Human Resource Management: Analysis of Staffing Quality Model in HRM

This report provides an analysis of the Staffing Quality Model within Human Resource Management. The report begins with an executive summary and table of contents, followed by an introduction that highlights the importance of staffing models in understanding recruitment and evaluation processes. The core of the report focuses on the Staffing Quality Model, specifically the person/job fit and person/organization fit, exploring how these concepts contribute to employee satisfaction, creativity, and organizational commitment. It also discusses the advantages and disadvantages of each fit, such as increased employee engagement and retention versus potential turnover and skill gaps. The report concludes by emphasizing the effectiveness of the Staffing Quality Model in enhancing company growth prospects by aligning employee values and skills with organizational needs. References from various academic sources are provided to support the analysis.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student
Name of the University
Author note

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Executive Summary
The assignment helps in identifying the appropriate staffing model which is the staffing
quality model that helps in understanding the two kinds of aspects. The two major aspects
include the job/person fit and the person/organization fit which Cn be effective for the
improvement of the individuals as well as the organizational attributes which will be capable
of improving the growth prospects of the company successfully.

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Table of Contents
Introduction................................................................................................................................3
Overview on Staffing.............................................................................................................3
Analysis of the Staffing Quality Model.....................................................................................3
Advantages and Disadvantages of Staffing Quality Model...................................................4
Conclusion..................................................................................................................................7
References..................................................................................................................................8

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Introduction
The report throws light in analysing one of the staffing model which will be effective
in understanding the main aspects of staffing which will be capable of understanding the
operation in recruiting and evaluating the needs and skills of employees successfully. One of
the over staffing models which have been selected in the respective report is staffing quality
model (person/job fit and person/organization fit) wherein the companies utilise multiple kind
of interconnected systems in managing the flow of people. It includes the planning,
recruitment, selection along with decision-making aspects which will be capable of retaining
employees.
Overview on Staffing
As commented by Tims, Derks and Bakker (2016), staffing is considered to be the
process of proper hiring the different eligible type of candidates in respective organization for
the specific kind of positions. In the management, staffing is considered to be the operation of
proper recruiting the different employees through evaluation of skills, accurate knowledge
along with offering them with specific job roles in an appropriate manner.
As discussed by Sylva et al. (2019),staffing plays a vital role as it is the managerial
function of recruitment, selection, training and development along with managing the
compensation of the different personnel. According to Kooij et al. (2017), staffing is the
significant element which will be capable of finding the best match for the suitable or
available position in the company which is best suited for the candidates as well.
Analysis of the Staffing Quality Model
In the respective staffing quality model, there are two other sub parts included in it
which are the person/job fit and the person/organization fit. The person/job fit theory mainly

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focuses and postulates the fact that the personality traits of a person will be revealing the
insight for the adaptability within the organization. As opined by Hockenberryand Becker
(2016), the person/job fit is considered to be process of identifying individual related
competencies which are needed for the job with the assistance of the certain kind of external
processes which is inclusive of interviews or the psychological tests which will be enhancing
the abilities and knowledge related skills of the employees while they are being selected for
the respective position.
On the contrary, the person/organization fit is concept which is considered to be the
compatibility between the different employees as well as the organizations. The
computability can be helpful and it will be resulting in from one party which are supplying
requirement of the one party which is the similar values across both the parties. In addition,
as opined by Hamstra, Van Vianenand Koen(2019), the person/organization fit relates to the
overall level of the appropriate comfort with the organizational culture and both the
respective types of the fits are essential to the entire long-term job related satisfaction.
From the analysis of the both concepts in a suitable manner, the research shows the
fact that the complete as well as unambiguous specification of the different individual
competencies in the entire analysis of job helps in reducing effect of the racial as well as
gender stereotyping and helps the interviewer for differentiating between unqualified and
qualified applicants. Staffing, being the crucial part of the HRM requires proper expertise
along with connections which will be keeping a track on the right people and generate high
effectiveness in the services (Grissom, Kalogridesand Loeb 2017).
Advantages and Disadvantages of Staffing QualityModel
Person/job fit
Advantages

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It increases the creativity among the different employeesis the crucial advantage of
the Person/Job fit as it has been noticed that the different jobs such as engineering or
construction are highly technical and there is need for people who have the skills which are
necessary for completing the job efficiently (Erikson et al., 2017). In such scenario, the
creativity among the individual employees play a vital role in managing the effectiveness of
the company and it will be allowing the growth of the employee’s perspective in showing
their skills in performing well.
Increases the Employee Satisfaction in the Companies is the other prospect which
manages the effectiveness of the company and employees as a whole. When the employees
are hired for a respective post, it is important for the company to check whether the
employees possess the different skills that are applicable for the job and it is effective in
managing the effectiveness of the services which have been developed by them (Downes et
al., 2017). In such scenario, the organizational commitment is the key aspect that can be
impacting performance of the organization in a positive manner and gain competitiveness.
Disadvantages
High level of turnover among employeesis the first and foremost disadvantage of the
person/job fit as the major drawback is that there can be individuals who has great and high
qualifications, however, they do not fit and get well with other colleagues of the company. It
can be impacting the effectiveness of the growth of the company negatively and it will be
increasing the level of the turnover among employees (Boonand Biron, 2016).
Less connection among employees with organizations is the other disadvantage
which needs to be provided with proper concern as when the employees are feeling their
opinions are not being considered significant. In such scenario, the employees try to distance
themselves and there is lack of morale among them that affects the level of productivity.

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Person/Organization fit
Advantages
Improvement in the retention of the employees is the first and foremost advantage of
the person/organization fit as for the long-term retention in the company, it will be helping in
reduction of the turnover among employees(Africa 2017).Proper training and development
are the key element as it will be adding to the retention of employees wherein the company
will be saving money and they will be receiving highly qualified candidates.
Increased level of employee engagement is the other advantage which can be
received from the person/organization fit wherein the employees such as the office managers,
positions of the admins along with other administration jobs need to possess the skills to
make the employees feel that they should be working as one unit and it will be making them
stay in the company for a longer span of time (Africa 2017).
Disadvantages
Organization fit, however there is lack of individual skills is the first disadvantage of
person/organization fit as there can be a scenario wherein it is noticed that the employees
who have been hired are perfect fit for the organizational culture, however, there is lack of
knowledge in them to attain the effectiveness (Africa 2017). When there is lack of training
and development prospects, they could be feeling inadequate and set up for failure and
frustrated attitude.
Increased cost on training and hiring is the other disadvantage which can be
impacting the growth of the firms negatively. In case of the person/organization fit, when the
employees are not fit for the company, but they are fit for the respective position in the
company, in such scenario, when the organization hires such employees in the company,
there can be additional costs incurred in the training and development prospects. It is

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considered to be the most ineffective appro ach in hiring the employees who lacks the
individual skills in managing the different tasks in an ineffective and inappropriate manner
(Africa 2017).
Conclusion
Therefore, it can be inferred that the Staffing Quality Model is one of the most
effective staffing models which will be beneficial in improving the growth prospects of the
company in a suitable manner. It is not a simple task for hiring the different employees in the
companies, therefore, there are different kinds of aspects which will be implemented for
contributing towards the commitment of the employees towards the company successfully.
The values are essential factor when pursuing the potential type of candidate and it will be
effective for managing the prospects related to growth.
In case of Person/Job fit, the creativity of the employees will be managed and they
will be able to increase their level of performance accordingly. However, the disadvantages
such as turnover among employees as there is no such connection between the organization
culture and creativity of employees which impacts the performance. On the other hand, in
person/organization fit, there is high level of engagement among employees and it impacts
the performance thoroughly. It is necessary that the employees should be both creative and
there should be inclusion of few organization skills that will be efficient in managing the
works performed in companies.

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References
Africa, L.M., 2017. Transition to practice programs: Effective solutions to achieving strategic
staffing in today's healthcare systems. Nursing Economics, 35(4), p.178.
Boon, C. and Biron, M., 2016. Temporal issues in person–organization fit, person–job fit and
turnover: The role of leader–member exchange. Human relations, 69(12), pp.2177-2200.
Downes, P.E., Kristof-Brown, A.L., Judge, T.A. and Darnold, T.C., 2017. Motivational
mechanisms of self-concordance theory: Goal-specific efficacy and person–organization
fit. Journal of Business and Psychology, 32(2), pp.197-215.
Erikson, C.E., Pittman, P., LaFrance, A. and Chapman, S.A., 2017. Alternative payment
models lead to strategic care coordination workforce investments. Nursing outlook, 65(6),
pp.737-745.
Grissom, J.A., Kalogrides, D. and Loeb, S., 2017. Strategic staffing? How performance
pressures affect the distribution of teachers within schools and resulting student
achievement. American Educational Research Journal, 54(6), pp.1079-1116.
Hamstra, M.R., Van Vianen, A.E. and Koen, J., 2019. Does employee perceived person-
organization fit promote performance? The moderating role of supervisor perceived person-
organization fit. European Journal of Work and Organizational Psychology, 28(5), pp.594-
601.
Hockenberry, J.M. and Becker, E.R., 2016. How do hospital nurse staffing strategies affect
patient satisfaction?. ILR Review, 69(4), pp.890-910.

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Kooij, D.T., van Woerkom, M., Wilkenloh, J., Dorenbosch, L. and Denissen, J.J., 2017. Job
crafting towards strengths and interests: The effects of a job crafting intervention on person–
job fit and the role of age. Journal of Applied Psychology, 102(6), p.971.
Sylva, H., Mol, S.T., Den Hartog, D.N. and Dorenbosch, L., 2019. Person-job fit and
proactive career behaviour: A dynamic approach. European Journal of Work and
Organizational Psychology, 28(5), pp.631-645.
Tims, M., Derks, D. and Bakker, A.B., 2016. Job crafting and its relationships with person–
job fit and meaningfulness: A three-wave study. Journal of Vocational Behavior, 92, pp.44-
53.