Functions of Talent Management Flashcards
Drawing in candidates that are a fit for a position or job by knowing what motivates and inspires them to join the organization.
Attracting
Creating a pool of suitable applicants for subsequent selection or promotion programs in a timely and cost-effective manner by utilizing various engaging methods.
Recruiting
Choosing a candidate(s) that possess knowledge skills, abilities, and experience required to perform the duties and responsibilities of a job.
Selecting
Providing an environment that takes into consideration employees’ needs, motivates them to perform at their best and maintain a low turnover rate.
Retaining
Signs of a bad hire
Complaining, conflicts with workers, missed deadlines, poor work quality, attendance problems, unhappiness etc.
Staffing the organization requires attention to both the quantity and quality of people brought into, moved within, and retained by the organization. T/F
True.
Staffing has a significant impact on the attainment of organizational goals. T/F
True.
The person/job match model says that individuals are characterized by their level of qualifications and motivation T/F
True.
The person/job match is the only factor that impacts human resources outcomes such as retention. T/F
False.
In most cases, staffing strategy should first be considered in terms of human resources strategy with minimal attention to organizational strategy. T/F
False.
Person/Organization Match Model
This model not only attempts to align candidates’ characteristics to job requirements but also examines how candidates fit or match the organizational strategy, culture, values, norms, specific job requirements, and rewards.
Staffing System Components Model
This model outlines basic activities for staffing such as the identification and attraction of applicants, assessment and evaluation of applicants, and the final decision to hire.
Staffing Organizations Model
This model identifies the need to create human resources policies and programs on staffing activities. This encompasses legal requirements, staffing measurements, and job analysis in order to create job descriptions and job specifications, and is the essence of the staffing process.
Staffing Quantity Model
This model estimates the required workforce skills and compares the estimates to skills available in the organization. The model determines if an organization is overstaffed, understaffed, or fully staffed. Knowing the staffing position helps create a specific plan on how to approach the various staffing levels.
Staffing Quality Model (Person/Job Match)
This model attempts to align candidates’ characteristics to job requirements to satisfy human resources objectives for attracting, recruiting, selecting, retaining, and other talent management functions.
