Must Use This Reference Plus One Other Reference
Must Use This Reference Plus One Other Referencehow Could Two Of These
Must use this reference plus one other reference how could two of these strategic staffing decisions strategies listed below and apply them where you work? answer in 300 words Acquire or Develop Talent • Hire Yourself or Outsource • External or Internal Hiring • Core or Flexible Workforce • Hire or Retain • National or Global • Attract or Relocate • Overstaff or Understaff • Short- or Long-Term Focus • Person/Job or Person/Organization Match • Specific or General KSAOs • Exceptional or Acceptable Workforce Quality • Active or Passive Diversity
Paper For Above instruction
Strategic staffing decisions are critical to organizational success, influencing how a company acquires, develops, and manages its workforce. Among these, the choice between "Acquire or Develop Talent" and "External or Internal Hiring" are particularly impactful, especially when tailored to the specific needs of an organization’s environment.
In my workplace, a mid-sized technology firm, applying the strategy of "Acquire or Develop Talent" involves evaluating whether to recruit externally to bring in specialized skills or to focus on developing current employees through training and professional development. For example, in projects requiring cutting-edge technological expertise, acquiring talent externally ensures rapid access to the necessary skills. Conversely, investing in internal development fosters employee loyalty and reduces turnover, which aligns with the company's long-term growth. According to Breaugh (2013), leveraging internal talent can also enhance organizational knowledge continuity, while external hiring accelerates skill acquisition (Breaugh, 2013). Balancing these approaches is vital; for roles demanding specific expertise, external acquisition is often preferred, whereas for roles integral to organizational culture, developing internal staff is advantageous.
Simultaneously, the decision between "External or Internal Hiring" complements the first. In our firm, when filling senior leadership roles, we prefer internal promotion to retain institutional knowledge and motivate employees. However, for roles requiring new perspectives or specialized skills not available internally, external hiring is prioritized (Cober et al., 2003). This strategy minimizes disruption and leverages existing internal talent pools, aligning with the organization's strategic goal of fostering innovation and stability.
In sum, combining "Acquire or Develop Talent" with "External or Internal Hiring" allows organizations to optimize their staffing mechanisms per the demands of their projects and strategic objectives. Employing both strategies judiciously enhances workforce quality, supports organizational agility, and sustains competitive advantage.
References
Breaugh, J. A. (2013). The Role of the Applicant in the Staffing Process. Industrial and Organizational Psychology, 6(2), 174-185.
Cober, R. T., Brown, D. J., Levy, P. E., & Keeping, L. M. (2003). Internal mobility as a predictor of organizational productivity. Journal of Business and Psychology, 18(2), 353-374.