Copywrite C 1999 PMi HUMAN RESOURCES MANAGEMENT SYSTEMS Staffing Chapter 9

Copywrite C 1999 PMi www.pmihrm.com

HUMAN RESOURCES MANAGEMENT SYSTEMS

Staffing

Chapter 9


Human Resources Management Systems: A Practical Approach By Glenn M. Rampton, Ian J. Turnbull, J.

Allen Doran

ISBN 0-459-56370-X

Carswell


Introduction

An HRMS is an important support tool for staffing personnel to: identify human resources needs and priorities; effectively and efficiently filling these needs now and into the future; and, present a professional public image.


Staffing Model

Staffing specialists often see their jobs as consisting of the functions outlined in the boxes of level 3 of the staffing model.

In earlier classes we have discussed the importance of human resources personnel adopting a broader perspective of their domain.

Staffing is no exception.


Need for a Strategic Focus

Staffing specialists must understand the external labour market, as well as its socio-demographic context, and evolving legal requirements. This is necessary if effective and efficient recruitment strategies are to be developed, in accordance with organizational needs, and legislative requirements, such as pay or employment equity.


HRMS in Staffing

An HRMS must be structured to contain information, do analyses, and prepare reports that are useful in the organization's larger strategic planning processes. The nature and form of this support, information, analyses and reports should depend on organization requirements.


HRMS Requirements for Staffing

The organization's human resources requirements should be reflected in job descriptions. In keeping with employment equity legislation, the minimal criteria (e.g., skill, experience,qualifications) required for each position are recorded on these job descriptions as "bona fide occupational requirements" Essential job profile information on each position in the organization may be contained in the HRMS position module.



When a vacancy is determined, and hiring is authorized, staffing specialists should check to ensure that job descriptions/job requirements for the position are there and up-to-date. This information, along with documented bona fide occupational requirements is then incorporated into a job posting along with any advertising that may need to be done depending on how widely it is felt that the jobs should be advertised.



Some organizations may fill greater or lesser proportions of their vacancies through internal promotion. Such decisions may be made on the basis of information from succession planning supported by documented performance and personnel evaluation information.


HRMS Information for Staffing

All recruiting and selection processes should be conducted objectively and fairly, based on BFORs: to ensure the most effective use of human resources;

to fulfil employment equity requirements; and, to ensure morale and confidence is maintained in

the system - i.e., to ensure that what is done is not only fair and objective, but that it is seen as being fair and objective.


HRMS Information for StaffingOnce the individual is selected, he or she will normally pass through an orientation phase in which the individual will accept a formal letter of offer, be briefed about and signed on to benefits programmes, be entered on payroll, etc.; prior to being employed on-the-job. All of these may be automated with to a greater of lesser extent, with the support of an HRMS.


Monitoring Staffing

Staffing is a very dynamic area in many organizations, The quality of selection decisions is improved when individuals have access to feedback as to the consequences of their decisions, in this case, the performance in training, or on the job, of the individuals that they were involved with assessing, or selecting.


Question 1

If those responsible for the staffing function are to keep aware of human resources trends in the organization, they will probably require regular reports from the HRMS on these trends. What sort of information should be in these reports?


Question 2

The most important aspect of any staffing programme is establishing the objectives, or requirements of the programme. What demands for the need for more accuracy and accountability in the definition and use of bona fide occupational requirements for each job, make on an organization’s HRMS?


Question 3It is generally contrary to the employment equity legislation in most jurisdictions to collect information on designated equity classification (age, sex, race, religion, disability, sexual preference, etc.) and maintain it in such a way that it could in any way influence selection, or other administrative decisions. Yet the organization must collect and store such information to prepare and implement employment equity plans in accordance with the legislation. How can one resolve this apparent contradiction?


Question 4

Why is it important to have effective staffing programme monitoring procedures? What information should be included in such a programme? Who should this information go to, and how should it be use?

Documents

Copywrite C 1999 PMi HUMAN RESOURCES MANAGEMENT SYSTEMS Staffing Chapter 9