CHAPTER(1

Staffing((Models((
and((Strategy
The$Big$Picture
This%is%a
slide%title
01 Organizations%are%combinations%of%physical,%
financial,%and%human%capital

02 Human%capital
▹ Knowledge,%skills%and%abilities%of%people
▹ Their%motivation%to%do%the%job

03 Scope%of%human%capital
▹ An%average%organization’s%employee%cost%(wages%or%salaries%and%
benefits)%is%over%25%%of%its%total%revenue
▹ Organizations%that%capitalize%on%human%capital%have%a%strategic%
advantage%over%their%competitors
Staffing(
Definition
“Staffing)is)the)process)of)
acquiring,)deploying,)and)
retaining)a)workforce)of)
sufficient)quantity)and)
quality)to)create)positive)
impacts)on)the)
organization’s)
effectiveness”
 IMPORTANCE)OF)
The$Big$Picture

• Sufficient)
STAFFING
numbers)&)type)of)
employee

• Sufficent)supply

• High)quality)
services

• Competitive) IMPORTANCE
advantage

• High)performance)
and)profit
IMPLICATIONS+OF+
STAFFING+DEFINITION
Growth'Process'for'PowerPoint

01 02 03 04
Acquire,+ Staffing+as+a+ Quantity+and+ Organisational
deploy+&+ process+or+ quality+issues effectiveness
retain system
Staffing(Models
STAFFING(
QUALITY STAFFING(
PERSON/JOB( SYSTEM(
MATCH COMPONENTS

STAFFING( STAFFING(
QUANTITY QUALITY
LEVELS PERSON/(
ORGANISATION(
MATCH
Staffing(Quality:(
Levels
Staffing(Quantity:(
Levels
• This%model%begins%with%HR%Planning%process%where%the%availability(
and(the(requirements(are(compared.
• If%the%demand%equals to%supply,%the%organization%is%fully(staffed
• If%the%requirements (demand)(exceeds(availabilities((supply),%this%
means%the%organization%will%be%experience%understaffed(and(vice(
versa
• Being%short(of(workers means%organization%will%have%to%increase%its%
staffing(efforts(such(as(accelerating(recruitment(and(retention(
programs.%
• Overstaffing%projections%signals%to%slow%down%as%such%to%apply%early%
retirements,%layoff%ext.
Staffing(Quality:(
Person/Job(Match
Staffing(Quality:(
Person/Job(Match
• jobs%are%characterised%by%their%requirements%and%rewards
• individuals%are%characterized%via%qualifications%(KSAOS)%and%
motivation
• these%concepts%are%not%new%or%faddish,%this%is%an%enduring%model%
of%staffing
• jobs%are%characterized%by%their%requirements%and%rewards
• individuals%are%characterized%via%qualifications%(KSAOS)%and%
motivation
• these%concepts%are%not%new%or%faddish,%this%is%an%enduring%model%
of%staffing
 Staffing(Quality:(
Person/Organization.Match
Person/Organisation(Match

1
Staffing(Quality:(
Person/Organisation(
Match
• organizational(culture(and(values((norms'of'desirable'attitudes'
and'behaviours'for'organisations’'employees,'e.g.,'honesty,'
integrity,'achievement'and'hard'work)
• new(job(duties((tasks'that'may'be'added'to'target'job'over'time)
• multiple(jobs((flexibility'concerns'? hiring'people'who'could'
perform'multiple'jobs)
• future(jobs((forward'thinking'by'an'organisation'and'the'person'
as'to'which'job'assignments'the'person'might'assume'beyond'the'
initial'job;'long?term'matches'over'the'course'of'transfers,'
promotions)
2
Staffing(System(
Components

3
 Staffing(System(Components
RECRUITMENT
• initial&stage&of&staffing
• identification&and&attraction&activities&
by&both&organization&and&the&applicant
• organization&will&seek&to&identify&and&
attract&individuals
• applicants&attempt&to&identify&
openings&by&reading&job&
advertisements
• applicants&build&in&CVs&with&the&KSAOs&
that&can&be&attractive&to&the&
organization
SELECTION EMPLOYMENT
• assessment&and&evaluation
• use&a&various&selection&technique
• data&will&be&evaluated&against&job&
requirements&to&seeks&for&job&fit
• applicants&at&the&same&time&will&also&
assess&the&organization
• together&(KSAOs,&motivation)&is&
evaluated&against&the&applicants’&
understanding&of&job&requirements&and&
rewards&to&determine&if&a&good&
person/job&match&is&found
• involves&decision&making&
and&final&match
• consider&decision&of&
recruitment&and&rejection&
of&applicants
• applicants&make&decision&
to&accept/reject&the&offer
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Staffing(
Strategy
Definition
Staffing(strategy(involves(
making(key(decisions(
about(acquisition,(
deployment,(and(
retention(of(a(company’s(
workforce.(Such(decisions(
guide(the(development(of(
recruitment,(selection(and(
employment(programs
Importance
! Give(input(to(the(HR(strategy(in(
providing(assumptions(about(the(
size(and(type(of(workforce(that(will(
need(to(be(acquired,(trained,(
managed,(rewarded(and(retrained.
! HR(strategy(seeks(to(align(
acquisition(and(management(of(the(
workforce(with(the(organization(
strategy,(the(fulfilment(of(the(
organization’s(goals.
5
Staffing(Strategy
Staffing(
Levels(((((((
(9(decisions)

13(key( Staffing(
decisions( Quality
(4(decisions)
6
Staffing(
Levels
Acquire(or(develop( National(or(global
talent
Hire(yourself(or( Attract(or(relocate
outsource
External(or(internal( Overstaff(or(
hiring understaff
Core(or(flexible( ShortA or(longAterm(
workforce focus
Hire(or(retain
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 Staffing(
Quality Exceptional or#
Person/job#or# acceptable#
person/# workforce#
organization#
match P E quality

Specific or#
general#
S A Active or#
passive#
diversity
KSAOs
8
 Represent(the(
organization’s(interests

Staffing(
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01
02
Beware(of(conflicts(
of(interest

Ethics
10 03
Remember(the(job(
applicant.

Be(aware(of(an(
organization’s(
ethical(
09 04 Follow(staffing(
policies(and(
procedures
climate/culture
08 05 Know(and(follow(
Seek(ethics(advice
07 06 the(law

Shape(effective( Consult(professional(
practice(with( codes(of(conduct
research(results
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Thank&
3"Infographic"Serpentine"Banners

you!
Faculty"of"Business"and"Management
Universiti Teknologi MARA"Cawangan Melaka
Kampus Bandaraya Melaka
idris424@uitm.edu.my

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