Staffing Individual Assignment

Q1. Would it be desirable to hire people only according to the person/organization match,

ignoring the person/job match? (end of Chapter 1 question) Answer : Absolutely No, in the process of staffing the person and job match is main key or element. The main objective in staffing process is to match person KSAO and their motivation to the job requirement and reward. But its not sound the person and organization match is not importance in the process of staffing. It is also importance need the person is fit or compatible to the organization culture, rules, structure, and so on. It is importance to do duel match ( person / job match and person / organization match ) during the process of staffing .However, if the person is match with the organization but their KSAO and motivation or skill is not fulfill the job requirement and reward. It also will bring a negative impact to the organization performance, outcome, employee satisfaction, retention and result.

Q2.

What are the types of experiences, especially staffing-related ones, which an

organization will be likely to have if it does not engage in HR and staffing planning? (end of Chapter 3 question) Answer: Human Resource and staffing planning involves in all aspect of the organization. It also control and manage the organization most essential and functional asset, its human capital or human resource. Without attention and not engage the Human Resource and Staffing planning, an organization can experience and confronted the problem which is: a. Shortages of employees b. Surpluses of employees c. Workforce lacking in motivation d. Workforce will inflexible to meet form internal/external environment e. Inability to comply with the EEO/AA legislation

Q3.

Give examples of when you would want the following for a written job knowledge

test: 1. a low coefficient alpha (e.g., alpha = .35), and b. a low test-retest reliability (end of Chapter 7 question Answer: Coefficient alpha is a measure of the internal consistency reliability. In measuring the reliability, a high coefficient alpha means the variety items on the test measure the same thing. Therefore, the consistent is correlated. Within the context of a written job knowledge test, the staffing professional would want a low coefficient alpha in a situation where the knowledge test is measuring heterogeneous job skills, the focal job requires a wide array of skills that are very different in the types of knowledge they require such as clerical, mathematical, mechanical, and managerial. This would mean the test items are measuring different forms of knowledge. The items should not correlate much and the administrator would expect, and what, coefficient alpha to be low. Low test-retest reliability could be desirable in situations where the attribute being measured is not stable. Under these circumstances, the employees being measured would exhibit different amounts of the measured attribute at different times. Psychological states, such as moods or attitudes, are variables that might be expected to vary by individual during the interval between test and retest. If the interval involved is long in duration, attributes related to ability or achievement could also be expected to result in low test-retest reliability coefficients. Example attribute at different times. Psychological states, such as moods or attitudes, are variables that might be expected to vary by individual during the interval between test and retest. If the interval involved is long in duration, attributes related to ability or achievement could also be expected to result in low test-retest reliability coefficients.

BSMH 3023 STAFFING INDIVIDUAL ASSIGNMENT

NAME NO. MATRIC INSTRUCTOR

: LEONG KAR FAI : 221005 :DR. SETHELA JUNE