Summary of the Article
The article highlights the plight of the human resource department in ensuring that organizations achieve their goals. The authors have expressed concern over the increasing need to reduce staffing costs and at the same time maintain positive development in organizations. They argue that most organizations believe that competent staff is the key to success and thus there is the need for organizations to use staffing policies that will have maximum benefits and give them a competitive advantage. These authors introduce the use of IT solutions in assessing the needs of workers and organizations so that the human resource department can make wise decisions.
They are convinced that the use of IT staffing approaches by the human resource department is an inevitable issue because the modern world has become competitive and thus no organization can risk being left behind in the process of recruitment. In addition, they explain that organizations must use a Human Resource Talent Dispatch Model to identify areas within their organizations that need workers with special skills. This model helps organizations balance the cost of hiring employees and the expected benefits. There is no room for avoidable expenses because the recruitment process will be guided by informed decisions.
The HR department will not make mistakes witnessed in conventional recruitment approaches where a company hires staff that becomes white elephants. The model has various components including the project plan that gives an overview of the roles of an officeholder. A list of the human structure shows the HR department the number of employees in various sectors, and this helps it to design a recruitment plan. The human resource planning model is in the middle of this approach, and it unites all aspects of this agency. In addition, the human inventory record shows the performance of workers and their abilities.
This information is compared with the needs of an organization and helps it to know where to add, train or reduce the number of employees. The plan of recruitment involves all aspects that should be considered during interviews and selection processes when hiring new workers or giving the existing ones promotions. This stage involves outlining the requirements that are supposed to be met by candidates aspiring to join organizations. Lastly, a plan of dispatching involves how the talents and skills acquired are introduced in an organization. This process involves the orientation and introduction procedures the human resource department employs to make new workers feel at home in their new jobs.
Implications of the Results
The results presented by the article have various implications on various departments in an organization. First, the results show that the human resource department will never have time to sleep due to the increasing competition from other companies. This means that this department must work hard to ensure it recruits employees that have the relevant skills to enable their organizations to achieve their goals. The use of IT approaches in staffing procedures is an inevitable issue that this article has highlighted, and this means that the human resource department must be awake to the fact that employees must have modern skills.
Secondly, the results presented by this article impact the budgetary allocation to the human resource department. The finance department must realize that its human resource counterpart needs adequate funds to ensure it conducts recruitment processes successfully. Organizations should equip and fund their HR departments to ensure they are aware of the needs of their companies and recruit workers that meet their expectations.
However, this article fails to explain how small organizations can use this model to achieve their desired staffing expectations (Nims 2013). The research and findings presented by these authors focus on large companies, especially multinational organizations that have huge capital and control large markets. These authors do not offer solutions to the problem of staffing in small organizations. In addition, the approach proposed by these authors to improve the staffing approaches of organizations is limited and relies heavily on the availability of funds to acquire modern skills and technologies. However, these authors do not understand that academic qualification or modern technology do not necessarily translate to improved performance.
Expansion on the Article’s Results
The results presented by these authors can be expanded by involving small organizations in the research. In addition, these authors should compare and contrast the impacts of this model in large and small organizations. This paper should focus on issues that motivate employees to perform well and avoid concentrating too much on technology as a drive to improve the performance of organizations (Kaplan 2012).
There is a need for these authors to involve other departments in their research because organizations are highly structured, and all sectors must work in unison for them to achieve their objectives. Lastly, these authors should research the impacts of a company’s history and name on its performance and the staffing policies it employs. The impacts of a company’s history and policies on staffing approaches should be researched to ensure there is adequate knowledge regarding this issue.
References
Kaplan, S. (2012). The Business Model Innovation Factory: How to Stay Relevant When the World is Changing. New York: Wiley.
Nims, J. (2013). Implementing an Inclusive Staffing Model for Today’s Reference Services: A Practical Guide for Librarians. New York: Rowman and Littlefield.