Importance of Staffing in Organizations Essay -- Business Management S

Importance of Staffing in Organizations Staffing has been an important aspect in all types of organizations’ development. More and more companies have noticed a good staffing plan could increase productivity and reduce operation costs in terms of lower turnover rate and transition costs. Good staffing could be able to minimize cost in order to maximize profit, because it could assist the company to stay more competitive within the industry. According to the definition by Dr. Green, â€Å"staff is the process of identifying work requirements within an organization; determining the number of people and the skills necessary to do the work; and recruiting, selecting and promoting the qualified candidates. It is the selection process of screening and hiring new employees, which includes functions like resume reviewing, interview, drug testing, assessment testing, and background check† (Green, 2003). Different companies have different strategies in how to select their candidates. Depending on the size, geographic and industry etc, so that their strategies could be very different. Therefore, one specific staffing plan might work for one company, but it might not work for another. â€Å"In staffing an organization or an organizational unit, it is important to consider its developmental stage-embryonic, high growth, mature, or aging-in order to align staffing decisions with business strategy† (Cascio, p.268). In the 21st century, due to the reason that new technologies have been invented and improved. That had lead to many organizations change its behavior in terms of the way they deal with customers, suppliers, business partners and employees. Without a careful selection, organizations often hire people that do not fit the job or it is just not the type of work the employee wants to do. There are people who could not keep up with the technology trend working in a place where new technologies always come into place. There are people who could not deal with other people, or with no patient working as a teller in the bank, or going into the teaching field. There are so many different examples in today’s world where people apply for jobs that they co uld not be successful, or in many cases that organizations hire people who do not have the qualifications for the job. Organizations have encountered some problems that associated with which method to use in the selectio... ...ng Decisions. Journal of Applied Psychology, 83(4), 634-644. Van der Zee, K.I., Bakker, A.B. & Bakker, P. (2002). Why are Structured Interviews so Rarely Used in Personnel Selection? Journal of Applied Psychology, 87(1), 176-184. Brket, M.D., & Motowidlo, S.J. (2002). Effects of Procedure and Outcome Accountability on Interview Validity. Journal of Applied Psychology, 87(1), 185-191. Roth, P.L., & Bobko, P. (2000). College Grade Point Average as a Personnel Selection Device: Ethnic Group Differences and Potential Adverse Impact. Journal of Applied Psychology, 85(3), 399-406. Gardner, R. (1998). How well do you really know whom you hire? The CPA Journal, 68(3), 62-65. Brown, B., & Campion, M.A. (1994). Biodata phenomenology; Recrutiers’ perceptions and use of biographical information in resume screening. Journal of Applied Psychology, 79, 897-908. Roth, P.L., BeVier, C.A., Switzer, F.S., & Schippmann, J.S. (1996). Meta-analyzing the relationship between grades and job performance. Journal of Applied Psychology, 81, 548-556. Roth, P.L., & Clarke, R.L. (1998). Meta-analyzing the relationship between grades and salary. Journal of Vocational Behavior, 53, 386-400.