Where the strategy of staffing and business align.
Strategic Staffing prepares all current and future managers to take a strategic and modern approach to the identification, attraction, selection, deployment, and retention of talent. Grounded in research but full of real-world examples, this text describes how organizations can develop a staffing strategy that reinforces business strategy, leverages staffing technology, and evaluates and improves staffing systems.
This edition includes new and relevant topics on staffing that students will be able to immediately apply in their future career.
Map out a plan for the material. To help students and instructors cover the material in an order that’s conducive to learning, this text is organized into four sections:
- The Staffing Context
- Planning, Sourcing, and Recruiting
- Managing the Staffing System
Help students identify the most important concepts:
- Learning Objectives are provided at the beginning of every chapter to prepare students for the key concepts within the reading.
- Chapter-opening Vignettes describe a staffing challenge faced by a real organization. By the end of the chapter, the vignette concludes and exposes the relevant staffing concepts covered within the chapter.
Provide students with the opportunity to check understanding: Chapter-ending material.
- Case Study—A brief study at the end of every chapter encourages students to think critically about the issues posed within the case and how they relate to the chapter’s material. These cases are a great way to spark in-class discussion.
- Three Interactive Exercises—Bring the chapter concepts to life with these end-of-chapter interactive exercises. One exercise is tied to the opening vignette, one is linked to the chapter’s Develop Your Skills feature, and one integrates the chapter’s staffing concepts with business strategy.
Expose the big picture:
- Book-long Active Learning Project—Applies the breadth of the text’s material to a specific job in an organization. The project develops strategic staffing skills in addition to developing tacit knowledge about the strategic staffing process. Readers apply the material and develop their staffing skills by working on a book-long case and completing assignments at the end of each chapter, and by viewing and rating videos of candidates in structured and unstructured employment interviews.
- Book-long Case Study—Contained in the appendix, this feature provides the experience of evaluating the staffing strategy and staffing system for sales associates in a hypothetical high-end retail store called Chern’s. Through this study, students can practice planning, budgeting, and evaluating the return on investment on staffing choices. Online videos accompany the case and provide experience creating an assessment plan, scoring job interviews, and making a hiring decision from among eight candidates.
- A Humorous Video—Showing how NOT to conduct an interview is also provided. The balance of research, best practices, and personal skills development ensures that readers will understand staffing and be able to implement effective staffing practices in their organization. Visit: www.pearsonhighered.com/phillips for more information.
New to this Edition:
- Replacement of most chapter opening vignettes with new ones on companies including Facebook, MITRE, and McAfee.
- Expanded discussion of global issues in staffing throughout the book.
- Revision of the “The Legal Context” chapter (Chapter 3) to address current changes in legislation and court decisions including pay discrimination, EEOC claims, and the Genetic Information Nondiscrimination Act and an expanded discussion of the use of concentration statistics in establishing adverse impact.
- Addition of figures and supplement to the measurement chapter (Chapter 8) for more advanced treatment.
- Addition of new exercises throughout the book including an Ivey job offer negotiation exercise in the instructor’s manual available free for users of this book.
- Updated citations, statistics, and a wide variety of company examples throughout the text, including the examples of Google, P&G, QVC, Apple, PepsiCo Deloitte, and Southwest Airlines.
- Additional material on outsourcing as a sourcing option.
- Expanded discussion of the use of technology throughout the staffing process.
- The addition of information on current sourcing and recruiting tools and techniques including mobile career sites, internet sourcing web sites, and social media and networking sites including LinkedIn, Twitter, and Facebook.
- Provision of new and additional material for instructors in the Instructor’s Manual.
New to this Edition
Replacement of most chapter opening vignettes with new ones on companies including Facebook, MITRE, and McAfee.
Expanded discussion of global issues in staffing throughout the book.
Revision of the “The Legal Context” chapter (Chapter 3) to address current changes in legislation and court decisions including pay discrimination, EEOC claims, and the Genetic Information Nondiscrimination Act and an expanded discussion of the use of concentration statistics in establishing adverse impact.
Addition of figures and supplement to the measurement chapter (Chapter 8) for more advanced treatment.
Addition of new exercises throughout the book including an Ivey job offer negotiation exercise in the instructor’s manual available free for users of this book.
Updated citations, statistics, and a wide variety of company examples throughout the text, including the examples of Google, P&G, QVC, Apple, PepsiCo Deloitte, and Southwest Airlines.
Additional material on outsourcing as a sourcing option.
Expanded discussion of the use of technology throughout the staffing process.
The addition of information on current sourcing and recruiting tools and techniques including mobile career sites, internet sourcing web sites, and social media and networking sites including LinkedIn, Twitter, and Facebook.
Provision of new and additional material for instructors in the Instructor’s Manual.
- Added discussion of the potential importance of hiring an exceptional rather than an average performer.
- New case study on fictitious Atlas Corporation.
- New examples of companies including P&G, QVC, Goldman Sachs, and Google
- Updated website addresses for staffing related standards and ethical guidelines
- New discussion of performance differences in different jobs and the implications for a high return on a staffing investment
- New discussion of outsourcing and the role of local expertise in recruiting globally
- Updated legal information, including information on misclassifying independent contractors, the WARN Act, and the legal use of assessment test results
- Updated statistics and examples including Goodwill Industries and Best Buy
- Expanded discussion of the Genetic Information Nondiscrimination Act of 2008
- Added information on pay discrimination
- Expanded discussion of interpreting concentration data in establishing disparate impact
- New case study on Pfizer
- New opening vignette of MITRE Systems
- New discussion of performing an organizational analysis to identify personality attributes that support the organizational culture
- Updated discussion of best practices in writing a job description
- New examples including Red Lobster and PWC
- Expanded discussions of critical incidents, unstructured interviews, and the definition of tasks in the task inventory job analysis approach
- New material on interview guides
- New opening vignette of Black Hills Corporation
- New examples including Saudi Aramco, FM Facility Maintenance, UPS, 3M, and Con-way Freight
- New discussion on identifying critical jobs
- New discussion of legal factors influencing labor demand
- New discussion of how reducing labor expenses as a cost cutting tool can backfire
- New information on using external talent networks to manage temporary skill gaps
- New information on the use of “just in time” staffing and its implications
- New opening vignette featuring McAfee
- New discussion and examples of mobile sourcing and recruiting
- New examples including PepsiCo, Accenture, Facebook, and Microsoft
- Updated examples of internet sourcing web sites
- Expanded discussion of internet sites including Glassdoor.com and sourcing using social media sites including Jobvite.com and LinkedIn.com
- New discussion of best practices in using social media in sourcing
- New information about outsourcing and finding freelancers
- Expanded discussion of the risks of prioritizing applicant quantity over quality
- New case study of Yahoo
- New opening vignette of United Parcel Service
- New examples of the US Food and Drug Administration, GE, IKEA, and Coca-Cola
- Expanded discussion of global recruiting and external recruiting
- New examples of the use of technology in recruiting
- New case study of fictitious company Rock Blocks
- New opening vignette of Xero
- New discussion of the meaning and implications of the “big data” trend
- Added a discussion of evaluating the use of a vendor’s assessment tool
- Updated Excel commands/formulas for computation
- New opening vignette of Facebook’s hiring process
- New discussion of involving outside stakeholders in the hiring process
- New discussion of how reactions to the same staffing process can vary across national cultures
- New discussion of social network searches and best practices
- New information about using customized tests to assess cognitive ability
- Expanded discussion of the use of personality assessments
- New discussion of conducting employment interviews over the internet
- New information about case interviews, graphology, and social media checks
- New discussion of the use of fake references and information about using online software to conduct reference checks
- New information about personality or other attributes that contribute to failure (“derailers”)
- New information about the best use of criminal history checks
- New examples of Burger King, Bridgewater Associates, UBS, Deloitte, Google, and Southwest Airlines
- Two new video-based Develop Your Skills exercises (all videos available on the companion website), one on assessing an interviewer’s errors and another on scoring actual structured interviews
- New opening vignette featuring Fluor
- New company examples including Caesar’s Entertainment
- Expanded discussion of the Nine Box Matrix
- Updated case study on General Electric
- New company examples
- Expanded discussion of starting pay policies
- New discussion of Form I-9
- New Ivey job offer negotiation exercise available in the Instructor’s Manual (free with use of this book)
- Updated case study on hiring FBI agents
- New company examples including Intel, QVC, Sun Microsystems, and Google
- Expanded discussion of orientation programs
- New discussion of global mobility
- Revised information about best practices in downsizing
- New company examples including Salesforce.com, PNC Financial Services Group, and Southwest Airlines
- Expanded discussion of using technology to monitor the staffing process in real time and to collect data to use in improving the staffing process
- New information about key staffing metrics
- New discussion of applicant tracking, HRIS, and cloud-based recruiting tools
- Modified the description of Chern’s to be a men’s and women’s department store
- Revised some of the quantitative information in the case
- Clarified the optional use of the unstructured video interviews
- Clarified some of the instructions based on user feedback
Table of Contents
1. Strategic Staffing
2. Business and Staffing Strategies
3. The Legal Context
4. Strategic Job Analysis and Competency Modeling
5. Forecasting and Planning
6. Sourcing: Identifying Recruits
9. Assessing External Candidates
10. Assessing Internal Candidates
11. Choosing and Hiring Candidates
12. Managing Workforce Flow
13. Staffing System Evaluation and Technology