Strategic staffing process

COURSE PROJECT

Staffing Handbook

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STAFFING HANDBOOK

LEGACY CONSULTING COMPANY

Handbook Date:

February 2018

TABLE OF CONTENTS

Page

COMPANY BACKGROUND 1

STRATEGIC STAFFING 2

Definition of strategic staffing 2

The Importance of Staffing our Workforce Strategically 3

Human Resources (HR) and the Organization’s Strategic Goal 3

Purpose of this strategic staffing handbook 4

JOB ANALYSIS 5

Components of a job analysis 6

Job Analysis – Data Collection Methods 6

Timing of the Job Analysis 7

Job Analysis - Roles and Responsibilities 7

Job Analysis at Different Organizational Levels 8

LEGAL ASPECTS OF STAFFING 9

RECRUITING 11

Decisions involved in planning for effective recruitment 11

Methods of Recruiting 12

SELECTION 14

Interview Process 14

Interview questions 15

Pre-employment Tests and Assessments 16

PERFORMANCE MANAGEMENT 19

How Ongoing Evaluation and Review Contribute to the Retention of Successful Employees 19

Method and Process of Job Performance Review 21

Performance Calibration 21

The Performance Calibration Process 22

RETENTION 23

CLOSING SUMMARY 24

REFERENCES 26

Appendix A EXAMPLE JOB ANALYSIS QUESTIONNAIRE FORM 27

Appendix B EXAMPLE POSITION POSTING 28

APPENDIX C EXAMPLE INTERNVIEW QUESTIONS 29

Appendix D EXAMPLE TYPES OF PERFORMANCE REVIEWS 30

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COMPANY BACKGROUND
You may have heard the old adage that “everything’s bigger in Texas,” but with every other startup venture either failing or simply a seasonal business, Nacogdoches Texas did not live up to that old saying. Armed with the realization that these failures resulted from a lack of compensation benefits, improper marketing techniques and, not to mention, staffing issues, CEO and founder H.J. Warren birthed Legacy Consulting Company (Legacy) in 1979 in hopes of helping new and struggling businesses overcome their Human Resources dilemma. Along with a small workforce of five, H.J. Warren concentrated his efforts to keep local businesses afloat so as to provide jobs and growth opportunities within the Nacogdoches community. By making it better one company at a time, Nacogdoches is now a bustling town (still small) in the heart of Texas.

As legacy’s popularity grew, the company metamorphosed to upwards of 200 employees to include: (1) HR consulting generalists to oversee benefits and compensation, reference checks on potential new employees, recruitment, hiring, payroll, etc., (2) HR specialists whose expertise are in marketing, IT, and training and development, (3) Account Managers whose main focus is the company’s business needs including but not limited to marketing and sales, production, and research and development, and (3) Administrative support staff to take care of the minute office details thereby allowing the upper-level consultants to concentrate on fulfilling the clients’ needs.

Legacy’s mission is to provide its clients the highest level of support, advice, and resources to develop effective policies and procedures, job analysis techniques, benefits and compensation packages while keeping them up-to-date about various laws and regulations that, if not followed correctly, could negatively impact their staffing processes. Legacy understands that in order for a company to be successful, selecting the best candidate to do the job is of utmost importance. This selection process, however, must be carried out in a way that would limit any chance of legal discriminatory actions against the company.

Despite being consultants in the field, Legacy is not above following such protocol. In that regard, Legacy’s mid-level managers and hiring managers are also expected to adhere to the guidelines set forth in the company’s strategic staffing handbook which serves as a guide to strategic staffing, job analysis, the legal aspects of staffing, recruiting, selecting the right candidate, performance management, and retention.

STRATEGIC STAFFING
Definition of strategic staffing
Strategic staffing, as it pertains to Legacy, is the process of identifying and addressing short-term and long-term staffing needs and ensuring those needs are aligned with our business strategies, mission, values, goals, objectives and vision for the future (where we are now and where we plan to be in the next five years, ten years, or fifteen years). As used in this handbook, the term staffing includes, but is not limited to, job analysis, recruiting, selection, training and development (onboarding), performance management and retention.

Recruitment, Selection, Onboarding, Performance Management, Retention

Legacy Strategic Plan

Mission, Values, Goals, Objectives, Vision

HR Strategy Plan

Policies, Procedures, Legal Compliance

HR Staffing Plan

The Importance of Staffing our Workforce Strategically
Staffing our workforce strategically allows Legacy to turn “staffing from a reactive process into a proactive one” (Notowitz, n.d.), thereby allowing Legacy to: (1) determine our workforce requirements and the knowledge, skills and abilities (KSAs) needed in order for that workforce to perform their jobs successfully moving forward, (2) recruit, select and retain the best talent in demand today, appropriately match that talent with o