Organizational Staffing Process

Organizational Staffing Process

Organizational staffing refers to the steps taken in hiring individuals based on the requirements of a company. The staffing priorities of an organization are based on the desired results of the organization. The staffing process may have advantages and drawbacks to an organization (Ployhart, 2014). Therefore, the paper will address the staffing process in detail. Additionally, each step of the planning process and the marketing department’s recruitment plans will be discussed. The paper will also focus on implications that the organization may run into while expanding into a new global territory.

The Staffing Process

In human resource management, the staffing process is an operation that focuses on the recruitment of employees by evaluating their knowledge and skills and then assigning them specific tasks accordingly. It is one of the essential functions of a human resource since vacant positions have to be filled by qualified personnel at the right time (Ployhart, 2014). Every employee must get the right position in the organization so that they do their job according to their talent, ability specialization, and aptitude. This will help the organization to achieve the set goals and also expand into new global territories.

The staffing process is vital in the organization in various ways:

1. Hiring qualified personnel to perform specific tasks in order to help the organization achieve the set goals (Albdareen & Khasawneh, 2019).
2. Staffing ensures that the right candidates are recruited for the appropriate job, thus increasing productivity and performance.
3. Staffing promotes maximum utilization of human resources through various aspects, such as the use of technology (Albdareen & Khasawneh, 2019).
4. It enhances job satisfaction and increases the morale of the workers by recruiting the right candidates.

Moreover, various factors characterize the staffing process, which includes:

1. People-centered: The staffing process can be viewed as a people-centered function because it is relevant for all departments in the organization. In addition, it is concerned with different groups of employees from top to bottom of the organization.
2. Responsibility of the manager: Organizations require the manager to be continuously engaged in conducting the staffing process. Managers have the responsibility of recruiting, selecting, and training their subordinates (Ployhart, 2014).
3. Human skills: The managers should provide guidance and training to their subordinates based on their human skills.

Steps of the Staffing Process and Recruitment Plans

The staffing process consists of the following steps:

1. Workforce planning: This is the initial step of the planning process, which focuses on the qualitative and quantitative measurement of the workforce required in the organization. HR then devises the plan to meet the needs of the organization (Kritika, 2017).
2. Job analysis and documentation: In this step, HR completes a thorough analysis of the job and determines the required knowledge, skills, and abilities (KSAs). The information collected is documented and then grouped based on job type and description.
3. Sourcing and recruiting: Recruitment is the process of looking for potential employees and stimulating them to apply for the job position advertised by the organization. In this stage, HR uses multiple channels to identify and recruit talents (Kritika, 2017).

1. Selection and assessment: Selection is the process of eliminating applicants who do not meet the qualification criteria. The significance of this step is to determine whether a candidate is suitable for the job in the organization or not. Through this process, the right candidates are usually selected to fill various positions in the organization (Kritika, 2017). The HR uses various assessment tools such as interviews and assessment tests to narrow down the applicant pool and hire the right candidate.

Furthermore, in the marketing department, it is crucial to recruit a suitable candidate for the job. For the recruitment to be successful, the Talent Acquisition Director should prepare and publicize the job appropriately. Therefore, the recruitment plan should include the following steps:

1. Prepare an effective job description: This is the first step that ensures that the right candidates are attracted to the company. Therefore, it is important to clearly describe the requirements, working conditions, tasks, and advantages of the job (Gish, 2019). This will help to reduce the time wasted on rejecting unsuitable candidates.
2. Use the right recruitment tools: Once the advert describing the job has been written, the next step is to find the right channel to promote it. The choice is often influenced by the company’s budget and the type of candidates needed (Gish, 2019). Some of the tools that can be used to publicize the position include online job boards, social media, and employment agencies.
3. Screen the applicants: Screening of the candidates is the next step, and it is done after the applicants have sent their resumes and the interesting candidates selected. Careful screening of the candidates would ensure that less time is lost at the interview stage (Gish, 2019). Some of the approaches that can be used to screen candidates include asking for additional information via email and previewing candidates’ previous work.
4. Interview the best candidates: Interviewing the candidates would help in confirming their qualifications. It is also crucial in determining if the job meets their expectations. The types of interview questions that can be used include behavioral and situational questions (Gish, 2019). Behavioral questions would help to predict the expected behavior of the candidate by asking about past behavior. In contrast, situational questions would present the applicants with some of the potential situations they may encounter.
5. Offer the job: This is the last step of the recruitment plan where the front-runner is offered the position. Sometimes the candidate may be given a few days to decide whether to take the job.

Potential Implications when Expanding into a New Global Territory

Every major business decision has its own challenges. However, global expansion has its unique set of implications. Therefore, some of the implications that the company may run into when expanding into new global territory include:

Banking Implication

            The company may incur additional costs when setting up new bank accounts. For instance, in some territories, the bank may require the company to make an automatic deposit of at least $100,000 when creating an account (Twarowska & Kakol, 2013). Additionally, the company would need to consider ways of compliantly moving the money in and out of the country while maintaining smooth operations. This is because some countries permit only certain forms of payments; for example, employer payroll obligations should be made with in-country funds.

Legal Representation

            Once the organization expands into a new territory, there will be a need for high-quality legal representation. A new legal team should be created that is familiar with the laws and regulations of the new country because the legal requirements may greatly differ from the laws back home. Therefore, for the company to ensure that its operations conform to the local requirements, it would be crucial to partner with someone who clearly understands the local employment laws (Brooks, 2019).

Payroll Costs and Management

            Expanding into a new global territory would require the company to be established as an employer in the new market. This means that the company must register with various local taxes, workers’ compensation, social security, insurances, and other relevant third parties (Twarowska & Kakol, 2013). For example, in some countries, a new company is required to register with the regional tax offices as an employer and then apply for an employer ID with the National Office. Additionally, as an employer, the company is legally obliged to insure all employees for workplace-related accidents. Failure to comply with these requirements often results in penalties for the company.

In conclusion, organizational staffing entails hiring individuals based on the requirements of a company. Moreover, the staffing process focuses on the recruitment of employees and then assigning them specific tasks according to their knowledge and skills. The staffing process is important to an organization because it ensures that qualified personnel is hired, the right candidates are recruited, and there is maximum utilization of human resources. Furthermore, the key steps in the staffing process include workforce planning, job analysis and documentation, sourcing and recruiting, and selection and assessment. On the other hand, for the recruitment plan to be effective, the Talent Acquisition Director should prepare an effective job description, use the right recruitment tools, screen the applicants, interview the best candidates, and offer the job. Finally, some of the potential implications when expanding into a new global territory include banking implication, legal representation, and payroll costs and management.

References

Albdareen, R., & Khasawneh, H. (2019). Human resource staffing process and its impact on job involvement. Problems and Perspectives in Management, 17(2), 254-266. DOI: 10.21511/ppm

Brooks, C. (2019). Going global: How to expand your business internationally. Retrieved from https://www.businessnewsdaily.com/8211-expand-business-internationally.html

Gish, W. (2019). Recruitment staffing process. Retrieved from https://smallbusiness.chron.com/recruitment-staffing-process-17593.html

Kritika, B. (2017). Staffing process: Important steps involved in staffing process. Retrieved from https://www.rnftechnologies.com/blog/staffing-process-important-steps-involved-staffing-process

Ployhart, R.E. (2014). Staffing in the 21^st century: New challenges and strategic opportunities. Journal of Management, 32(6), 868-897. DOI: 10.1177/0149206306293625

Twarowska, K., & Kakol, M. (2013). International business strategy, reasons and forms of expansion into foreign markets. Knowledge Management & Innovation, 1005-1011. https://www.toknowpress.net/ISBN/978-961-6914-02-4/papers/ML13-349.pdf