Issues in Organizational Staffing

UPON COMPLETION OF THE COURSE, THE STUDENT WILL BE COMPETENT IN:

• Evaluating the relationship between the sub-processes of the organizational staffing process and relating them to the human resource management process.
• Analyzing and applying the five staffing models to specific situations and considering the advantages and disadvantages of each.
• Comparing and contrasting the thirteen decisions that staffing strategy requires and how ethical staffing practice is established.
• Analyzing and applying to specific situations the provisions of the Uniform Guidelines on Employee Selection Procedures and the various Interpretive Guidelines issued by the Equal Employment Opportunity Commission.
• Illustrating an understanding of protected classes and developing programs, policies, and procedures to assure that they are afforded equal opportunity in the workplace.
• Developing programs, policies, and procedures that assure non-discrimination in recruiting, selecting, and other terms, conditions, and privileges of employment.
• Comparing and contrasting the various means of job analysis and developing job descriptions and job specifications that identify essential job functions and marginal job functions.
• Comparing and contrasting the various approaches for determining the future human resource needs of an organization and constructing a human resource plan utilizing one of these approaches.
• Analyzing statistical and judgmental techniques for forecasting HR requirements and availabilities to include advantages and disadvantages of core workforce, flexible workforce, and outsourcing strategies for different groups of employees.
• Analyzing the relationship between recruiting sources and recruiting methods and developing effective recruiting approaches based on the results of this analysis.
• Differentiating and critiquing employment testing, test validity, test reliability, and various mathematical approaches for determining that an employment test meets federal requirements for use in the workplace.
• Summarizing and constructing competency based job analysis and methods for collecting competencies.
• Comparing and contrasting the different systems for appraising employee and managerial performance and demonstrating knowledge of developing effective performance appraisal systems for use in internal staffing.
• Designing traditional, dual, and network career paths and demonstrating their use as an internal staffing method.
• Comparing and contrasting various employment interview techniques and determining which ones to use in specific situations or under varying conditions.
• Analyzing methods for combining multiple predictors while evaluating various methods for making a final selection.
• Creating a system for evaluating resumes and employment applications and conducting other pre-employment assessments such as background investigations, physical examinations, and drug tests.
• Evaluating and recommending the processes involved in reductions in force, layoffs, job sharing, and modified work schedules and their use in organizational downsizing.
• Calculating and analyzing costs and benefits of turnover and differentiating the types and causes of the employee turnover.
• Calculating and applying the quantitative and qualitative techniques for evaluating the performance of the staffing function in organizations and determining whether or not the staffing function is performing effectively.