Alignment of Staffing and Organizational Strategies

Running Head: ALIGNMENT OF STAFFING AND ORGANIZATIONAL STRATEGIES

Devry University
Keller Graduate School of Management (KGSM)
HR 594
Strategic Staffing
Instructor: Dr. Jennie Wong, EdD, MBA, SPHR
12/11/2009

Alignment of Staffing Strategies with Organizational Strategies

By
Carlos Molina
[e-mail]
Human Resources Alumni
Keller Graduate School of Management (KGSM)

Table of Contents Abstract 3 Introduction 4 Concepts 6 Staffing Strategies 6 Importance of Staffing Strategies 6 Organizational Strategies 7 Importance of Organizational Strategies 7 The Problem 7 HR594 Topical Area 8 Causes 10 Staffing Quantity: Levels Approach 11 Staffing-Proactive Perspective 12 Solutions 12 Focus on issues, not organization. 12 Define issues on an ongoing basis, don’t create an event. 13 Focus on planning and acting, not reporting 13 Reflection 14 Bibliography 16

Abstract Companies that hire personnel without proper planning or companies that use an individualistic approach (one manager making the entire decision) fail to produce effective short and long term results, because their staffing strategies are not aligned to those of the company; they respond to the decision of a single person (the manager). There is a difference on what makes sense for one single manager and what makes sense for the entire organization, while a manager may just want to contract an employee for a short term assignment, the company may want to fill the temporary position internally in order to cross-train employees, this is the main reason staffing strategies need to be aligned with organizational strategies.

Introduction
Staffing decisions come into play in almost every department of an organization. In an average company, several managers at different levels and even supervisors are responsible for making hiring decisions; however in order to do so effectively, they certainly need additional information. Most of the

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