In today’s competitive market, organizations not only strive to increase productivity, improve service, and adapt to new technology to gain a competitive edge, they also compete for highly skilled employees. Regardless of the size of the organization, staffing is a critical function that could cost an organization dearly if the wrong decisions are made during the hiring process. Staffing an organization is one of the most critical functions in Human Resources (HR). Hiring and retaining skilled employees is a key element in the success of any organization and is considered the underlying effectiveness of an organization (Heneman & Judge, 2010).
Staffing is defined as “the process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the organizations effectiveness” (Heneman & Judge, 2010, pg 8). Staffing an organization does not come without its challenges. As organizations embark on staffing activities, the HR department must have a well thought out strategy prior to implementation. The who, what, when, where, and how an organization is going to staff its vacancies needs to be answered first. Is a person/job match or the person/organization match the right strategy, or is it a combination of both? This paper will explore the person/job match and the person/organization match and other staffing challenges organization face today, to include an assessment in different staffing approaches that impact job satisfaction, retention, and job performance (Heneman & Judge, 2010).
Staffing an organization is more than advertising a vacancy in the local newspaper or on the internet; it is not just an event. It is the “process that establishes and governs the flow of people into the organization, within the organization, and out of the organization” (Heneman & Judge, 2010, pg 10). The process of staffing includes planning, recruiting, selection, decision making, offering, and the retention of...