STRAGETIC STAFFING

GROUP 4
GROUP MEMBERS:
ASWATHY P. MOHAN – 15
DILRUBA – 21
HASNA P.K – 25
BURHANUDHEEN – 29
NOORA - 34
STRATEGIC STAFFING

Aswathy p mohan
Roll no: 15
 Meaning of strategic staffing
Strategic staffing refers to a strategy of hiring
smaller core numbers of permanent employees
and using temporary employees for other, more
specialized position.
ADVANTAGES OF STRATEGIC STAFFING
• To improve staff utilization
• To address critical HR concerns in a systematized
and integrated way
• To recruit, develop and place the talent required
to meet future company needs
 Importance of SS
• It allows to you to hire talents and develop them for
future higher position in the company.
• Control your staffing needs to be based on the changes
in your business.
• Provide a solution for human resource issues in a more
organized manner.
• Maximize your staffs’ potential.
• Develop a diverse workforce that is healthy for the
company.
• Improve the efficiency of HR resources especially those
involved in staffing activities.
STRATEGIC STAFFING

DILRUBA
ROLL NO : 21
 7 steps to create Effective staffing strategy
• Determine your business goals
The best starting point for a staffing or people strategy is your
organization’s business plan, which should contain both short-
term and long-term goals for the company.
• Establish your current people landscape
Now you know what your organization’s objectives are, you need
a complete picture of your current workforce.
• Analyze people patterns
At the most basic level, having a clear view of leaver dates and
information will help you recruit and backfill these positions well
in advance, minimizing the risk of losing knowledge when
someone leaves without completing a handover.
• Identify staffing and people needs
For a successful staffing and people strategy, you first need to
understand the skills, experience and resources required to
achieve your business goals.
• Create a future staffing projection
With the current workforce picture complete, it’s a good idea to
build a long-term staffing plan for the next five to 10 years.
• Develop a strong employer brand and workplace culture
An employer branding is how you market your company to job
seekers, as well as internal employees.
• Review the plan regularly
The business needs can change rapidly so even scheduling an
annual 12-month review of your plan is unlikely to be enough.
 4- Types of strategic staffing
• Academic staffing
Businesses using this model tend to recruit directly out of college programs
and provide significant levels of specialized in-house training.
• Club staffing
The club staffing strategy focuses more on social conformity than specific
skill sets. In essence, the ability of employees to recognize the internal
social and political structures, as well as work with them, can determine
how far and fast they promote within the organization.
• Fortress Staffing
Troubled businesses often fall back on a fortress staffing strategy that aims
to protect the business by hanging on to the most important employees.
Businesses employing this approach tend to do minimal recruitment with
frequent downsizing, making job security problematic.
• Baseball Team Staffing
• The baseball team staffing strategy relies on
innovation and individual performance, but
requires the business to maintain the finances
to offer big rewards for performance.
Businesses using this model recruit on a
regular basis and look for high-performing
individuals for positions at any level of the
business.
 LEGAL CONTEXT OF
STRATEGIC STAFFING

HASNA.PK
ROLL NO:25
Legal context of strategic staffing
• CRA 1964: Title VII
• ADEA
• REHABILATION ACT OF 1973
• EXECUTIVE ORDERS
• ADA
• PREGNANCY DESCRIMINATION ACT
• WARN
• IRCA
• USERA
• CRA 1964: Title VII
Title VII of the Civil Rights Act of 1964 is a federal law that
prohibits employers from discriminating against employees
on the basis of sex, race, color, national origin and religion. It
generally applies to employers with 15 or more employees,
including federal, state and local governments. Title VII also
applies to private and public colleges and universities,
employment agencies, and labor organizations.
• ADEA
The Age Discrimination in Employment Act of 1967 (ADEA)
protects certain applicants and employees 40 years of age
and older from discrimination on the basis of age in hiring,
promotion, discharge, compensation, or terms, conditions or
privileges of employment.
• ADA
The Americans with Disabilities Act (ADA) became
law in 1990. The ADA is a civil rights law that
prohibits discrimination against individuals with
disabilities in all areas of public life, including jobs,
schools, transportation, and all public and private
places that are open to the general public. The
purpose of the law is to make sure that people with
disabilities have the same rights and opportunities
as everyone else. The ADA gives civil rights
protections to individuals with disabilities similar to
those provided to individuals on the basis of race,
color, sex, national origin, age, and religion.
• PREGNANCY DESCRIMINATION ACT
The Pregnancy Discrimination Act requires employers to treat
pregnant women the same way they do all other workers or
job applicants. It is an amendment to Title VII of the Civil
Rights Act of 1964 and is covered under sex discrimination.
Employers may not make decisions about hiring applicants or
firing or promoting workers based on pregnancy, childbirth, or
related medical conditions. All companies that employ 15 or
more people are subject to this law. 
• WARN
The Worker Adjustment and Retraining Notification Act (WARN
Act) offers: "protection to workers, their families, and
communities by requiring employers to provide notice 60 days
in advance of covered plant closings and covered mass layoffs."
• IRCA
The Immigration Reform and Control Act altered U.S.
immigration law, making it illegal to knowingly
hire illegal immigrants and establishing financial and
other penalties for companies that employed illegal
immigrants.
• USERA
USERRA is a federal statute that protects service
members’ and veterans’ civilian employment rights.
Among other things, under certain conditions, USERRA
requires employers to put individuals back to work in
their civilian jobs after military service. USERRA also
protects service members from discrimination in the
workplace based on their military service or affiliation.
RECRUITMENT

NOORA
ROLL NO : 34
 RECRUITMENT

Recruitment is the process of finding and

hiring the best and most qualified candidate
for a job opening, in a timely and cost-
effective manner. It can also be defined as the
“process of searching for prospective
employees and stimulating and encouraging
them to apply for jobs in an organization”.
IMPROTANCE OF RECRUITMENT
• To ensure proper alignment of skill
sets to organizational goals.
• To ensure effective and efficient
recruiting.
• To ensure compliance with policies
and laws.
RECRUITING STRATEGY
• A recruiting strategy is formal plan of
action involving an organization's
attempts to successfully
identify, recruit, and hire high-quality
candidates for the purpose of filling
its open positions.
 Steps in Creating an Effective Recruitment
Strategy Plan
• Determine your recruitment goals.
• Review your recruitment method.
• Develop people-finding strategies.
• Try looking at labor pools that you don’t
usually scour.
• Create a shortlist of potential candidates.
• Exercise your team’s interviewing technique.
IDENTIFYING RECRUITS

BURHANUDHEEN
ROLL NO : 29
SOURCES OF RECRUITEMENT
• The Internal Sources
• The external Sources.
 The Internal Sources

• 1. Transfers:
• 2.Promotions:
• 3. Present Employees:
Advantages of Internal Sources:
•  Improves morale
• No Error in Selection
•  Promotes Loyalty
•  No Hasty Decision
• Economy in Training Costs
•  Self-Development
Disadvantages of Internal Sources:
• It discourages capable persons from outside to join
the concern.
• It is possible that the requisite number of persons
possessing qualifications for the vacant posts may
not be available in the organisation.
• For posts requiring innovations and creative
thinking, this method of recruitment cannot be
followed.
• If only seniority is the criterion for promotion, then
the person filling the vacant post may not be really
capable.
 External Sources
•  Advertisement
•  Employment Exchanges
• Schools, Colleges and Universities
•  Recommendation of Existing Employees
• Factory Gates
•  Casual Callers
•  Central Application File
•  Labor Unions
Merits of External Sources
• Availability of Suitable Persons
• Brings New Ideas
• Economical
Demerits of External Sources
•  Demoralization
• Lack of Co-Operation
• Expensive
• Problem of Mal-adjustment
HOW RECRUITING STRATEGY BECOMES
IMPORTANT IN IDENTIFYING RECRUITS?
• When an employee resigns from their job without prior
notice, it can really disorient you especially if they were
holding a key position.
• For example: If a financial manager of a company
leaves the company unexpectedly, the management
decides to promote the assistant to the financial
managers position, which is of internal source as
recruiting from external source include too much
procedures that causes time delay in company’s
working process.