Staffing

1
Staffing

• Function of
• securing and developing people
• to perform the jobs
• created by the organization function

2
Human Resources Planning

• Process of getting the right number of qualified
  people into the right job at the right time.
• Set goals to determine what to accomplish
• Organize your work to determine the best way to
  accomplish your goals
• Find or develop the people to do the work to
  accomplish your goals

3
Job Analysis

• Process of determining, through observation and
  study, the pertinent information relating to the
  nature of a specific job

4
Job Description

• Written statement that identifies the tasks,
  duties, activities, and performance results
  required in a particular job

5
Job Specification

• Written statement that identifies the abilities,
  skills, traits, or attributes necessary for
  successful performance

6
Skills Inventory

• Describes the status of the current human
  resources in terms of quantity and quality of
  skills

7
Forecasting

• Determine future human resources needs by
  evaluating organizational objectives

8
Transition

• How can the organization meet the human resources
  objectives
• Hire
• Promote
• Re-train
• Lay off
• Discharge

9
Legal Considerations

• Equal opportunity for all to have a chance to
  work and earn a living
• Must make decisions in a non-discriminatory manner

10
Timeline of legislation

• Equal Pay Act - 63
• Civil Rights 64
• Age Discrimination 68
• ADA 90
• Civil Rights 91
• FMLA - 93

11
Filling new positionsPromote from within vs. go
to the outside

• Internal Promote from within
• Advantages
• Morale
• Know abilities
• Lower cost
• Ripple effect of promotions
• New hire is entry level
• Disadvantages
• Inbreeding no new blood
• Morale of others
• Infighting from competition
• Need Strong Development

12
Filling New Positions

• External go to the outside
• Advantages
• New blood
• Cheaper/Faster than training
• No internal politics
• Disadvantages
• Risk on an unknown
• Morale problems
• Orientation and adjustment

13
Peter Principle

• Individuals tend to rise to their level of
  incompetence

14
Selection

• Human Resources Manager
• Supervisor
• Combination

15
Testing

• Aptitude
• Psychomotor
• Job Knowledge
• Proficiency
• Interest
• Psychological
• Polygraph
• Drug

16
Selection

• Test Validity
• Test Reliability
• Disparate Treatment
• Disparate Impact
• Affirmative Action
• Reverse Discrimination

17
Background/Reference Checks

• Personal
• Academic
• Past Employment

18
Interviewing

• Structured
• Semi-structured
• Situational
• Unstructured
• Stress
• Board/Panel/Group

19
Interviewing Issues

• Personal Bias
• Halo Effect
• Over-generalizing
• Fair Comparisons
• Train for Interviewing

20
Questions ?