The Ideal Staffing Officer Case Study

2019 Words9 Pages
TABLE OF CONTENTS TABLE OF CONTENTS 1 EXECUTIVE SUMMARY 2 INTRODUCTION 2 HUMAN RESOURCE 3  PERSON-ORGANIZATION (P-O) FIT: 3  PERSON-JOB (P-J) FIT: 4  RECRUITMENT SOURCES: 4 • INTERNAL SOURCES: 5 • EXTERNAL SOURCES: 5 CONCLUSION: 7 REFERENCES: 8 EXECUTIVE SUMMARY This report entirely focuses on The Ideal Staffing Officer case study where I try to critique the reasons that the same recruitment sources can be used for several industries but may or may not be used for every role. Also, the reason to Georgia’s failure in recruiting the right people to work at AutoAccess in spite of being a staffing specialist. This report also stresses on the importance of matching people to the organization’s culture along with the need to…show more content…
The HR managers need to undertake all the responsibilities in relation to the organizations goals-whether that’s recruitment, termination, appraisals, training or development of the policy. In Human resource planning, it is always vital to remember to match the future requirements with the supply of labor today so as to provide appropriate training and development. “Charged with finding and attracting the best employees to an organization, recruiting has extraordinary potential to infuse an organization with talented and passionate employees (Vallerand & Houlfort, 2003)”. “Recruiting research focuses on what types of recruiting messages and what recruiting sources will attract high quality applicants (Barber, 1998)”. However, a candidate who is interested in the job would read the message in a different way like the duties, tasks and the goals of the company as compared to those who would look at the message just to pay their bills. The recruiters should scan through the employees in various way in order to pick the right candidate whose skill sets match the demand of the job rather than the most appealing personality traits (for example, fun-loving). PERSON-ORGANIZATION (P-O) FIT: Kristof (1996) defines person-organization (P-O) fit as the relationship between the people and the organization when both fulfill each other’s needs. Chatman (1989) suggested that value similarity was a crucial aspect of P-O fit since values are “fundamental and enduring aspects of
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