Importance of Staffing in Organizations Essay

A competent criterion-related validation study should be based on a sample that is reasonably representative of the work and candidate pool. Some example of tests that Tanglewood can to conduct and used for employment

This assessment is evaluated and analyzed by trained professionals so the room for error is very limited. These professionals analyze the job requirements, test results and advise whether the applicant will be an acceptable candidate for the job opening. They will help find the appropriate fit for the job, department, and

Staffing has always been considered as the foundation for organizations' growth, development, survival, and competitive advantage. A successful staffing process may require effective advance preparation and planning in order to address support services required to advance organizational goals and workforce planning. Having read through the company's (Tanglewood) overview and job descriptions for the various positions, I think this topic offers an opportunity to explore some of the theoretical aspects of staffing organizations model in recommending some effective and efficient ways of employing the best personnel to fulfill the company's goals. The staffing plan or model to be used for this company is intended to monitor and control human capital

Recruitment and selection tests “aim to provide a potential employer with an insight into how well you work with other people, how well you handle stress, and whether you will be able to cope with the intellectual demands of the job” (Psychometric Success, 2013). These tests are split into personality tests and aptitude/ability test. LL would benefit from personality tests for all employees to ensure

In reviewing Tanglewood case study 1, we evaluate all aspects of the company in order to determine which strategic staffing decision would potentially be suitable for meeting the organizations goals and staffing requirements. They’re 13 different staffing strategies which are distributed into two categories. Each one of the strategies is designed in a format of this one verses that one concept, making it so one would decide which would be best suited for the company. The two strategic staffing decision categories are staffing levels and the other is staffing quality. Staffing levels consist of : Acquire or develop talent, Hire yourself or outsource, external or internal hiring, core or flexible workforce, hire or

In an attempt to improve the chances of securing and promoting high potential individuals for strategic and competitive reasons, organizations have increased the use of assessment measures in the workplace, attracting the scrutiny of the courts and enforcement agencies (Ashe & Lundquist, 2010). These authors posited that the reason for this increased scrutiny arises from the fact that even in spite of the fact that organizations may not harbor a negative or illegal intent, disparate impact, or the unintended negative outcome of a testing measure upon a protected class have been reported. According to these authors, some of the existing statutes that inform the acceptability and appropriateness of selection procedures included Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, and the Age Discrimination in Employment Act of 1967. With that in mind, they outlined the legal and professional standards that have evolved to guide the content and context of assessment applications.

Consider for example a university that is looking to hire 20 faculty members to fill positions within its math and science department from an applicant pool of 125. An assessment is given to identify the most qualified applicants. An optimal study design would use and test predictive validity simultaneously placing the 20 applicants with the best scores in the vacant positions. After 6 months, the hires work performance would be assessed. From there the assessment and work performances (criterion) can be correlated. The result is high reliability and high content validity. Chances for adverse impact are also greatly reduced. This approach also provides verification of job-relatedness of the assessment. It is also difficult for applicants to fake job proficiency which ensures a more positive correlation in the relationship between test scores and job performance.

There are hundreds of tests available to help in the process of screening potential employees. Using selection procedures and test is what helps employers to promote and hire potential employees. Cognitive tests, medical examinations and other test and procedures aid in the process of hiring potential employees.. The use of tests and other selection measures can be a very useful way of deciding which applicants or employees are most competent for a particular job.

For many years, test-score banding has been a prevalent topic among researchers and a method many organizations have relied on as a tool to select applicants. While many researchers have negated the use of banding, specifically SED banding, as an accurate selection procedure, other researchers have supported the method through statistically based evidence and other factors contributing to the idea others have on banding being a poor selection measure. Furthermore, the extensive use of banding throughout organizations and the reasoning behind the use, regardless of the critiques, strengthens the argument that banding is a valid and useful selection procedure.

Staffing is one of the most important things that an organization can do to bring success to the company. Without experienced manpower there are no completed tasks, or quality customer service. If a company hopes to hire qualified individuals, they must be aggressive, and plan a head in order to know the staffing needs of the organization.

Staffing is the process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the organization’s effectiveness and thus is a critical organizational function concerned with the acquisition, deployment, and retention of the organization’s workforce.

The Society for Industrial and Organizational Psychology website states, “from an assessment standpoint, a test is a standardized series of problems or questions that assess a person’s knowledge, skills, abilities, or other characteristics” (What is I-O?, n.d.). Based on my terrifying experience with lie detective test, it would be hard for me to be relaxed enough to take a pre-employment test. Stress would probably be a major issue in my

In this paper the topic of “finding the right staff” will be discussed through research. Many businesses are struggling to comply with staffing requirements and needs. This is a large problem for many different kinds of businesses; whether they are manufacturing, schools, or healthcare. Staffing is a real issue in the healthcare field. This research will focus on the healthcare system and staffing for health care. The focus will be to determine the accuracy of the problem and identify some solutions to the issue.

Human Resource Management is designing management systems to ensure that human talent is used effectively and efficiently to accomplish organizational goals (Mathis & Jackson, 2008). To that end, Human Resource

For many years companies have depended on three basic tools, such as résumés, interviews and references to gather qualified candidates. These sources are commonly used in a day to day basis but have proven to be inadequate for consistently selecting good employees. When it comes to hiring and selecting you want to use productive tools to help determine the best decision possible. Using the incorrect tools to hire and test potential candidates causes employee turnover and retention. Companies need to understand what pre-employment assessments are and why they are effective. I will be discussing the best means of hiring and testing new employees. Exploring what other companies are doing in hiring and testing, accessing the positives and negatives of each, and lastly offering recommendations to our department.