Importance of Staffing in Organizations Essay

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Importance of Staffing in Organizations

Staffing has been an important aspect in all types of organizations’ development. More and more companies have noticed a good 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 assist the company to stay more competitive within the industry. According to the definition by Dr. Green, “staff is the process of identifying work requirements within an organization; determining the number of people and the skills necessary to do the work; and recruiting, selecting and promoting the qualified candidates. It is the selection process of
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Organizations could select one or more of these tests, but they have to be careful of the reliability and validity of all the results. Some results might be different depending on the environment of the testing area, or the relationship between the applicants and their previous employer/manager.

Many organizations depend only on the result of the test without taking the reliability and validity into considerations, which that might lead to in hiring the wrong people. What is the difference between reliability and validity? “Reliability is the consistency and the stability of a selection measurement and validity is the degree to which a measure predicts on-the-job performance” (Green, 2003). For instance, the consistency of a test is made for to measure reliability and what kind of method to use to test the candidate is to measure validity. Since reliability and validity are both important aspects in the selection process, let’s look at several methods that are used in today’s industries.

College Grade Point Average (GPA) is one of the areas that employers look at and might weighted heavily in the selection process. According to a study, “grades have a fully corrected validity in the mid .30s for predicting job performance”(Roth, BeVier, Switzer, & Schippmann, 1996) and “a validity for .20 for predicting starting salary” (Roth

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