STAFFING

STAFFING

1 Definition of Staffing 6 Introduction and Orientation

2 Importance of Staffing 7 Training and

development

3 Human resource planning 8 Performance appraisal

4 Recruitment 9 Employment decision

1
5 Selection
0
Separations
 What is STAFFING?
 is the managerial function of recruitment,
selection, training, developing, promotion and
compensation of personnel.
is the process of identifying, assessing,
placing, developing and evaluating individuals
at work.
itis undertaken to match people with jobs so
that the realization of the organization’s
objectives will be facilitated
 Importance of Staffing
1. Staffi ng helps in discovering and obtaining
competent personnel for various jobs.
2. It helps to improve the quantity and quality
of the output by putting the right person on the
right job.
3. It helps to improve job satisfaction of
employees.
4. It facilitates higher productive performance
by appointing right man for right job.
 Importance of Staffing
5. It reduces the cost of personnel by avoiding
wastage of human resources.
6. It facilitates growth and diversification of
business.
7. It provides continuous survival and growth of
the business through development of
employees.
 STAFFING PROCEDURE
The 8 steps in staffing process
Human Resource
1 5 Training and Development
Planning

2 Recruitment 6 Performance Appraisal

3 Selection 7 Employment Decision

Introduction and
4 Orientation
8 Separations
Staffing Procedure:
Human Resource Planning
• Human resource planning is first step in staffing
and is defined as the on-going process of systematic
planning to achieve optimum use of an
organization's most valuable asset - its human
resources.
• The objective of human resource planning is to
ensure the best fit between employees and jobs,
while avoiding manpower shortages or surpluses.
Staffing Procedure: Human Resource
Planning
The 3 Key Elements of Human Resource Planning:
1. Forecasting – is an assessment of future human resource needs
in relation to the current capabilities of the organization.
Methods of Forecasting:
Time series methods
Explanatory or Casual Methods
Monitoring methods

2. Programming - which means translating the forecasted human

resource needs to personnel objectives and goals.
3. Evaluation and control – which refers to monitoring human
resource action plans and evaluating their success.
Staffing Procedure: Recruitment
Recruitment refers to attracting qualified
persons to apply for vacant positions in the
company so that those who are best suited to
serve the company may be selected.
Staffing Procedure: Recruitment

2 Kinds of Recruitment:

General Recruiting 1

2 Specialized
recruiting
Staffing Procedure: Recruitment
Source of applicants:
Organizations current employees
Referrals from employees
Recruitment firms
Newspaper advertisement
Schools

Competitors

Internet
Staffing Procedure: Selection
• According to Dale Yoder, “Selection is the process in
which candidates by employment are divided into
two classes those who are to be offered employment
and those who are not.”
• The purpose of selection is to evaluate each
candidate and to pick the most suited for the
position available.
Staffing Procedure: Selection
Ways of Determining Qualifications of a Job Candidate
1. Application blanks. The application blanks provides information
about the persons characteristics such as age, marital status, address,
education, background, experience, and special interest. After reading
the application blank, the evaluator will have some basis on whether or
not to proceed further in evaluating the applicant.
2. References. References are those written by previous employees,
co-workers, teachers, club officers, etc. there statement may provide
some vital information on the character of the applicant.
3. Interviews. Information may be gathered in an interview by asking a
series of relevant questions to the job candidate.
4. Testing. This involves an evaluation of the future behavior or
performance of an individual.
Staffing Procedure: Selection
Ways of Determining Qualifications of a Job Candidate
4. Testing. This involves an evaluation of the future behavior or
performance of an individual.

TYPES OF TEST
~ Psychological test – Is an objective, standard measure of a sample
behavior it is classified into:
- Aptitude test - Personality test
-Performance test - Interest test
~ Physical examination - a type of test given to assess the physical
healthy of an applicant.
Staffing Procedure: Introduction and
Orientation
INTRODUCTION ORIENTATION
• The new employee is provided • The new employee is
with the necessary introduced to the immediate
information about the working environment and co-
company. workers. The following are
discussed: location, rules,
• His duties, responsibilities and equipment, procedures, and
benefits are relayed to him. training plans.
The company history, its
products and services, and • The new employee also
the organization structure are undergoes the socialization
explained to the new process by pairing him with
employee. an experienced employee.
Staffing Procedure: Training and
Development
Training refers to the learning that is provided in
order to improve performance on the present job.
According to Flippo:
“Training is an act of increasing the knowledge and
skill of an employee for doing a particular job.”

2 General types of training

Training Programs for non-managers
Training and educational programs for executive
Staffing Procedure: Training and Development
Training Programs Training and educational
For Non-Managers programs for executive
 On-the-job Training The training needs of managers may be classified
 Vestibule School into four areas:
♦ Decision-making skills
 Apprenticeship
♦Interpersonal skills
Program ●In-basket
 Special Courses ●Role-playing
●Management games ● Behavior
modeling
●Case studies ●Sensitivity
training
●Transaction analysis
♦ Job knowledge
●On-the-job experience
●Coaching
●Understudy
Staffing Procedure: Training and Development

Benefit of Training
Build up confidence
 Improves morale of employees
 Build trust of the employee
Staffing Procedure: Performance
appraisal
 Itis the systematic evaluations of the individuals with respect to his
performance on the job and his potential for development
 Is the measurement of employee performance
Ways of Appraising Performance
 Rating scale method
 Essay method
 Management by objective method
 Assessment center method
 Checklist method
 Work standard method
 Ranking method
 Critical-incident method
Staffing Procedure: Performance appraisal
Rating Scale Method- each trait or characteristic to be rated is represented
by a scale on which the rater indicates the degree to which the individual
possesses the trait or characteristic

Essay method- the evaluator composes statements that best describe the
person evaluated

Management by objectives method- where specific goals are set

collaboratively for the organizations as a whole , for various subunits, and for
each individual member. Individuals are then evaluated on the basis of how
well they have achieved the results specified by the goals.

Assessment center method- where one is evaluated by persons other than

the immediate superior. This method is used for evaluating managers.

Checklist method- the evaluator checks statements on a list that are

deemed to characterize an employee’s behavior or performance.
Staffing Procedure: Performance appraisal

Work standards method- standards are set for the realistic worker output
and later on used in evaluating the performance on non-managerial
employees.

Ranking method- each evaluator arranges employees in rank order from the
best to the poorest

Critical-incident method- the evaluator recalls and writes down specific but
critical incidents that indicate the employee’s performance. A critical incident
occurs when employee’s behavior results in an unusual success or failure on
some parts of the job.
Staffing Procedure: Employment
decision
 Monetary Reward – this are given to employees whose
performance is at par or above standard requirements.
 Promotion – this refers to a movement by a person into a
position of higher pay and greater responsibilities and which is
given to a reward for competence and ambition.
 Transfer – this is the movement of the person to a different
job at the same or similar level of responsibility in the
organization.
 Demotion – this is a movement from one position to another
which has less pay or responsibility attached to it. It is used as
a form of punishment or as temporary measure to keep an
employee until he is offered a higher position.
Staffing Procedure: Separations
 Voluntary - it is the will of the employee to resign and he
must notify the company weeks before he resign.
 Involuntary – or termination is the last option that the
manager exercises when employees performance is poor
or when an employee violates the rules and regulation of
the company. This is usually made after training efforts
fail to produce positive results.
THANK YOU!