Week 4 MGT 601 Assignment Updated
Organizational Staffing Process
Shawn Good
MGT 601 The Functions of Modern Management
Dr. Diane Hamilton
May 11th, 2015
Organizational Staffing Process When it comes to an organization’s strategic development human resources planning plays in an important role. However, the use of human resource management or departments in an organization have been missing from the strategic management process (Sheppeck & Militello, 2000). Human resource departments give managers assistance in how to examine the organization in meeting current and future strategic development. Strategic human resources will focus on meeting the employees and management needs for the organization at the same time.
Eight Elements of the Staffing Process One of the keys for a human resource department is to use the eight elements of the staffing process. The eight elements of staffing are: Human Resource Planning, Recruiting, Selection, Orientation, Training and Development, Performance Appraisal, Compensation, and Employment Decisions (Plunkett, Allen, & Attner, 2013, p. 319). First element of the staffing process, human resource planning (Plunkett, Allen, & Attner, 2013, p. 319) is how the human resources department will look to meet the organizations staffing requirements or needs. Human resource planning has four sub-groups or activities within it. Those four are job analysis, human resource inventory, human resource forecast, and compare inventory and forecast (Plunkett, Allen, & Attner, 2013, p. 331). There is a relationship between the four activities of human resource planning and strategic development. This will be discussed later in this paper. The second element of the staffing process is recruiting (Plunkett, Allen, & Attner, 2013, p. 319). Now this is how the human resource managers will look to fill the positions for the organization. Depending on where the organization is at will determine if the human resource managers will hire within or outside the
Shawn Good
MGT 601 The Functions of Modern Management
Dr. Diane Hamilton
May 11th, 2015
Organizational Staffing Process When it comes to an organization’s strategic development human resources planning plays in an important role. However, the use of human resource management or departments in an organization have been missing from the strategic management process (Sheppeck & Militello, 2000). Human resource departments give managers assistance in how to examine the organization in meeting current and future strategic development. Strategic human resources will focus on meeting the employees and management needs for the organization at the same time.
Eight Elements of the Staffing Process One of the keys for a human resource department is to use the eight elements of the staffing process. The eight elements of staffing are: Human Resource Planning, Recruiting, Selection, Orientation, Training and Development, Performance Appraisal, Compensation, and Employment Decisions (Plunkett, Allen, & Attner, 2013, p. 319). First element of the staffing process, human resource planning (Plunkett, Allen, & Attner, 2013, p. 319) is how the human resources department will look to meet the organizations staffing requirements or needs. Human resource planning has four sub-groups or activities within it. Those four are job analysis, human resource inventory, human resource forecast, and compare inventory and forecast (Plunkett, Allen, & Attner, 2013, p. 331). There is a relationship between the four activities of human resource planning and strategic development. This will be discussed later in this paper. The second element of the staffing process is recruiting (Plunkett, Allen, & Attner, 2013, p. 319). Now this is how the human resource managers will look to fill the positions for the organization. Depending on where the organization is at will determine if the human resource managers will hire within or outside the
References: Lawler III, E. E., & Mohrman, S. A. (2003). HR as a Strategic Partner: What Does It Take to Make It Happen? Human Resource Plannin.g, 26(3), 15-29. Plunkett, W.R., Allen, G.S., & Attner, R.F. (2013). Management: Meeting and Exceeding Customer Expectations (10th ed.). Mason, OH: South-Western Cengage Learning. Radford, J. (2004). Managing your compensation expectations in today 's environment: a second look. Nature Biotechnology, 22(7), 925-926. doi:10.1038/nbt0704-925 Sheppeck, M. A., & Militello, J. (2000). Strategic HR configurations and organizational performance. Human Resource Management, 39(1), 5-16. Retrieved from http://search.proquest.com/docview/222112732?accountid=32521