Chapter one deals with the staffing models and strategies, and the complexity of how they apply to real world settings. By definition, staffing is a critical organizational function concerned with the acquisition, deployment, and retention of the organization’s workforce. Staffing levels and labor quality contribute to an organization’s effectiveness, and that a concerted set of labor acquisition, deployment, and retention actions guides the flow of people into, within, and out of the organization.

The various elements of staffing systems are broken down into five. The first model always shows how projected workforce head-count requirements and availabilities are compared to determine the appropriate staffing level for the organization. The next two models illustrate staffing quality; person/ job match, and person/ organization. The person/ job match seeks to align characteristics of individuals with jobs in ways that will result in desired HR outcomes.

When HR makes the selection for the job fulfilments, they require four major points: job requirements (interpersonal skills, previous job skills, etc), the individuals are characterized by their level of qualification and motivation, distinction between the best fit and the degree that the individual holds, and the individuals interactions with customers. When it comes to person/ organization, the organization seeks to determine how well the person matches not only the job but also the organization. The four focal points are: organizational values, new job duties, multiple jobs, and future jobs.

Core staffing is the third model which identifies recruitment, selection, and employment. It also shows how the organizations and the job applicants interact. Recruitment deals with the identification and attraction of applicants. Selection is the assessment and evaluation of applicants. Employment is the when the final decisions and matches are made.

The last model, which is staffing organizations, provides the entire framework for staffing

and structure. This supports the activities of legal compliance, planning, and job analysis.