Meeting Challenges of Effective Staffing
A REPORT ON
MEETING THE CHALLENGES OF EFFECTIVE STAFFING
(RECTUITMENT SOURCES, TYPES AND CHALLENGES)
TABLE OF CONTENTS
INTRODUCTION 3
RECRUITMENT 3
SOURCES OF RECRUITMENT 4
NON TRADITIONAL RECRUITING 5
EXTERNAL VERSUS INTERNAL CANDIDATES 6
RECRUITING PROTECTED CLASSES 6
PLANING THE RECRUITMENT EFFORT 6
CONCLUSION 7
REFERENCES 7
INTRODUCTION
Modern organizations are facing tremendous challenges in the process of staffing as they need to streamline the increased knowledge work, competition of applicants, shortage of labor, workforce diversity (Ployhart, 2006). Even though there is a large need for effective staffing practices it is seen that staffing research is been neglected or sometimes misunderstood by the organizational decision makers. To solve these issues staffing professionals need to know the challenges to develop their focus on individual level selection and recruitment processes at an organizational level (Ployhart, 2006).
Human Resource Planning (HRP) is referred to as the process an organization uses to ensure that it has the right amount and the right people to deliver a particular level of output or service in the future (Gomez-Mejia, Balkin, Cardy, 2007). HRP needs to effectively plan their labor resources so as to make a balance between the labor supply and demand. Here labor supply refers to the availability of workers with necessary skills which an employer wants and labor demand refers to the number of workers and organization needs. So organizations need to effectively plan HR resources so as to bake a balance between the human capital supply and demand.
Organizations failing to conduct effective HRP will not be able to meet the future demands for human capital or may leaf to significant financial cost. Therefore HRP includes major tasks such as effectively planning the recruitment, selection and hiring processes through which organizations will have
MEETING THE CHALLENGES OF EFFECTIVE STAFFING
(RECTUITMENT SOURCES, TYPES AND CHALLENGES)
TABLE OF CONTENTS
INTRODUCTION 3
RECRUITMENT 3
SOURCES OF RECRUITMENT 4
NON TRADITIONAL RECRUITING 5
EXTERNAL VERSUS INTERNAL CANDIDATES 6
RECRUITING PROTECTED CLASSES 6
PLANING THE RECRUITMENT EFFORT 6
CONCLUSION 7
REFERENCES 7
INTRODUCTION
Modern organizations are facing tremendous challenges in the process of staffing as they need to streamline the increased knowledge work, competition of applicants, shortage of labor, workforce diversity (Ployhart, 2006). Even though there is a large need for effective staffing practices it is seen that staffing research is been neglected or sometimes misunderstood by the organizational decision makers. To solve these issues staffing professionals need to know the challenges to develop their focus on individual level selection and recruitment processes at an organizational level (Ployhart, 2006).
Human Resource Planning (HRP) is referred to as the process an organization uses to ensure that it has the right amount and the right people to deliver a particular level of output or service in the future (Gomez-Mejia, Balkin, Cardy, 2007). HRP needs to effectively plan their labor resources so as to make a balance between the labor supply and demand. Here labor supply refers to the availability of workers with necessary skills which an employer wants and labor demand refers to the number of workers and organization needs. So organizations need to effectively plan HR resources so as to bake a balance between the human capital supply and demand.
Organizations failing to conduct effective HRP will not be able to meet the future demands for human capital or may leaf to significant financial cost. Therefore HRP includes major tasks such as effectively planning the recruitment, selection and hiring processes through which organizations will have
References: [1] Luis R. Gomez-Mejia, David B. Balkin, Robert L. Cardy (2007), Managing Human Resource, Pearson Education, Inc. New Jersey. [2] Robert E. Ployhart (2006). Staffing in the 21st Century: New Challenges and Strategic Opportunities, Journal of Management, Vol. 32, No. 6, 868-897 (2006) [3] Meeting the challenge: Recruiting and Retaining Teachers in Hard-to-Staff Schools, American Federation of Teachers, AFL-CIO (AFT) 2007, Available at: www.aft.org/pubs-reports/downloads/teachers/h2s.pdf, accessed on 25th November, 2009. [4] Dave Ulrich, Wayne Brockbank (2005), The HR Value Proposition, Harvard Business School Press. [5] Arif Hassan (2007). Human resource development and organizational values, Journal of European Industrial Training, Vol. 31 No. 6, 2007, pp. 435-448 [6] Bratton and Gold (2007). Human Resource Management, Palgrave Macmillan, 4th Edition, 2007. [7] Kathy Douglas, Karlene Kerfoot, Applying a System Thinking Model for effective Staffing, available at: http://www.mylawagnerpr.com/documents/SystemsThinking.pdf, accessed on 26th November 2009.