University of Houston
Selection, Staffing, and Creating Teams
Alexis Fauntleroy
Global Management 4348
William Walker
3/26/2019
Paper 1: Selection, Staffing and Creating Teams
The selection and staffing process is something that can be defined in many ways
by different organizations. Most commonly the selection and staffing process is split into
four to six parts, each important and sequentially dependent on each other. These steps,
simply put, consist of recruitment, selection, training, placement, and occasionally ending
with team creation. This process is very important because it creates the foundation for
which people are considered and hired onto an organization. If this process is not taken
seriously it could allow the wrong people through the doors of an organization, causing it
to become inefficient and costly. Additionally, the selection and staffing process is
important because the people that are hired into an organization create an underlying
culture within the organization. The culture can either create cohesion or discourse
depending on the people within the environment.
Before selection and staffing can take place, an organization must create
structured goals they’re trying to meet and accomplish. These goals consist of ensuring
the right number of qualified people are getting hired, getting the right people interested,
screening those people, and convincing them to say yes to the position. Along with the
previous goals, organizations must meet these expectations in a legally acceptable way
that is also cost-effective. Besides goals, there are fundamental assumptions within the
selection process that must be recognized as well. These assumptions are that the traits
and abilities of applicants can be measured. A second assumption is that those traits and
abilities will vary from person to person. To determine the traits and abilities required for
a job, a job analysis must be conducted prior to the selection process. A job analysis is a
