Aligning Staffing Systems with Organizational Strategy

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Aligning Staffing Systems with Organizational Strategy

First, consider your firm’s orientation in regards to the Miles and Snows framework. How will the firm retrain, hire staff, or outsource to meet future demand? How might the processes be improved considering the strategic orientation? Present your findings in 200 words or more in your discussion post. Use at least one scholarly source in your reply in addition to the article and video provided.


Weekly Lecture


Week 3 will focus on analyzing how an organization can retrain, hire staff, or outsource to meet future demand. In doing so we will evaluate the strategic use of Kirkpatrick’s Model for training as well as propose strategies for improving the technology requirements relevant to employee productivity, staffing systems, career development systems, and training systems.

Employees are an important asset to any organization as they run and help the organization be productive and competitive. Therefore, hiring, recruitment and selection of the best employees should be a key element to all organizations.  Having an effective process and procedure for recruiting potential employees can be one of the most beneficial aspects to an organization.  There are costs involved up front in the recruitment of the right employees; it is worth it in the long run.

If the organizations recruitment process is not appropriate, it could onboard the “wrong” type of employee which can cause internal issues as well as wasted time and money. Another benefit to the recruitment, selection and hiring of the right employee is to reduce the turnover rate within an organization.  Therefore, organizations need to have a solid and appropriate recruitment and selection method to obtain the right employees for the right position.

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The EEOC or Equal Employment Opportunity Commission, is a federal agency that aims to ensure organizations are hiring with practices that do not discriminate against a protected class.    If an organization understands what positions need to be filled and has accurate, clear job descriptions they can recruit the most fit candidate (Dessler, 2013). The job description needs to clearly set forth the duties, tasks responsibilities and specifications.  This helps not only the potential candidates understand the position but for HR to accurately fill the position with the right candidate.

In today’s organization, technology plays a role in the recruitment of candidates but also training and development of employees after they are hired. For example, HR technology can help HR professionals by reducing the subjective element and helping recruiters and managers make data-backed hiring decisions (HR Technologist, 2017).  Technology can be used at all the stages of employee recruitment and hiring such as sourcing, screening and the interview stage.

Additionally, depending on the applicant tracking system design, it may offer the ability to store candidate records electronically which allows for safe confidential record keeping.  Technology will provide HR departments and professionals a variety of tools to provide insight into “profiles and psyche of the candidate.” (HR Technologist, 2017).

HR technology can provide a wealth of information about a candidate and the more information the better the selection process will be for the organization.  Another example of how technology can improve the overall recruitment process is offering pre-hiring assessments which can help the organizations scrutinize a high volume of candidate resumes.

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As you will learn this week, employees once again are an important element to any organization. However, recruiting and selecting the right employee benefits the long terms organizational goals and objectives.

Please watch HR Basics: Selection (Links to an external site.), which will provide an overview foundational concepts about staffing and selection.


Dessler, G. (2013). A Framework for Human Resource Management (7th ed.). Upper Saddle River, NJ: Prentice Hall.

Gregg Learning. (2017). HR Basics: Selection. Retrieved from

HR Technologist (2017). Role of HR Technology in Recruitment. Retrieved from (Links to an external site.).



Last Updated on September 1, 2019 by EssayPro