Strategic Human Resource Management Recruiting Case Study please answer in 30 min Staffing at Kroger Supermarkets Kroger Co. is currently the nations largest supermarket chain with over 1,400 supermarkets, 200,000 employees, 500 convenience stores, 40 manufacturing plants, and $27 billion in annual sales. Faced with a constant need to hire new employees and with problems concerning the quality of new hires, Kroger set out to improve its selection processes. Krogers goal was to enhance the effectiveness of its ability to hire and retain outstanding customer service employees. Its traditional structured interview approach was very time consuming. Numerous interviewers needed to be trained and certified, and each interview took an average of 45 minutes of management time. At the same time, Kroger faced pressures to develop a system that was efficient and cost-effective. The answer was a computer-based, self-administered employee selection system. Kroger began by conducting a survey of its customers to gather information regarding customer perceptions of customer service. This information was then converted to scales that measured the knowledge, skills, and competencies that impact outstanding customer service. The end resultan employability index was able to evaluate an applicants thought process, management of job-related stress, self-control, and general job-related attitudes. The index was determined entirely by an online, interactive interview with applicants; a recommendation was then offered as to whether the individual should be offered a job. This innovative approach is designed to improve both effectiveness and efficiency by matching selection criteria with carefully chosen strategic objectives. Although the program has not been formally evaluated, Kroger has already determined the three criteria by which it will assess the program: customer service measures, turnover rate, and employee safety. Staffing at St. Peters Health Care St. Peters Health Care is an Albany, New Yorkbased hospital that, like many healthcare institutions, suffered from a severe shortage of qualified nurses. Nurses hired from outside agencies to assume unstaffed shifts not only commanded a premium price but were also unfamiliar with operations and procedures at St. Peters. To alleviate this problem, St. Peters launched an online bidding system by which any nurse could bid for an open shift. Nurses must be existing employees or approved to work for the hospital and bid on shifts for a certain pay rate per hour. Nurse managers have the authority to accept or reject any bid, and applicants whose bids have been rejected are free to rebid at a lower pay rate. Because the hospital cannot mandate overtime for workers, this system allows maximum flexibility for both St. Peters and nurse-employees. St. Peters recently filled 43,400 available hours under the bidding system at an average pay rate of $37 per hour. Two-thirds of those hours were filled up by existing employees. Outside agency nurses would have cost the hospital $54 per hour. In addition to the cost savings, turnover among nurses has decreased from 11 percent to below 5 percent annually, and both patient and employee satisfaction have increased.

*Case question

Critically evaluate staffing policy of Kroger supermarket and St. Peters Health Care. Do you think these recruiting policies are going to help them to attain their strategy? If you are going to choose any of their stuffing policy which one you are going to choose and why?