Recruitment & Selection:

HUMB 313

Learning Outcomes

1. Define staffing
2. Review the 2 Major Staffing
Models
3. Assess Staffing Systems
Components
4. Appreciate Staffing outcomes
strategically

Recruitment & Selection:

HUMB 313

Overview

Humans are at the core of any

advancements in the world today
Many
of
the
advancements
in
technologies have been the associated
with
development
of
business
organizations in a global scale and these
organizations are driven by highly
effective workforce
People are the hearts of organizations
and the success and failures of these
organizations rely entirely on the
capabilities of organizations to plan,
organize, execute and control resources
effectively as well as efficiently and since
humans are the core of developments
and breakthroughs, managing them is
vital in pursuing organizational success

Recruitment & Selection:

HUMB 313

Overview

There has always been a need from the

education point of view to equip
workforce with up to date knowledge
on how to be more effective and
efficient. Hence, the need for detailed
structured courses that suits the need
of organizational workforce must be
develop tailored to the needs of the
Malaysian workforce
Therefore this particular course (HUMB
313) is a dedicated structured course
design to help students develop the
needed skills to better manage the
recruitment of people into
organizations.

Recruitment & Selection:

HUMB 313

Definition

Staffing is the process of acquiring, deploying, and

retaining a workforce of sufficient quantity and
quality to create positive impacts on the
organizations effectiveness.

Recruitment & Selection:

HUMB 313

Implication of Definition
Acquire, Deploy, Retain

Acquisitions activities involve external

staffing systems that govern the initial
intake of applicants into organizations.

Involves planning for the numbers and types

of
people
needed,
establishing
job
requirement in the form of KSAOs needed to
perform the job effectively, establishing the
types of rewards the job will provide,
conducting recruitment campaigns and
deciding the right applicant to take in.

Recruitment & Selection:

HUMB 313

Implication of Definition

Deployment refers to the placement of new

hires on the actual job they will hold. Also,
guiding the movement of current employees
throughout the organization through internal
staffing systems that handle promotions,
transfers and new project assignments for
employees.
Retain systems seek to manage the flow of
employees out of the organization. Can be
voluntary or involuntary. The objectives is to
retain the best capable employees by using
intervention strategies.

Implication of Definition

Recruitment & Selection:

HUMB 313

Staffing System
Staffing is a process that establishes and governs the
flow of people into, within and out of the organization
The system includes, planning, recruitment, selection,
decision making, job offer, and retention systems.
Quantity and Quality
Both are important. The quantity element refers to
having enough man power at a certain time to let the
organizations behave more effectively towards the
demands of the industry.
The quality element entails having people with the right
KSAO so that jobs are performed in the way it should
have.
Organization Effectiveness
All the above will then contribute to organizational
goals such as survival, profitability and growth.
Conclusively, it is important to always have the right
system that allows the organization to have the right
number of people with the right skills and at the right
time.

Recruitment & Selection:

HUMB 313

Staffing Models
Staffing Quantity
The organization as a whole will forecast workforce quantity requirements
and then compare that forecast with the quantity that it currently employs.
There are two outcomes of this model whereby the first condition is that
the organization is understaffed and the other situation is that the
organization is overstaffed.
Ultimately, according to this model, organizations must find a fit between
overstaffed and understaffed so that their human resources will move more
effectively towards achieving organizational goals.

Recruitment & Selection: HUMB 313

Staffing Models
Staffing Quality: Person/Job Match
Aim is to align characteristics of individuals and jobs in ways that will result in the
desired goals.
Jobs are characterized by the KSAOs needed in order for it to be performed
accordingly and achieved its main objectives.
When recruiting, there is a need to understand the characteristics of the job and
ultimately find the right person that has all the KSAOs as per required for that
particular job.
The success of managing this system of job match is defined by few criteria such as
performance of the hired worker, retention, attendance and satisfaction of that
particular worker. From the organizations point of view, the job will be accomplished
as desired by the organizations.

Recruitment & Selection:

HUMB 313

Staffing Models
Staffing Quality: Person/Organization Match

Aim is to align characteristics of individuals and the organization that they are
joining. The focal point of this model is matching not only the KSAO
(person/job match) but also involved four other matching concerns which are
organizational values, new job duties, multiple jobs and future jobs.

Recruitment & Selection:

HUMB 313

Staffing Quality: Person/Organization

Match

Organizational values are norms of desirable

attitudes and behaviors for the organizations
employees. Examples include, honesty and
integrity, achievement and hard work and
concern for fellow employees and customers.

New job duties represent tasks that may be

added to the target job over time. Applicants
probably will be expected to evolved with the
job overtime.

Recruitment & Selection:

HUMB 313

Staffing Quality: Person/Organization Match

Multiple jobs refers to the ability of hired

employees to perform multiple jobs. This happens
especially in small and medium businesses
whereby an employee might be expected to carry
out similar job to what of theirs. Example would
be that HR executive might be required to
perform all the pillars within the human resource
category such as compensation, OSH, training
etc.
Future jobs represent forward thinking by the
organization and the person as what job
assignments the person might assume beyond
the initial job. In this case, new hires are expected
to be able to perform future assignment that
might not be apart of their job description at the
point of appointment.

Recruitment & Selection:

HUMB 313

Staffing System Components

Staffing incorporate s management of the flows of people into, within as well

as retaining them.
The core of the process has several components that represent steps and
activities that occur overtime. The figure shows the components and the
general sequence in which they occur.
Staffing begins with a joint interaction between the applicant and the
organization. The applicant seeks the organization and job opportunities and
also the organization seeks applicants for job vacancies it has.
Both the applicant and the organization are thus involved as players in the
staffing process from the beginning to the end.

Recruitment & Selection:

HUMB 313

Staffing System Components

Recruitment
The first stage is recruitment whereby
identification and attraction activities by both
the organization and the applicant.
Selection
The second stage is the selection stage. Also
both perspectives are evaluated. Organization
will use methods such as interviews and tests
to evaluate the applicants KSAOs and the
applicant is also collecting information about
the organization through the organizations
reps in the interview sessions.
Employment
The third stage is the employment whereby it
involved decision making to offer
(organizations point of view) and to receive
offer (the applicants point of view)

Staffing Organizations Model

Organization
Mission
Goals and Objectives

Organization
Organization Strategy
Strategy

HR
HR and
and Staffing
Staffing Strategy
Strategy

Staffing Policies and Programs

Support Activities
Core Staffing Activities
Legal compliance

Recruitment:

Planning

Selection:

Job analysis

Employment:

External, internal

Measurement, external, internal

Decision making, final match

Staffing System and Retention Management

1-15

1-15

Recruitment & Selection:

HUMB 313

Staffing Organizations

This model depicts that the organizations

mission and goals drive both the organization
strategy and HR staffing strategy, which
interacts with each other when they are being
formulated.

Staffing policies and programs result from such

interaction and serve as an overlay to both
support activities and core staffing activities.

Employee retention and staffing system

management concerns cut across these
supports and core staffing activities

Finally, though not shown in the model, staffing

levels and staffing quality are the key points for
staffing strategy, policy and programs.

Recruitment & Selection:

Staffing
HUMB 313

Organizations

Organizations, HR and Staffing strategy

Organizations formulate strategy to express an
overall purpose that will guide the organization
toward fulfillment of its mission
Then the size of the organization will be
determined based on theses missions
(quantity) and also the KSAO needed to
achieved these mission (quality)
Staffing strategy is an outgrowth of the
interplay between organization strategy and
the HR strategy whereby it deals directly with
key decision as to have the right number of
people with the rights KSAOs at the right time.

Recruitment & Selection:Staffing

HUMB 313

Organizations

Support Activities
Legal compliance represents knowledge of the
myriad of laws and regulations governing staffing In
Malaysia, akta pekerja 1955 is the main source of this
activity.
Core Staffing Activities
This focuses on recruitment, selection and
employment of the workforce. Accomplishment of
this will require multiple plans, decisions and
activities ranging from methods to use,
communication with potential applicants and job offer
packages.
Staffing and Retention System Management
The purpose of this activity is to retain the capable
employees with the assumption of new recruits might
be more costly to attain and train whereby the
existing capable employees are much effective and
efficient. Therefore it is very important for
organization to manage this retention management
system.

Recruitment & Selection:

HUMB 313

THE END