Strategic Staffing Chapters 1-6

851 Words Nov 5th, 2014 4 Pages
Chapter 1
- Why is staffing important?
- Staffing for competitive advantage – employees affect the CA Staffing therefore plays a central role in creating and enhancing any organization’s competitive advantage
- What is strategic staffing? Future-oriented and goal-directed ways, support business strategy and enhance organizational effectiveness. Into, thru, out.
- Traditional staffing: reactive, no improvement; Strategic – aligned
- Seven components of strategic staffing: workforce planning, sourcing, recruiting, selecting, acquiring, deploying, retaining
- Primary staffing goal is to match the competencies, styles, values, and traits of job candidates with the requirements of the organization and its jobs.

Chapter 2
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- focus on which job?
-investment or cost?
- centralized or decentralized?

Chapter 3
- BFOR: question of rationale, good faith, reasonable necessity
- Employment Equity: women, visible minority, disabled, aboriginal
- Employment standards act

Chapter 4
- Job analysis – aspects of job and characteristics of workers = job description & person specification
- Job-worker match: job requirements – KSAO; rewards – needs and wants
- Competency modeling- a job analysis method that identifies the necessary worker competencies for high performance
- competency-based job description: Enhances a manager’s flexibility in assigning work, Lengthens the life of a job description, Can allow firms to group jobs requiring similar competencies under a single job description
- competency: ksao, underlying characteristic of an individual contributing to Job or role performance and Organizational success
- strategic HR reasons for doing competency modeling: Create awareness and understanding of need for change in business, Enhance skill levels of workforce, Improve teamwork and coordination
- job reward analysis
- employee value proposition (EVP): magnitude, mix, distinctiveness
- Job reward dimensions: amount, differential, stability

Chapter 5
- workforce planning- employment needs, foundation of strategic staffing
- business strategy? philosophy, staffing decisionsworkforce analysis (demand and supply)forecasts, action plansrevise plans
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