Why is staffing important? Who is responsible for it? Is it a function of personnel/human resource departments? What are some of the ways managers can adapt to changes in the external environment (shrinking work force, impacts of technology, etc.) to recruit and maintain quality personnel?
Guided Response: Respond to at least two of your classmates’ posts. When addressing the question, please make sure that the response is detailed and relevant to the topic. When responding to classmates, analyze their discussions by agreeing, disagreeing, or adding other ideas to strengthen or enhance the perspective presented in their initial posts.
REPLY TO MARVIS:
The Staffing Function
Why is staffing important?
Staffing is important because it is the means by which any organization is able to reach its objective through their labor and time. It is the process of hiring and equipping the correct personnel to perform outlined and assigned tasks and responsibilities and compensating them. Staffing is considered to be unescapable or prevalent and ongoing. It is unescapable and prevalent in the sense that this operations is handled by every manager in regards to the business. It is ongoing because it is a function that continues throughout the life of the company
Who is responsible for it?
Staffing is a combined effort between the department and human resources. Departmental managers are responsible for ensuring that the tasks are fulfilled through appropriate and applicable selection, appraisal and development of the workers to satisfy the jobs delegated. In the event, they are understaffed and need to fill the roles they reach out to the human resources department and work with them to fine suitable workers.
Is it a function of personnel/human resource departments?
Human resources works with the department that is in need and they conduct the recruitment, selection, hiring and training function to ensure that a good candidate fills the role. The recruitment process can be by various means such as media, outside sources, fairs and so on. Once a good candidate pool is narrowed down the selection takes place and the hiring process moves forth.
What are some of the ways managers can adapt to changes in the external environment (shrinking work force, impacts of technology, etc.) to recruit and maintain quality personnel?
One crucial way that management can adapt to change in the external environment to recruit and maintain quality personnel it to become more flexible in their work options. Our organization in order to recruit and retain good personnel has moved away from traditional forty hour work weeks. We have various schedules where people can work three day or four day work weeks. We have the option to work from home. We have laptops that allow us to work half days in the office and the remaining from home. Organizations also have to ensure that their benefit packages are competitive such as PTO, bonuses, maternity leave options etc
REPLY TO MARVIS:
Staffing is important within an organization because they are responsible for making sure a company runs efficiently and effectively. Without staffing in place, managers would be overwhelmed with interviewing, training, and supervising candidates, which means the work environment would be chaotic. Staffing is in place to relieve the stress off supervisors and prevent an organization from shutting down. Human Resources are responsible for putting the right individuals in place to perform job duties. They must do a job analysis on each position needed for a company which includes posting the skills, education, and experience needed for each position.
It is also the responsibility of Human resources to do reference checks on applicants which will validate their work experience. Human resource managers can adapt to changes in the external environment to recruit and maintain quality personnel by using the productivity index which is done by calculating profits and total number of employees. Qualitative forecasting can also be used to help human resources adapt to changes in the external environment by way of making a prophecy. Instead of collecting statistics, job consultants or upper management will determine what a company will need in the future.
An analysis can also be done to predict “how many individuals in the external labor market will have the necessary skills for employment in the organization at a specific time in the future” (Bierman, Ferrell, O. C., & Ferrell, L., 2016, p. 9.2). Education facts can be collected from census websites to determine how many people have associates, bachelors and master degrees as well as knowing the age ranges. This will help a company to determine if they need to expand their organization and create new jobs.
Bierman, L., Ferrell, O. C., & Ferrell, L. (2016). Management: Principles and applications, custom edition. Retrieved from https://content.ashford.edu/books/Bierman.1318.16.1/sections/sec1.1 (Links to an external site.)