INRODUCTION
Effective staffing helps minimize problems in an organization through recruiting and lecting qualified people using established criteria and predictors.cornflakes
Staffing is the process of matching appropriate people with appropriate jobs. From the viewpoint of organizations, staffing entails using HR planning information to determine the correct numbers and kinds of candidates, locating them, and then lecting tho who are most likely to be satisfactory employees. From the standpoint of job applicants, the staffing process affects how they e jobs and organizations, and the likelihood that will be matched with jobs that are rewarding for them. Staffing consists of recruiting and lection.
Many employers currently are facing shortages of workers with the appropriate knowledge, skills, and abilities (KSAs) in tight labor markets. There actually is not one but veral labor markets that are the external sources from which employers attract employees. There are many ways to identify labor markets, including by geographical area, type of skill, and educational level. Some labor market gments might include managerial, clerical, professi
onal and technical, and blue-collar. Classified differently, some markets are local, other regional, other national; there are international labor markets as well. To understand labor markets in which recruiting takes place, one must consider three different concepts: labor fore population, and applicant pool.
The labor force population includes all individuals who are available for lection if all possible recruitment strategies are ud. This vast array of possible applicants may be reached in very different ways.
The applicant population is a subt of the labor force population that is available for lection using a particular recruiting approach. At least four recruiting decisions affect the nature of the applicant population:
Recruiting method: advertising media chon
Recruiting message: what is said about the job and how it is said
Applicant qualifications required: education level and amount of experience necessary
Administrative procedures: time of year recruiting is done, follow-ups with applicants, and u of previous applicant files
The applicant pool consists of all people who are actually evaluated for lection. The applicant pool at this step will depend on the reputation of the organization and industry as a place to work, the screening efforts of the organization, and the information available to the applicant population. Assuming a suitable candidate can be found, the final lection is made from the applicant pool.
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The supply and demand of workers in the labor force population has a substantial impact on the staffing strategies of organizations. Internal labor markets also influence recruiting becau many employers choo to promote from within whenever possible, and hire externally only for entry-level jobs. A discussion of the and other strategic to be made in recruiting follows.
P垃圾桶的英文LANNING AND STRATEGIC DECISIONS ABOUT RECRUITING
The decisions that are made about recruiting help dictate not only the types and numbers of applicants, but also how difficult or successful recruiting efforts may be. Figure 2-1 shows an overview of the recruiting decisions. Recruiting involves identifying where to recruit, whom to recruit, and what the job recruitment will be. One key consideration is deciding about internal versus external arches that must be made.
Figure 2-1 Recruiting Decisions
Internal Versus External Recruiting
ctgBoth advantages and disadvantages are associated with promoting from within the organization (internal recruitment) and hiring from outside the organization (external recruitment) to fill openings. Most organizations combine the u of internal and external methods. Oppap是什么意思rganizations that operate in a rapidly changing environment and competitive conditions may need to place a heavier emphasis on external sources in addition to developing internal sources. However, for organizations existing in environments that change slowly, promotion from within may be more suitable.
Internal Recruiting
Internal recruiting means focusing on current employees and others with precious contact with an employing organization. Friends of prent employees, former employees, and previous applicants may be sources. Promotions, demotions, and transfers also can provide additional people for an organizational unit, if not for the entire organization.
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sprayerAmong the ways in which internal recruiting sources have an advantage over external sources is that they allow management to obrve the candidate for promotion (or transfer) over a period of time and to evaluate that person’s potential and specific job performance. Also, an organization that promotes its own employees to fill job openings may give tho employees added motivation to do a good job.
百朗英语听力下载Job Posting and Bidding
The major means for recruiting employees for other jobs within the organization is through job posting and bidding, whereby the employer provides notices of job openings and employees respond by applying for specific openings. The organization can notify employees of job vacancies by posting notices via e-mail, or in some other way inviting employees to apply for jobs. Job posting and bidding systems can be ineffective if handled improperly. Job generally are posted before any external recruiting is done. The organization must allow a reasonable period of time for prent employees to check notices of available jobs before it considers external applicants.
