Staffing Organizations

Rating:
Summary: A Solid Human Resources Recruitment and Staffing Guide
Review: As a human resources professional and a graduate student at Troy State University, I found this text to be very insightful in all aspects of researching, designing, planning, and implementing various internal and external staffing strategies, policies, procedures, and practices. This text is definitely an invaluable reference book that should be a part of any human resources professional's library.

Rating:
Summary: Staffing Organizations
Review: Granted, there are few books available on the subject matter. This book is a classic example of saying in 14 chapters what could have been said in seven. The subject matter is dated ,and the concepts well beyond what is actually used to staff the majority of organizations in this country. To imagine that formulas will be used in most companies to project vacancies, demonstrates how far removed the authors are from the "real world".....

Rating:
Summary: An in-depth exploration of the Staffing function
Review: I personally loved this book. Its content is enriched with a wealth of professional and practical theory about corporate staffing strategies and systems. The Staffing Organizations Model that shapes the structure of this text is considered a profound, intergrated, and coherent framework for the dynamic realm of staffing. The model's flow is logical, commencing from legal compliance and job analysis and concluding with employee retention management. The book helped me develop a sound conceptual map of what Staffing is, what it includes, and how its sub-systems interrelate. I recommend this book to all people who are interested or work in the Staffing field.

Rating:
Summary: Comprehensive examination of staffing
Review: I use this textbook to teach an undergraduate class in Human Resources. I find that it provides a thorough discussion of the issues that organizations encounter during initial staffing and ongoing efforts.

As expected, it is oriented toward a model that best fits with a very large company. However, I find it is easy to explain the concepts in terms of how to use them with smaller organizations. The section on job analysis offers a nice approach to looking at rewards and motivation.

The sections on internal and external recruitment tend to be a bit longer than necessary and sometimes redundant. The same applies to the internal and external selection chapters. Both do contain a wealth of information.

I found the applications at the end of each chapter very useful in helping students apply what they learn. However, I wish there was more discussion of performance appraisals as selection tools. Otherwise I find the text to be versatile

Rating:
Summary: Comprehensive examination of staffing
Review: I use this textbook to teach an undergraduate class in Human Resources. I find that it provides a thorough discussion of the issues that organizations encounter during initial staffing and ongoing efforts.

As expected, it is oriented toward a model that best fits with a very large company. However, I find it is easy to explain the concepts in terms of how to use them with smaller organizations. The section on job analysis offers a nice approach to looking at rewards and motivation.

The sections on internal and external recruitment tend to be a bit longer than necessary and sometimes redundant. The same applies to the internal and external selection chapters. Both do contain a wealth of information.

I found the applications at the end of each chapter very useful in helping students apply what they learn. However, I wish there was more discussion of performance appraisals as selection tools. Otherwise I find the text to be versatile

Rating:
Summary: Helpful guidance for the HR practitioner
Review: This book offers solid insight into the complexities of organizational staffing. While other reviewers have commented that merit pay and job evaluation have little place in today's business world, my company uses these tools very successfully. The authors offer theoretical support for these concepts, but do not offer sufficient "real world" examples to provide guidance for those who have no prior experience in staffing. The academic approach that the book takes in dealing with these issues is to be expected from a textbook, but additional examples, possibly case studies, would be valuable for those who do not have the benefit of a course instructor.

Rating:
Summary: Recall Time!!!
Review: This book suggests that some "right" and "wrong" solutions to pay design exist. It proposes that how pay is designed will help an organization staff itself. All good so far. But then the book needs to produce some "how to" ways to get from where the organization is to where it is supposed to be. I guess this stuff must be acceptable for students at Ohio State but is doesn't was for an executive in a manufacturing company in Nebraska.

In our company, "merit pay" has been a disaster. It causes individual employees to go their own way and not help each other. "Job evaluation" has also been a disaster. We once had a personnel department that spent all of its time putting points on jobs and argueing about which job is more important than another. I have talked to many executives and they come to the same conclusions. So, I bought a book about pay to see what I should do.

I can't imaging someone really writes in a new book and says that merit pay and job evaluation have any place in a company at all. I am a practical business person. I probably could not get a job as a professor at Ohio State. But do I think anybody who believes what this book says could run a manufacturing company where it is tough to get production out, manage quality, keep people motivated, and satisfy customers?????

Rating:
Summary: Great Concept but Outdated
Review: This is the book I've assigned to graduate HR Management students studying staffing. It does the job, but needs more than just a cosmetic overhaul - which is what happened between the former edition and this one.

Staffing remains the most strategically influential activity HR professionals can perform, and yet this book says so little about:

o Organizational strategy
o Web-based recruitment
o Internet-based interviewing and screening technique
o Interactive engines for applying for jobs, e.g., Wal-Mart

Its min-case studies are OK, but, again, so outdated.

Make this book as good as it used to be, Dr. Heneman!!