Chapter 9

Staffing and Human Resource

Management

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Human Resource Management and Business Strategy Modern HR professional helps firm

attain business strategy. HRM strives to maximize human

capital so workers achieve organizational goals.

HR helps build high-performance work practices.

HR practices should lead to sustainable competitive advantage.

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Components of Staffing Contribute to Retention

1. Awareness of legal aspects2. Strategic human resource planning3. Recruitment 4. Selection5. Orientation, training, and

development6. Performance evaluation7. Compensation

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Legal Aspects of Staffing Federal, state, and local laws cover

all aspects of staffing. Key federal laws:

1. Title VII of Civil Rights Act of 19642. Equal Pay Act of 19633. Age Discrimination in Employment

Act of 19674. American with Disabilities Act of 19905. Civil Rights Act of 1991

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Strategic Human Resource Planning

Strategic human resource planning includes planning related to:

Future needs Future turnover Recruitment, selection, and

layoffs Training and development

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Recruiting Sources

Present employees Referrals by present and ex-

employees External sources other than online Online sources, such as Monster and

Career Builder, and company Websites The two major sources are now

referrals and the Internet

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Steps in the Model for Selection

Applicant is Recruited

PsychologicalTesting

PhysicalExamination

Preliminary ScreeningInterview

ReferenceChecking

Job Interview

Completion of Application

Form

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The Job Interview Dual purpose is (a) to size up

candidate, and (b) for candidate to size up the company.

Realistic job preview reveals all the negatives in the job.

Behavioral interviewing asks about relevant job behaviors.

Job simulations give work samples to candidates

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Employee Training and Development Employee orientation program helps

explain the company and culture. Training focuses on job skills. E-learning is usually Web-based. Development enhances knowledge

and complex, unstructured, skills. Informal learning takes place in

casual interactions including employee chats.

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Performance Evaluation Performance components are task,

citizenship, and counter-productivity. Forced rankings places workers in

several “baskets,” such as Top 20%. 360-degree feedback uses many inputs. Workers can be measured on the basis

of traits, behavior, and results. Performance evaluation is

controversial.

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Types of Pay

Wages and salary are the most common form of pay.

Job evaluation determines job worth. Variable pay looks at performance,

and is intended to be motivational. Stack-ranking bases pay on ranking

within the group from top to bottom.

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Employee Benefits Benefits are any non-cash payment—

typically about 35% of salary. Benefits should ideally be linked to

strategy. Flexible benefits packages give employee a

choice in selecting a combination of benefits.

Consumer-driven health plan give employee a large deductible.

Many companies have reduced benefits to stay competitive, including use of defined contribution plan [401(k)].

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Labor Unions and HRM Labor union influences HR practices. Loss of union membership in

manufacturing but gain in government.

Threat of global outsourcing and bankruptcy weakens union power.

American Rights to Work Group fosters partnering between unions and management (e.g., Harley-Davidson).