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Lecture Notes

The book model is pictured on this slide. As you can see it starts with the mission and goals and objectives of the organization. So really mission and vision that the organization sets out, and it moves right into organizational and HR and staffing strategy, and kind of outlines, if you look at these arrows and the way that they're pointing, back and forth to each other, there's an interaction that's going to occur between the organization strategy and HR and staffing strategy. So we'll focus on, for this chapter, in kind of as a nice umbrella or overarching way to think about our book is we'll cover staffing strategy. You certainly might be aware of the idea you know HR has to have a seat at the table, quote unquote, and what does that mean well you know it's a seat at the leadership level of the organization that adds value there.

So in order to kind of earn your place at the table, it's important you have certain skills and knowledge and abilities that you could offer to the organization at large. So certainly you need to be able to speak the language of the organization to the degree that finance undergirds that, it's important, but also you need to know what you have to offer that maybe the rest organization isn't going to be as familiar with, and those are what you find at the bottom of the model. So you're going to have some level of legal expertise when it comes to staffing law. You're going to know what it means to plan for fluctuations internally and driven by external factors in the labor market. You'll know the importance of job analysis and how to think through the rewards and compensation of employees. That's all just supported if you look then on the right side, the course staffing activities, recruitment selection and understanding how to go about the employment contractual employment relationship in making employment decisions. All are going to be things that you should have knowledge of by the end of this course and certainly many of you have been working in this area long enough to have plenty of experience of in various activities here and perhaps even at the kind of strategic level of finding ways that HR can help contribute to and better an organization strategy.

Alright, I will note that at the very bottom of the model is staffing system and retention management so we'll spend some time on it as well. Retention management is getting at retaining employees as you might imagine. This is very important. There are perhaps times where you want some level of turnover, right, but you want the turnover to occur in a predictable manner and you want maybe certain types of people on, maybe the low performers, to select themselves out of the organization, but not high performers in most cases. So talking about, you know, what does it mean to track and try and think strategically about retaining employees and then we'll look at just a staffing system as a whole as well the income, how we tie the components together, how they work, to what degree can IT help in these different rounds of HR. Okay, so this model will really inform the rest of our semester, most of these kind of boxes and even statements within the boxes, have an accompanying chapter in this book.