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American Staffing Organization - PowerPoint

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					Staffing
Planning for Staffing
• Determine future requirements (demand)
    • Job analysis (what skills needed)
    • Organization analysis (how many, what, when,
          where)
• Determine future availabilities (supply)
    • Organization analysis (what do we have?)     Performance appraisal +
                                                   HR information systems
    • Environmental scanning (what’s out there?)
• Develop plans to close any gaps
• Implement plans
• Evaluate both plans and plan implementation



 Page 2                    MGMT 420 | Staffing                Fall 2008
Unemployment – Memphis MSA
 8.00%
 7.00%
 6.00%
 5.00%
 4.00%
 3.00%
 2.00%
 1.00%
 0.00%
    90


              92


                      94


                              96


                                      98


                                                00


                                                            02


                                                                    04


                                                                            06


                                                                                       8
                                                                                   l -0
 19


           19


                   19


                           19


                                   19


                                             20


                                                         20


                                                                 20


                                                                         20

                                                                                 Ju
  Page 3                           MGMT 420 | Staffing                            Fall 2008
Levels of Education:                                                Source: U.S. Bureau of the Census,
                                                                    American Community Survey (2006)



Memphis /Shelby County
                                                             For individuals aged 25+


                                    10%       5%
                                                      11%

                            17%



                            5%
                                                           30%


                                  22%


          < 9th                   9th - 12th, no diploma         HS diploma
          Some college            AA                             Bachelor's degree
          Graduate degree


 Page 4                              MGMT 420 | Staffing                                 Fall 2008
Strategic Questions
• These issues may apply to the entire
  organization or may vary by job, area, time
• The issues:
    • Organizational life cycle
    • Permanent vs. contingent workforce
    • Selection vs. training
    • Exceptional vs. acceptable workforce
    • Internal vs. external staffing
    • Specific vs. general competencies


 Page 5                  MGMT 420 | Staffing   Fall 2008
 Staffing and the Organizational Life Cycle
                               Organization’s Development Stage




       Embryonic                High-Growth                    Mature              Aging



       Entrepreneurs           Entrepreneurs for        Bureaucrats who are   Entrepreneurs who
                               growth, but growth         comfortable with        will cut and
                               directors who can         repetition and who     reorganize for
                                  build stable              can develop            survival
                                  management            economies of scale
                                    systems



                                        Selection Strategy
Source: Cascio, 2006, p. 234

       Page 6                                MGMT 420 | Staffing                       Fall 2008
The Flexible Workforce
• Available from:
    • Part-time, temporary and seasonal employees
    • Temporary agencies
    • Independent contractors and consultants
• Issues to consider:
    • Cost
    • Legal considerations
    • Flexibility to meet an uncertain workload or rapidly changing
      conditions
    • Loyalty and commitment issues
    • Lack of control
    • Legal issues


 Page 7                     MGMT 420 | Staffing              Fall 2008
                                                                        More


Contingent Employment (2005)

                       4%    7%
                 12%                                    Management

                                                        Professional
                                                        Technical
                                             25%
           8%                                           Sales
                                                        Admin Support
                                                        Service

                                                        Craft
           15%                                          Operative
                                             3%
                                                        Farming
                                        7%

                       19%




  Page 8                          MGMT 420 | Staffing                   Fall 2008
Selection vs. Training
• How critical is the job?
• Does the organization have the
  necessary resources (time and money)
  to train employees?
• Are skills available outside the
  organization?
• Are skills organization specific?
• How important is retention?

 Page 9          MGMT 420 | Staffing   Fall 2008
Exceptional vs. Acceptable Workforce

 • How much are we willing to pay for
   quality?
 • Is “OK” ever good enough?




  Page 10         MGMT 420 | Staffing   Fall 2008
Internal vs. External Staffing
External Staffing                    Internal Staffing
 New KSAOs                           Employee morale
 Promote increased diversity         Quick
 Large labor pool                    Less expensive
 Employee have needed skills         Little orientation needed


 Employee morale                     No new KSAOs
 Time consuming                      Perpetuate current lack of
 Expensive                            diversity
 Orientation needed                  Smaller labor market
                                      Skills may not be present

 Page 11                   MGMT 420 | Staffing                 Fall 2008
Specific vs. General
Competencies
 Specific Competencies                    General Competencies
 • Select the KSAOs needed for            • Select KSAOs needed for a
   the specific job                         variety of jobs
                                                   • flexibility,adaptability

 •    The person-job match                         • ability to learn
                                                   • communications skills
                                                   • mathematical skills


                                          •    The person-
                                               organization match




     Page 12                 MGMT 420 | Staffing                            Fall 2008
The Person - Job Match
               Job

           Requirements                         HR Outcomes
             Rewards
                                                  Attraction
                                                Performance
                                                  Retention
                                                 Attendance
             Person                             Satisfaction
                                                    Other
             KSAOs
            Motivation


 Page 13                  MGMT 420 | Staffing                  Fall 2008
The Person-Organization Match
            Org.               Other
           Culture             Duties

                   Job
               Requirements
                 Rewards                                      HR Outcomes

           Multiple            Future                           Attraction
            Jobs                Jobs                          Performance
                                                                Retention
                                                               Attendance
                      Person                                  Satisfaction
                                                                  Other
                  KSAOs
                 Motivation

 Page 14                                MGMT 420 | Staffing                  Fall 2008
Defining Culture
• What is it?
    • “...the shared patterns of thought, belief, feelings, and
      values that result from shared experience and common
      learning”
    • “system of shared meaning”
    • “The social glue that holds the organization together”

    • “The pattern of basic assumptions a given group has
           invented, discovered, or developed in learning to adapt to
           both its external and internal environments” (Cascio, p. 235)




 Page 15                         MGMT 420 | Staffing              Fall 2008
Layers of Culture
                         Stories, legends
           Symbols
                            and myths

           Rituals

           Heroes


           Values            Practices
                                           •   Formal expressions of
                                               philosophy & culture
                                           •   Promotion criteria (esp.
                                               for key jobs)
                                           •   What management pays
                                               attention to (measures
                                               and controls)

 Page 16             MGMT 420 | Staffing                        Fall 2008
The Staffing Process
•    Recruitment
•    Selection                                                     Selection
       •      Initial screening
       •      Interview, testing, other
              tools                                 Recruitment                Orientation
•    Orientation
•    Placement *
•    Employment
       •      Training
       •      Performance management
•    Separation
       •      Voluntary separation
       •      Termination
       •      Downsizing                                          Employment
       •      Retirement
                                     * For some hires

    Page 17                                MGMT 420 | Staffing                    Fall 2008

				
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