CHAPTER 8

STAFFING

PowerPoint Presentation by Charlie Cook

Copyright © 2002 South-Western. All rights reserved
 Staffing
Staffing

•• Staffing
Staffing
–– Involves
Involvesthetheprocess
processofofrecruiting
recruitingand
andselecting
selectingprospective
prospective
employees.
employees.
–– Has
Hasaasignificant
significantimpact
impactononananorganization’s
organization’sbottom
bottomlineline
which
whichrequires
requiresthat
thatthe
thestaffing
staffingprocess
processtotobecome
becomemore more
strategically
strategicallyfocused.
focused.
–– Activities
Activitiesperformed
performedas aspart
partofofrecruiting
recruitingand
andselecting
selectingoffer
offer
an
anorganization
organizationnumerous
numerouschoices
choicesas astotohow
howtotogo
goabout
about
finding
findingand
andselecting
selectingnew
newemployees.
employees.
–– Staffing
Staffingdecisions
decisionsneed
needtotoensure
ensurethatthatemployees
employeesfitfitthe
the
culture
cultureofofthe
theorganization.
organization.
Copyright © 2002 South-
Western. All rights reserved. 8–2
 Recruiting
Recruiting

•• Temporary
TemporaryVersus
Versus Permanent
Permanent Employees
Employees
–– Decisions
Decisionstotoincrease
increaseheadcount
headcounttemporarily
temporarilyororpermanently
permanently
are
arestrategically-driven.
strategically-driven.
–– Basis
Basisfor
fordecisions
decisionsisisthe
theHRHRforecast
forecastofofhow
howlong
longthe
the
employee
employeeshortage
shortageisisexpected
expectedtotolast.
last.
–– Temporary
Temporaryemployees
employeesare areless
lesscostly
costlythan
thanpermanent
permanent
employees
employees(e.g.,
(e.g.,no
nobenefit
benefitcosts
coststototemps).
temps).
–– Temporary
Temporaryheadcount
headcountincreases
increasescancanbe beobtain
obtainfrom
fromagencies
agencies
that
thatspecialize
specializeininsuch
suchservices.
services.
–– Headcount
Headcountincreases
increasescancanbebeavoided
avoidedby bysubcontracting
subcontractingwork
work
totoan
anoutside
outsidevendor.
vendor.
Copyright © 2002 South-
Western. All rights reserved. 8–3
 Recruiting
Recruiting

Copyright © 2002 South-

Western. All rights reserved. 8–4
 Recruiting
Recruiting

•• When
When and
and How
How Extensively
Extensively to
to Recruit
Recruit
–– When
Whendo dorecruiting
recruitingefforts
effortsneed
needtotobegin?
begin?
–– How
Howlarge
largeofofan
anapplicant
applicantpool
poolisisneeded?
needed?
–– Utilize
Utilizedata
datafrom
frompast
pastrecruiting
recruitingefforts
effortstotoanswer
answerthese
these
questions
questionswhere
wherefeasible
feasibleand
andadjust
adjustfor
forchanged
changedconditions.
conditions.
•• Yield
Yield Ratios
Ratios
–– Offer
Offerinformation
informationon
onhow
howmanymanyapplicants
applicantsare
areeliminated
eliminated(or
(or
remain)
remain)atateach
eachstep
stepininthe
therecruitment
recruitmentprocess
processso sothat
thatthe
the
proper
properorornecessary
necessarysize
sizeofofthe
theapplicant
applicantpool
poolcan
canbe
be
determined.
determined.
Copyright © 2002 South-
Western. All rights reserved. 8–5
Copyright © 2002 South-
Western. All rights reserved. 8–6
 Recruiting
Recruiting

Copyright © 2002 South-

Western. All rights reserved. 8–7
 Methods
Methods of
of Recruiting
Recruiting
•• Informally
Informallyororformally
formally
•• Internally
Internallyor
orexternally
externally
•• Targeted
Targetedadvertising
advertisinginin
selected
selectedmedia
media
•• Recruiting
Recruitingononthe
theInternet
Internet
•• Outsourcing
Outsourcingto tostaffing
staffing
agencies
agencies
•• Private
PrivateIndustry
IndustryCouncils
Councils
(PICs)
(PICs)
•• Executive
Executivesearch
searchfirms
firms
•• On-campus
On-campusrecruiting
recruiting
Copyright © 2002 South-
Western. All rights reserved. 8–8
 Selection
Selection Process
Process Issues
Issues

•• Reliability
Reliability
–– IsIsthe
theconsistency
consistencyofofthethemeasurement
measurementbeing beingtaken.
taken.
Screening
Screeningcriteria
criteriashould
shouldelicit
elicitthe
thesame
sameresults
resultsininrepeated
repeated
trials
trialsacross
acrosstime
timeand
andacross
acrossevaluators.
evaluators.
–– Reliability
Reliabilityisisinfluenced
influencedbybycriterion
criteriondeficiency
deficiencyand
and
contamination
contaminationerrors.
errors.
–– Reliability
Reliabilityisisaaprerequisite
prerequisitefor
forvalidity.
validity.
•• Validity
Validity
–– Refers
Referstotothe
thedegree
degreetotowhich
whichwhat
whatisisbegin
beginassessed
assessedisis
related
relatedtotoactual
actualperformance
performanceon
onthe
thejob.
job.
Copyright © 2002 South-
Western. All rights reserved. 8–9
 Selection
Selection Process
Process Issues
Issues

•• Validity
Validity
–– Refers
Referstotothe
thedegree
degreetotowhich
whichwhatwhatisisbegin
beginassessed
assessedisis
related
relatedtotoactual
actualperformance
performanceon onthe
thejob.
job.
–– The
Theability
abilitytotoestablish
establishjob-related
job-relatedvalidity
validityisiscrucial
crucialtoto
employers
employersinindefending
defendingthemselves
themselvesinindiscrimination
discrimination
allegations
allegationsininthe
thecourts.
courts.
–– Content
Contentvalidity
validityillustrates
illustratesthat
thatthe
themeasure
measureororcriterion
criterionisis
representative
representativeofofactual
actualjob
jobcontent
contentororknowledge
knowledgethatthatthe
the
employee
employeeshould
shouldhave
havetotoperform
performthethejob
jobsuccessfully.
successfully.
–– Criterion
Criterion(empirical)
(empirical)validity
validityisisaademonstrated
demonstratedrelationship
relationship
between
betweenthe thescreening
screeningcriteria
criteriaand
andjob
jobperformance.
performance.
Copyright © 2002 South-
Western. All rights reserved. 8–10
 Interviewing
Interviewing Process
Process Issues
Issues
•• Who
Whoshould
shouldbe
beinvolved?
involved?
–– Prospective
Prospectivesupervisors,
supervisors,
peers,
peers,subordinates
subordinates
•• Which
Whichinterview
interviewformat?
format?
–– Individual
Individualororgroup
groupinterviews
interviews
•• Common
Commoninterviewer
interviewer
errors
errors
–– Similarity
Similarityerrors
errors
–– Contrast
Contrasterrors
errors
–– First
Firstimpression
impression
–– Halo
Haloerrors
errors
–– Personal
Personalbiases
biases
Copyright © 2002 South-
Western. All rights reserved. 8–11
 Testing
Testing

•• Realistic
Realistic job
job preview
preview tests
tests
–– Make
Makeapplicants
applicantsaware
awareofofboth
bothpositive
positiveand
andnegative
negativeaspects
aspects
ofofthe
thejob.
job.
–– Work
Worksample
sampletests
testsinvolve
involveasking
askingananapplicant
applicanttotocomplete
completeaa
representative
representativesample
sampleofofactual
actualwork.
work.
–– Trainability
Trainabilitytests
testsmeasure
measurean anapplicant’s
applicant’saptitude
aptitudeinincertain
certain
areas
areasandandthe
theability
abilitytotounderstand
understandcritical
criticaljob
jobcomponents
components
that
thatthe
thefirm
firmwill
willteach
teachthetheapplicant
applicantonce
oncehired.
hired.
•• Personality
Personality testing
testing
–– Are
Areuseful
usefultotoanticipate
anticipatehow
howapplicants
applicantsare
arelikely
likelytotobehave.
behave.
–– aa
Copyright © 2002 South-
Western. All rights reserved. 8–12
 Other
Other Testing
Testing Methods
Methods
•• Personality
Personalitytesting
testing •• Honesty
Honestytesting
testing
–– Are
Areuseful
usefultotoanticipate
anticipatehow how –– Has
Hasdeclined
declinedsince
sincepassage
passageofof
applicants
applicantsare
arelikely
likelytotobehave
behave the
thePolygraph
PolygraphProtection
ProtectionAct
Actinin
though
thoughfew,
few,ififany,
any,jobs
jobsrequire
require 1988.
1988.
aaspecific
specificpersonality
personalitytype. type. •• Drug
Drugtesting
testing
–– Have
Havebeen
beensuccessfully
successfully –– Has
Hasbeen
beenchallenged
challengedininthe
the
challenged
challengedinincourt.
court. courts
courtsas
asan
aninvasion
invasionofof
•• Physical
Physicaltesting
testing privacy.
privacy.
–– IsIsrestricted
restrictedunder
underADA
ADAtoto •• References
References
testing
testingonly
onlyfor
forspecific
specificcritical
critical –– Little
job-related Littleinformation
informationisisavailable
available
job-relatedphysical
physical due
performance duetotoformer
formeremployer
employerfears
fears
performancerequirements.
requirements. ofofliability
liabilityfor
forlibel,
libel,slander
slanderand
and
defamation.
defamation.
Copyright © 2002 South-
Western. All rights reserved. 8–13
Copyright © 2002 South-
Western. All rights reserved. 8–14