The Importance Of Staffing In An Organization

According to Mello (2015), “ staffing, the process of recruiting applicants and prospective employees, remain a key strategic area for human resource management” (p. 332). So, selecting the right individual is important in view of the fact job performance is based on hiring the perfect fit. However, staffing is sometimes a difficult task, therefore, the human resource department must screen each applicant carefully and asks questions in reference to the position he or she is attempting to fill. Thus, organizations make great efforts to attract, motivate, and retain, a workforce based on the company’s mission, goals, and objectives. Therforefore, staffing strategy flows from the company’s strategic planning which examine a firm’s demand

332). For instance, the company DHL like most other logistic organizations, peak seasons is a very busy time for employers. On that account, employers look to hire temporary help in view of the increase in orders. However, it is also a time DHL look to replace existing employees with attendance problems. So,“dispatch agencies offer companies temporary workers for particular projects or for a certain period of time for businesses in seasonal industries or with project-based work, where the labor need is not consistent” (Xu, 2016). Consequently, “the five recruitment goals are generating high quality employment applications; generating the best possible returns on investments stimulating a desire to work for the organization, filling specific positions, and generating diversity” (Mello, 2015, P.

The decision to hire internally or externally continues to be an ongoing operational element. On that account, employers utilize a selection tool such as an assessment to seek the talent and skills in applicants. Thus, this assessment tool allows organizations to speed up the hiring process by detecting high performers and to foster innovation. Therefore, the tool for the selection process measures adaptability and intellectual competence. “Training needs assessments are conducted to aid in enhancing the skills and performance of staff members, for general program development and improvement, to evaluate employee performance, and to meet program training requirements” (Grason, et al., 2012, p. 10). As a result, the use of the assessment enables the human resource personnel along with management to determine an applicant’s knowledge of cultural differences, work style, and behavior prior to the selection process. However, the need to hire internal or externally, employers need the right strategic plan and then decide which opportunities are available for existing employees if the decision is to hire within or if hiring externally, which candidate has the skill set to expose the company to a more diverse