Ch 13: Staffing System Evaluation & Technology Flashcards
What is staffing evaluation?
The analysis of a staffing system to assess its performance and effectiveness
What are the types of strategic staffing outcomes?
Applicant outcomes- fairness perception, employer image, self-selection
New Hire- Success, Promotability, retention
Organizational- Strategy execution, ROI
Evaluating staffing systems- Staffing evaluations begin with:
- Understanding the requirements of business, hr, staffing strategy and talent philosophy,
Then- based on those we can determine what outcomes are most important.
From there we can identify the KPIs
What are KPI- Key Performance Indicators
Measurable factors that are critical to the org. success and long and short-term goals
Need to understand what business needs and key measures- to make them
Which KPIs will result in (point to) org success?
Those that best enhance(point to or when focused on will enhance) the firm’s strategy.
Eg. Financial measures of revenue growth like- employee revenue generation
Lagging Idicator vs Leading Indicator
Lag- info that is available only after staffing decisions have been made
(so the measurable factors that we can see only after the staffing decision is made- eg.
Leading- Info that precedes or predicts staffing outcomes
eg. availability of talent
Can be leading- indicates quality of hire- larger pool=larger likelihood of getting qualified candidates
Can be lagging- It could be an indication of your employer image- and employer image is built after the actions you do- poor applicant experience, employee experience can result in poor applicant availability to you
Long- term and Short-term Metrics
Short-term: help to evaluate success in terms of recruiting and new hire outcomes
- Time to start
- Avg. time to contribution
Long-term: evaluate success of outcomes some time after hire:
Employee promotion rates by recruiting source and by recruiter
A balanced staffing scoreboard
- is a tool for managing employees’ performance and for aligning their incentives with the firm’s key business objectives
what does the scoreboard balance?
a firm’s strategic,
operational, financial, and customer goals and helps managers
monitor and assess the performance of employees so as to quickly take corrective action when needed
Digital staffing dashboards
-interactive computer displays of indicators of how the staffing function is meeting its goals, using whatever metrics the user chooses.
Adv. of digotal dashboards
By continually monitoring selected
staffing metrics and alerting managers when goals are not being met, dashboards help managers monitor and improve the staffing process
How staffing tech. improves efficiency and effectiveness of staffing function
- by creating a database of applicant
and employee information
-and automating many of the steps of the staffing process
this saves time and money.
HRIS systems
a system of software and supporting
computer hardware specifically
designed to store and process all HR
information and keep track of all
employees and information about them
What do HRIS systems usually include?
Department
* Job title
* Job grade
* Salary
* Salary history
Applicant Tracking Systems
software that allows a database
with applicant information and job information to be maintained so that
matches between the two are easier
to make
Today’s systems allow HRMs to oversee the entire recruitment and staffing process
Remember “staffing process” takes up everything
