
Business Strategy
Organizational Design/Work Processes
Behavioral/role requirements
HRM systems
Technology
Legal environment
Figure 1-1. HRM system design
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Key Thoughts on the Hiring Process

• Business Strategy should drive Selection Strategy
• Each Organization Needs a System that Fits Their
  Needs
• Many Different Ways to Hire
• Use Best of Class Selection Methods
• Look at the Total Employee