Employee Staffing Principles

Abstract

The nature and quality of the staffing process is another key element of SLHRM. The staffing process is another “window on the soul” test of SLHRM integrity. As a HR professional or manager, take the time to reflect on the factors contributing to the success of the selection process. Personnel selection is not an exact science for either employee or the organization, hence a combination of trial and error, and experience being an important teacher. As Jim Collins (2001) notes in Good to Great, the key staffing factor is “getting the right people on the bus.” This entails hiring employees who passionately embrace the mission, vision, and values of the organization possessing the appropriate combination of character and competency for a long-term relationship. Hence, the goal is to select employees that possess the ability to fill multiple roles over the course of their organizational membership. This does not preclude hiring for specific positions, but recognizing that a flexible, organic approach to selection cultivates both employee growth and organizational effectiveness. It is important to reinforce that from a SLHRM perspective, the employment relationship is a covenant. This entails establishing a set of mutually recognized and observed obligations and benefits that govern and order workplace interactions, terms and conditions. In essence, the employment relationship is one of the most important life roles. Managers are “shepherds of the flock” possessing a humbling and fearful level of accountability. The staffing process establishes a foundation for the communication and demonstration of the organization’s values.