Evaluate in 700 words 3 metrics that are or should be used to determine how well the staffing process meets the needs of the organization

Staffing metrics can be short-term or long-term and efficiency- or effectiveness-oriented.

Short-term metrics can be used as leading indicators to gauge a company’s ability to place the right people in the right jobs at the right time.

Long-term metrics are best for evaluating the effectiveness of a staffing system because they drive the financial impact of staffing for the organization.

-Choose an organization with which you are familiar.

You can pick the organization for me, but use a well-known organization, please.

-Evaluate in 700 words 3 metrics that are—or should be—used to determine how well the staffing process meets the needs of the organization.

-Describe the metrics selected for discussion.

-Assess how these help the organization determine effectiveness.

-Use the information available in Staffing Organizations, Ch. 13, and supplement it with your own research.

Please use an Opening and Conclusion statement on the paper.

LEARNING OBJECTIVES AND INTRODUCTION for Chapter 13

Learning Objectives–

• Recognize the importance of effective policies and procedures for staffing
• Understand the importance of concrete, fair policies and procedures in selection
• Evaluate the advantages and disadvantages of outsourcing staffing processes
• Understand how to evaluate the various results of staffing processes
• Develop metrics for the measurement of staffing systems
• Understand different methods for analyzing the results of staffing systems
• Recognize the legal issues involving record keeping and applicant/employee privacy
• Plan for effective dispute resolution

Introduction

Up to this point, we have covered how organizations plan for effective staffing system implementation, recruit candidates, evaluate candidates, select from candidates, and make a final match. We now take a step back from these operational issues and evaluate whether the overall staffing system is functioning effectively. Staffing systems involve complex processes and decisions that require organizational direction, coordination, and evaluation.

The evaluation of the effectiveness of a staffing system as a whole has become a central issue for human resource (HR) managers. An increased push for accountability in all areas of HR that began over 20 years ago has become a permanent feature of the organizational landscape. Staffing managers who are successfully adapting to this environment focus on analytics, which demonstrate relationships between a variety of staffing functions and organizational performance.

The chapter starts by describing how the staffing function operates within the HR department of many organizations. The role and nature of staffing policies and procedures in administering the staffing function are explained, as is the use of human resource information systems (HRISs) to enhance efficient operation of staffing systems. Next, a discussion of ways to evaluate the effectiveness of the staffing function is presented. Methods for analyzing the results of the staffing process are compared to gauge the effectiveness of staffing systems. Legal issues surrounding the management of staffing systems are discussed, including matters of compiling various records and reports and of conducting legal audits of staffing activities. Finally, training in employment law and compliance requirements for managers and employees, and mechanisms for dispute resolution are described.

SUMMARY from Chapter 13

The multiple and complex set of activities collectively known as a staffing system must be integrated and coordinated throughout the organization. Such management of the staffing system requires both careful administration and evaluation, as well as compliance with legal mandates.

To manage the staffing system, the usual organizational arrangement in all but very small organizations is to create an identifiable staffing or employment function and place it within the HR department. That function then manages the staffing system at the corporate and/or plant and office levels.

The myriad staffing activities require staffing policies to establish general staffing principles and procedures to guide the conduct of those activities. Lack of clear policies and procedures can lead to misguided and inconsistent staffing practices, as well as potentially illegal ones. Staffing technology can help achieve these consistencies and aid in improving staffing system efficiency. Outsourcing of staffing activities is also being experimented with as a way of improving staffing system operation and results.

Evaluation of the effectiveness of the staffing system should proceed along several fronts. First is assessment of the staffing system from a process perspective. Here, it is desirable to examine the degree of standardization (consistency) of the process, as well as use a staffing flowchart to identify deviations in staffing practice and bottlenecks. Multiple metrics are available to assess the current status of the organization’s staffing functions. Evidence-­based procedures like pilot programs, page 696repeated measures, and observational designs help transform the descriptive metrics into prescriptive tools that can improve the staffing system’s functioning.

Various laws require maintenance of numerous records and protection of privacy. It is desirable to conduct a legal audit of all the organization’s staffing activities periodically. This will help identify potential legal trouble spots that require attention. Employment law training for managers and employees is increasingly becoming necessary. Methods for addressing employment disputes, known as ADRs, should be explored.