Sample Hr Management Paper on Staffing Process

Staffing Process

An effective recruiting procedure is essential for effective staffing system. According to Burkholder, Edwards and Sartain (2003), the staffing process is classified into several stages, which include “planning, recruitment, application intake and processing, interviewing, selection, and new hire processing” (p. 162). Planning is quite essential in staffing process, as it enables the organization to know how much to spend on new recruits, as well as how to fit them in the job descriptions. Recruitment process is quite expensive, thus, organizations should evaluate the number of vacancies in order to set up a well-developed recruitment budget (Heneman, Judge & Kammeyer-Mueller, 2015). Planning should be competent in getting only the right candidates to avoid challenges of volume recruiting. Many applicants are reluctant to relocate from their hometowns; hence, regional recruitment sourcing can produce excellent results. Organizations should be keen on the volume of recruitment, to avoid spending too much on recruitment, as well as taking too much time in interviews. Recruiters should come from various departments to enhance selection process.

Employees are the greatest assets for any organization, as they are capable of being utilized effectively to increase organizational productivity. A skilled workforce is usually termed as a cash multiplier due to its quality and its capacity to enhance the corporate value. According to Shukla (2009), recruiting excellence is the source of positive financial results. Hence, organizations should demonstrate high level of integrity on their human capital. Current employees hold the key element in their valuation, as they have the capacity to draw new talent, in addition to retaining existing one (Burkholder, Edwards & Sartain, 2003). Through direct and indirect savings, organizations can implement staffing management solutions to save on outsourcing spending. In addition, automating low-value administrative errands can assist organizations to save on recruitment, and to enhance recruiter productivity. It is only when businesses focus on being knowledge-based, rather than equipment-based, that the skilled workforce qualify to be a cash multiplier.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

References

Burkholder, N. C., Sr, P. J. E., & Sartain, L. (2003). On Staffing: Advice and Perspectives from HR Leaders. Hoboken: John Wiley & Sons.

Heneman, H. G., Judge, T., & Kammeyer-Mueller, J. (2015). Staffing organizations. New York, N.Y.: McGraw-Hill Education, In.

Shukla, R. (2009). Talent management: Process of developing and integrating skilled workers. New Delhi: Global India Publications.