netrashetty
Netra Shetty
Boise Cascade Holdings, LLC, which uses the trade name Boise, is an American pulp and paper company, ranked as the thirteenth largest forest products company in the world. It is composed of the assets sold off when the publicly-traded Boise Cascade Corporation renamed itself OfficeMax Inc.
Staffing Issues
The purpose of the staffing process is to target workers most likely to perform the jobs in an organization efficiently. This entails an attempt to identify the kind of information necessary for predicting each candidate's probability to succeed or fail in adjusting to work prior than just being hired by the organization. It should be noted that job performance level is also commonly considered an indicator of work adjustment. It follows, then, that to the extent that effectiveness of predictors is assessed in terms of their ability to forecast job performance, this outcome also plays the role of criterion. However, each job in an organization or company has several area dimensions of performance, all of which can be referred to as criterion measures. It is also worth noting that criterion measures vary on a continuum of time intervals ranging from short term to long term (Tziner 1990). Consequently, when setting out to examine the validity of a predictor or the effectiveness of a staffing program, the criterion measure against which this evaluation is performed should be chosen appropriately so that it reflects the work in an organization at a specific point in time or over a given time period. Job analysis is the process by which the criteria are defined for successful performance of the duties a job entails. For example, if companies are interested in finding a salesperson, they may define performance effectiveness as one of the criterion measures of satisfactoriness. They might then operationally define the essence of this criterion measure in the total number of items sold in a certain period or the number of defective products sold and returned by customers in a certain time span, and so on (Tziner 1990).
One of the staffing issues that the company should consider as part of any future decision on continuing global expansion is discrimination. Discrimination is one thing that makes people in the organization be less productive and it ruins the personnel relationship. Discrimination should be given a proper solution by the company so that it will not be a hindrance for development of the company in the future. Another staffing issue is the morale of the personnel. There are some instances where the morale of the employees are low. This causes them to be less efficient and unproductive. Moreover, a staffing issue that should be considered is harassment not only amongst superiors and subordinates but between their peers as well. This causes disruption of normal operations of the company. Lastly, a staffing issue is the compensation. The personnel need changes in the amount of their compensation. It depends on the changes that are happening in the economy. The company must know when to increase compensation to make sure that they will encounter no problems in the future.
Compensation: - Compensation constitutes the largest part of the employee retention process. The employees always have high expectations regarding their compensation packages. Compensation packages vary from industry to industry. Compensation includes salary and wages, bonuses, benefits, prerequisites, stock options, bonuses, vacations, etc.
Environment:- If an organization manages people well, employee retention will take care of itself. Organizations should focus on managing the work environment to make better use of the available human assets.
Growth:-Growth and development are the integral part of every individual’s career. If an employee can not foresee his path of career development in his current organization, there are chances that he’ll leave the organization as soon as he gets an opportunity.
Relationship: - Sometimes the relationship with the management and the peers becomes the reason for an employee to leave the organization. The management is sometimes not able to provide an employee a supportive work culture and environment in terms of personal or professional relationships.
Support: - Lack of support from management can sometimes serve as a reason for employee retention. Supervisor should support his subordinates in a way so that each one of them is a success. Management should try to focus on its employees and support them not only in their difficult times at work but also through the times of personal crisis.
Staffing Issues
The purpose of the staffing process is to target workers most likely to perform the jobs in an organization efficiently. This entails an attempt to identify the kind of information necessary for predicting each candidate's probability to succeed or fail in adjusting to work prior than just being hired by the organization. It should be noted that job performance level is also commonly considered an indicator of work adjustment. It follows, then, that to the extent that effectiveness of predictors is assessed in terms of their ability to forecast job performance, this outcome also plays the role of criterion. However, each job in an organization or company has several area dimensions of performance, all of which can be referred to as criterion measures. It is also worth noting that criterion measures vary on a continuum of time intervals ranging from short term to long term (Tziner 1990). Consequently, when setting out to examine the validity of a predictor or the effectiveness of a staffing program, the criterion measure against which this evaluation is performed should be chosen appropriately so that it reflects the work in an organization at a specific point in time or over a given time period. Job analysis is the process by which the criteria are defined for successful performance of the duties a job entails. For example, if companies are interested in finding a salesperson, they may define performance effectiveness as one of the criterion measures of satisfactoriness. They might then operationally define the essence of this criterion measure in the total number of items sold in a certain period or the number of defective products sold and returned by customers in a certain time span, and so on (Tziner 1990).
One of the staffing issues that the company should consider as part of any future decision on continuing global expansion is discrimination. Discrimination is one thing that makes people in the organization be less productive and it ruins the personnel relationship. Discrimination should be given a proper solution by the company so that it will not be a hindrance for development of the company in the future. Another staffing issue is the morale of the personnel. There are some instances where the morale of the employees are low. This causes them to be less efficient and unproductive. Moreover, a staffing issue that should be considered is harassment not only amongst superiors and subordinates but between their peers as well. This causes disruption of normal operations of the company. Lastly, a staffing issue is the compensation. The personnel need changes in the amount of their compensation. It depends on the changes that are happening in the economy. The company must know when to increase compensation to make sure that they will encounter no problems in the future.
Compensation: - Compensation constitutes the largest part of the employee retention process. The employees always have high expectations regarding their compensation packages. Compensation packages vary from industry to industry. Compensation includes salary and wages, bonuses, benefits, prerequisites, stock options, bonuses, vacations, etc.
Environment:- If an organization manages people well, employee retention will take care of itself. Organizations should focus on managing the work environment to make better use of the available human assets.
Growth:-Growth and development are the integral part of every individual’s career. If an employee can not foresee his path of career development in his current organization, there are chances that he’ll leave the organization as soon as he gets an opportunity.
Relationship: - Sometimes the relationship with the management and the peers becomes the reason for an employee to leave the organization. The management is sometimes not able to provide an employee a supportive work culture and environment in terms of personal or professional relationships.
Support: - Lack of support from management can sometimes serve as a reason for employee retention. Supervisor should support his subordinates in a way so that each one of them is a success. Management should try to focus on its employees and support them not only in their difficult times at work but also through the times of personal crisis.
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