On the basis of a review of the literature in human resourceinformation systems HRIS and a diagnosis of some computerizedplacement systems used by large US corporations, identifies majorproblems in using computerized HRIS for internal staffing. Proposes aselfbalancing staffing system, built around a rational screeningprocedure. This system, although it may be altered to fit variouscircumstances, can serve at least three purposes 1 to fill an openingresulting from termination of the incumbent 2 to update the candidatesearch criteria on the basis of changes in job definitions and 3 topursue systemwide optimization by periodically checking the fit betweenjobs and persons. Finally, explores some practical issues about how tointegrate such an automated staffing system with manual ones anddiscusses the implications for future research.
Personnel Review – Emerald Publishing
Published: Feb 1, 1992
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