Staffing System For A Job

To make a valid and reliable assessment of my candidate’s performance I get my candidate to produce work evidence to support there claim, to complete a Task Statement and I then type out the Observation which will backup the task which they completed and also to reference the criteria/elements which they successfully matched.

Identify two (2) types of staffing models that could apply to your chosen scenario and determine which model would be best suited for efficiency, productivity, and possible future growth. Examine the significant effect of each identified staffing model on processes that may be occurring within the organization (e.g.,

Staffing is the achievement of organizational goals through the effective and efficient deployment of people. Staffing deals with people as a resource in the organization. It is more than a department called human resources or the personnel department (Reilly, Minnick & Baack, 2011).

Staffing versus resources is the balance that all organisations face the challenge of meeting and with the current downward trend of budgets it is becoming increasingly the case that this is the main driving force for change of team makeup and of the people that are working within those teams. More is being expected of the individual members of the team in place and for managers to have to make their case for recruitment within a tight decision making framework.

Markers must mark each of the attributes and competencies globally. Judgment must be used in assessing the competencies exhibited in the candidate’s response and assigning a mark for each competency. Guidelines for weighting the various attributes are indicated throughout the assessment guide.

Examine two ways that companies can recruit qualified job applicants. Determine which method may be most effective and predict how it could benefit the company when hiring new employees.

The three questions that need to be addressed within staffing planning are how many people should be recruited, what resources are needed, and how much time will it take to hire employees ( Phillips & Gully, 2015). In regards to how many people should be recruited, it has been suggested that by having more applicants, it allows an organization to be more selective. This can allow the company to identify the candidate who will be the best fit for the position as opposed to hiring the only applicant who applies. Phillips & Gully (2015) mention that staffing yields are the best source of information for determining how many people to recruit and it comes from data being collected during a company’s previous recruiting efforts. Also, one way is

Specify two (2) ways that you would measure whether current employees exhibit the key job performance behaviors. Propose two (2) methods that you could use to inform employees of the new performance standards.

From reviewing the above charts, we see that Maria scored the lowest of the three applicants, 70.5/100, Dave scoring second with 74/100, and Norrecia scoring the highest with 82/100. For this reason we will be selecting Norrecia for the RLC position. When you look at the scores across question 1, we see 10,14.5, 13 as the cumulative scores for the answer, which then are added and divided by 3, 37.5/3= 12.5. This mean of 12.5 is a very good in relation to the scores per applicant: 12.5-10= 2.5, 12.5-14.5= -2 and 12.5- 13= -.5, as they add to the interview questions reliability and consistency. Likewise, if you look at the scores per evaluator, for example, evaluator 1, we see 23, 22.5, and 20, which when added and divided equal to a mean of, 65.5/3= 21.83; 21.83-23= -1.17, 21.83-22.5= -.67, and 21.83-20= 1.83. With scores that are +/- 2.5 we find reliability and consistency, if we were finding +/- 3 or higher it would suggest that there is something wrong with the question or the way that it was evaluated. Question 2 is a perfect example of this, where we see 14.5, 7.5, and 12; without even doing the calculations you can see there is a greater discrepancy in the scores. The mean is calculated to be, 34/3= 11.3; 11.3-14.5= -3.2, 11.3-7.5= 3.8, 11.3-12= -.7. Question 2 asks “what do you bring to STMUR” which is a very subjective question, and can explain, at least partially, why there is such a difference in scores. A scenario question on the other hand, like question 5, is much

Over the past four years I've attended several different camps. I've been a camper at Knox Scout Reservation, Camp Woodruff, and Camp Cherokee. I liked the staff at Knox so much that I decided to become a staff member. I enjoyed being on camp staff so much that I decided to experience staffing in a brand new environment. I discovered Camp Alexander in Colorado Springs, Colorado and had an amazing time. I love being apart of a staff family and want to be apart of the Four Winds staff

Specify two (2) ways that you would measure whether current employees exhibit the key job performance behaviors. Propose two (2) methods that you could use to inform employees of the new performance standards.

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.

b) Explain what competency frameworks are, and what what competences are typically included in such frameworks.

There are major challenges confronting the workforce program managers and executives that are focused on staffing. In this area a common language must be ensured to support hiring practices. The lack of common words and definitions can cause serious communication concerns between program managers and suppliers of benchmarking workforce programs across organizations. In order to help prevent these issues, lexicon suggests a set of “working definitions to be use by program managers (American Staffing Association 2015, para.1).

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