Saturday, March 23, 2019

Importance of Staffing in Organizations Essay -- Business Management S

Importance of Staffing in Organizations Staffing has been an authorised aspect in all types of organizations development. More and more companies stool noniced a solid staffing plan could increase productivity and reduce operation costs in terms of lower turnover rate and transition costs. Good staffing could be able to minimize cost in order to maximize profit, because it could attend the company to stay more competitive within the industry. According to the commentary by Dr. Green, staff is the process of identifying work requirements within an organization find out the number of concourse and the skills necessary to do the work and recruiting, occupying and promoting the qualified candidates. It is the selection process of screening and hiring new employees, which includes functions like resume reviewing, interview, drug testing, judgment testing, and background check (Green, 2003). Different companies prepare different strategies in how to select their candidates. Depe nding on the size, geographic and industry etc, so that their strategies could be very different. thitherfore, angiotensin-converting enzyme specific staffing plan exponent work for one company, but it might not work for another. In staffing an organization or an organizational unit, it is important to consider its developmental stage-embryonic, high growth, mature, or aging-in order to align staffing decisions with melodic phrase strategy (Cascio, p.268). In the 21st century, due to the reason that new technologies have been invented and improved. That had lead to many organizations change its behavior in terms of the bearing they deal with customers, suppliers, business partners and employees. Without a careful selection, organizations often hire people that do not fit the job or it is just not the type of work the employee wants to do. There are people who could not come about up with the technology trend working in a built in bed where new technologies always come into pl ace. There are people who could not deal with other people, or with no patient working as a teller in the bank, or going into the teaching field. There are so many different examples in todays world where people apply for jobs that they could not be successful, or in many cases that organizations hire people who do not have the qualifications for the job. Organizations have encountered some problems that associated with which method to use in the selectio... Decisions. Journal of Applied Psychology, 83(4), 634-644. vanguard der Zee, K.I., Bakker, A.B. & Bakker, P. (2002). Why are Structured Interviews so Rarely Used in Personnel Selection? Journal of Applied Psychology, 87(1), 176-184.Brket, M.D., & Motowidlo, S.J. (2002). Effects of Procedure and resolution Accountability on Interview Validity. Journal of Applied Psychology, 87(1), 185-191.Roth, P.L., & Bobko, P. (2000). College Grade flush Average as a Personnel Selection Device social Group Differences and Potential Adv erse Impact. Journal of Applied Psychology, 85(3), 399-406.Gardner, R. (1998). How well do you really know whom you hire? The CPA Journal, 68(3), 62-65.Brown, B., & Campion, M.A. (1994). Biodata phenomenology Recrutiers perceptions and use of biographical info in resume screening. Journal of Applied Psychology, 79, 897-908.Roth, P.L., BeVier, C.A., Switzer, F.S., & Schippmann, J.S. (1996). Meta-analyzing the relationship between grades and job performance. Journal of Applied Psychology, 81, 548-556.Roth, P.L., & Clarke, R.L. (1998). Meta-analyzing the relationship between grades and salary. Journal of Vocational Behavior, 53, 386-400.

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