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Staffing System Management
This discipline pertains to how an organization effectively implements processes and policies to deal with employee attrition. An organization that puts a significant effort to align its staffing management with its goal will definitely produce an efficient and productive workforce. Beyond an effective process, an organization should also consider employing technologies in managing its workforce as well as it employee’s development, promotion, training and performance reviews. The technology market has a bag full of available technology that can match an effectively defined process that include human resource management application, enterprise resource planning, personnel scheduling system, project management application, as well as scheduling and calendar applications .
Effective Human Resource Staffing System
Beyond the sophistication of implementing technology in automating the process of staffing within an organization, it is the responsibility of the human resource to define and implement efficient and effective process of acquiring staff. Its goal should include recruiting the best talent in the market, expanding and retaining the work force and fostering a reputation that your company is the best choice as an employer. In order to do this, the organization must carefully look into its process of recruitment and selection, compensation and benefits, performance management as well as development and promotion.
The recruitment and selection process include the releasing advertisements, career opportunities, scouting for applicants, getting the new hires on-board and preparation of orientation materials. In this element of staffing system, it is critical to have an understanding of job descriptions and qualifications when selecting a candidate. Furthermore, a company’s ability to attract the more eligible and qualified candidates depend on its designed compensation and benefits packages. It is imperative that there is a constant review of policies with regard to compensation and benefits to ensure that it is still competitive within the industry. It is equally important that annual employee performance or appraisal sets the company’s standard in terms of managing the staff. This management put the all the employee actions from defining their job expectations to enhancing their skills and talents for promotion. These promotions range from providing essential skill trainings to nurturing the ability of employees to lead. This development system ensures that while your employees devote their time within your organization, a lot of room for improvement is available for them, making them want to stay within the organization at the same time, making the organization as the choice for employment .
Federal Requirements and Legal Issues
Organizations employing its staff system management must take into account the legal issues and federal requirements associated with it. These requirements and issues revolve around record keeping practices, reports and privacy, audits, training for employees and managers as well as dispute resolution.
In terms of record keeping, there is wide range of information used, recorded, generated and disclosed. Among this information include personal information, KSAO, medical information, performance appraisal and changes in employment status. Maintenance of this data is important for legal compliance purposes. The federal, state and national laws identify what information should keep and how long these records should be available. Keeping these records will allow an organization to explain and validate their decisions in case of legal challenge. The law recommends that an organization should create two sets of records. One of which is the employee’s personnel file, and the second record should contain documents that does not relate to staffing decisions. Examples of the second record include medical information and information about the endorsement to work. In order to rule out legal issues, the company should conduct periodical audit of review the degree of compliance of the organization to the law. This procedure forces an organization to specify and study its staffing practices and compare it against the current practices within the industry. An organization may have its own legal counsel to assess the company. Otherwise, a company may have its human resource department review its process and consult a legal counsel with regard to its findings .
It is also part of the compliance requirements and employment law that employees and managers must go through trainings for enhancement of their skills and talents. This practice has become part of an organization’s defense for litigation as part of an essential human resource activity. The employment law mandates that training should become available for all members of an organization. There should also be available basic training for harassment and discrimination, while trainers should have expertise in the employment practice and law. Training materials should also be substantial enough for the employees to have basic familiarity on their rights and employment practices . In case of dispute, organizations should understand and offer alternative dispute resolutions ranging from negotiation, fact-finding, peer review, mediation and arbitration. Depending on the complexity of the situation, it is the responsibility of the organization, as part of the staffing system, to find a way to resolve issues between the company and its employees.
Works Cited
Carlson, K., & Connerley, M. (2003). The Staffing Cycles Framework: Viewing Staffing as a System of Decision Events. Journal of Management, 51-78.
Heneman, J. (2006). Staffing Organizations, 5th ed. New York: McGrawHill Comapnies.
International Civil Service Commission. (2001). A Framework for Human Resource. United Nations Press.
Ray, L. (2014). The Effects and Importance of a Staffing System on Organization Development. Retrieved from Chron: http://smallbusiness.chron.com/effects-importance-staffing-system-organizational-development-15530.html
