Chapter 9
Staffing and Human
Resource Management
Human Resource Management
and Business Strategy
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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.
2
Components of Staffing
Contribute to Retention
1.
2.
3.
4.
5.
6.
7.
Awareness of legal aspects
Strategic human resource planning
Recruitment
Selection
Orientation, training, and development
Performance evaluation
Compensation
3
Legal Aspects of
Staffing

1.
2.
3.
4.
5.
Federal, state, and local laws cover all
aspects of staffing. Key federal laws:
Title VII of Civil Rights Act of 1964
Equal Pay Act of 1963
Age Discrimination in Employment Act
of 1967
American with Disabilities Act of 1990
Civil Rights Act of 1991
4
Strategic Human
Resource Planning
Strategic human resource planning
includes planning related to:
 Future needs
 Future turnover
 Recruitment, selection, and layoffs
 Training and development
5
Recruiting Sources
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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
6
Steps in the Model
for Selection
Applicant is
Recruited
Preliminary
Screening
Interview
Physical
Examination
Completion of
Application
Form
Reference
Checking
Psychological
Testing
Job Interview
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The Job Interview
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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
8
Employee Training
and Development
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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
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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

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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
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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
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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).
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