Staffing is one of the major components of any organization; the human resource is responsible for the daily activities and business of the organization. Therefore, it is the duty of the human resource management department to recruit qualified and competent staff. Strategic staffing refers to the process of getting employees into and out of the organization based on the needs and goals of the organization (Greer et al., 2015). It’s normally future oriented and aims at enhancing the effectiveness of the organization in pursuit of success in its goals and business strategies. The components of strategic staffing are outlined as follows.
One is workforce planning, and this entails forecasting the future employment needs of the organization. It also involves availing employees to execute the organization strategies (Phillips & Gully, 2015). Workforce planning is essential because it takes into account the current and future employment needs of the organization. The second component is sourcing talent; it refers to establishing qualified individuals among the many from the labor market. Sourcing talent is critical to an organization since it enables an organization to identify the best recruits who will fit into the organization’s strategy. Thirdly is talent recruitment, this refers to decisions and practices within the organization that determines the number of employees willing to take up job opportunities within the organization (Phillips & Gully, 2015). The benefit of this component is that the company gets the right type and number of staff to undertake certain specific tasks in the organization.
The fourth element is talent selection, refers to the process of evaluating job applicants and settling on whom to employ. It involves pre-screening, interviews as well as psychometric tests (Phillips & Gully, 2015). The importance of this component to an organization is its ability to get the right employees to enable it realizes its goals and objectives. The fifth element is the talent acquisition, and it is defined as the process of coming up with job offers that attract potential employees. It is a vital staffing component that ensures the organization does not overspend on employment contracts. The sixth element is talent deployment; this refers to assigning employees with particular skills to specific roles and jobs within the organization that match their skills (Phillips & Gully, 2015). The importance of this is that it enhances the productivity of the company since every employee gets assigned to roles that they best fit and have passion for the undertaking. Lastly is retaining talent, involves managing and developing careers of employees. It is vital to keep high performing employees since it is expensive to recruit and train a new workforce to the organization. Retaining talents, therefore, saves money for the organization.
Conclusively, strategic staffing is more beneficial than traditional staffing. It enables the organization to get a quality workforce, develop, retain and utilize employees who have desired skills and competence to meet the current and future organization needs.
References
Greer, C. R., Carr, J. C., & Hipp, L. (2015). Strategic Staffing and Small‐Firm Performance. Human Resource Management.
Phillips, J. M., & Gully, S. M. (2015). Strategic staffing. Pearson.
