Review the five staffing models presented, and consider the advantages and disadvantages of each 1) Staffing Quantity - Levels: forecasts the workforce quantity requirements (needed head count) and compares them with the forecasted staffing availabilities (likely employee head count) to determine its likely staffing level position. 2) Staffing Quality -Person/Job Match: seeks to align characteristics of individuals and jobs in ways that will result in desired HR outcomes - Jobs are characterized by their requirements. - Individuals are characterized by their level of qualification - The issue is the likely degree of fit or match between the characteristics of the job and the person. - There are implied consequences for every match. - Dual Match: Job requirements to KSAOs; Job rewards to individual motivation -Person/Organization Match: Organizational Values: norms of desirable attitudes and behavior for the organization's employees - New job duties: tasks that may be added to the target job over time - Flexibility: in terms of hiring people who can work multiple jobs - Future jobs: represent forward thinking by the organization and the person as to which job assignments the person might assume beyond the initial job. 3) Staffing System Compontents - joint interaction between the applicant and the organization - Recruitment: identification and attraction activities by the organization about the individual, and vice versa. - Selection Stage: Emphasis on assessment and evaluation