WEDNESDAY GROUP

Members:
Alolor, John Carlo Ponce
Balasa, Adrian Kim Yermo
Baron, Joshua Eyas
Dela Cruz, Brent Luces
Habana, Marylyn Secusana
Lacson, Jenylyn Ashley Mae Castañare
Pelongco, Peter John Funa
Santerva, Charlie Bugoy
Sausa, Diana May June Malana
Solis, Hiriki Ramos
Villanueva, Tj Sumanga
 STAFFING
Definition and Nature of Staffing
After going through this lesson, you are
expected to:

• Define staffing;
• Explain the definition and nature of staffing:
• Prepare job analysis.
DEFINITION OF STAFFING

Staffing is defined as the filling and keeping filled positions in

the organizational structure. This is done by identifying work-
force requirements, inventorying the people available,
recruiting, selecting, placing, promoting, appraising, planning
the careers, compensating, training, developing existing staff
or new recruits, so that they can accomplish their tasks
effectively and efficiently."
The definitions of the staffing function as given by
the different management experts are given
below:
"The managerial function of staffing involves operating the
organizational structure through proper and effective selection,
appraisal and development of personnel to fill the roles designed
into the structure." - Koontz and O' Donnell
"Staffing relates to the recruitment, selection, development,
training, compensation of subordinate managers." - Theo Haimann

"Staffing is the function by which managers build an

organization through the recruitment, selection, and
development of individuals as capable employees."
- McFarland
"Staffing is the human resource function of identifying, attracting,
hiring, and retaining people with the necessary qualifications to
fill the responsibilities of current and future jobs in the
organization." - Dyck and Neubert

Staffing the process involved in identifying, assessing, placing,

evaluating and directing individuals at work." -5. Benjamin

"Staffing is the function by which managers build an organization through

the recruitment, selection, and development of individuals as capable
employees." - McFarland.
NATURE OF STAFFING
The following points describe the nature of the staffing function.

Staffing is an important managerial function. Staffing function is

normally the sub function of the organizing function. All the five
functions of the management; planning, organizing, directing,
coordinating, and controlling depend upon the employees of the
organization which are made available through the staffing function.

Staffing is a pervasive activity. It is carried out in every organization and

at all the levels of the management in the organization.

Staffing is a continuous activity. This is due to the fact that the function
of staffing continues throughout the life of the organization.
The basis of staffing function is the efficient management of
personnel. The process involved in the staffing function in the
organization is efficiently managed by a system or with well- tried
procedures.

The function of staffing helps in placing right men at the right job.
It can be done effectively through proper recruitment procedures
and then finally selecting the most suitable candidate as per the job
requirements.

Staffing involves people. This emphasizes that people are considered

a valuable resource in any organization. It is concerned with all people
in all levels of the organization.

Staffing requires application of human skills. Staffing function is

concerned with training and developing people. Every manager should
use their human and interpersonal skill in providing guidance and
training to the subordinates.
CHARACTERISTICS OF
STAFFING
From its definition and its nature as a management function,
staffing has the following
characteristics:

1. It is an essential element of management.

2. It is goal-oriented.
3. It is performed within the enterprise by all the managers at all
the times.
4. It is intangible in nature.
5. It is concerned with matching the people with the jobs.
6. It is a process, not an isolated function.
7. It is concerned with total management system.
8. Its efficiency varies from one enterprise to another, and from
one time period to another even within an enterprise.
FUNCTIONS
OF
STAFFING
The ultimate aim of the staffing function is to stimulate
organizational performance by placing the right people on the
job. With this, staffing is said to have three main functions in
any organization:

 Attracting a quality workforce. Staffing attract talented and

skilled people into the organization in an effort to find the best
people suitable for the job.
 Developing quality workforce. Staffing focuses on making
sure that employees admitted to the organization know how
to perform their duties properly
 Maintaining a quality workforce. Staffing should be able to
encourage employees to stay in the organization by providing
them with opportunities to make their work and work setting
convenient as well as oppurtunities to grow both on and
outside of their jobs.
OBJECTIVES
OF
STAFFING
The staffing function in an organization pursues
to achieve the following objectives:
 To help the organization meet its goals
 To make use of the skills and abilities of the organization's
workforce effectively
 To provide the organization with employees who are fit for
the job
 To give employees with job satisfaction and self-
actualization
 To enable employees to develop and maintain a quality
work-life balance To communicate an organization's human
resource policies to employees
 To be ethically and socially responsive to the needs of the
society through its employees.
STEPS IN THE
STAFFING PROCESS
The staffing processes as a managerial function consist of a series
of logical and sequential steps listed and briefly introduced as
follows:
1. Manpower planning. It involves determining the quantitative and qualitative
requirements of manpower or labor in an organization.
2. Recruitment. This is the process of searching for prospective employees and
enticing them to apply for various jobs and positions in an organization
3. Selection. This process of selecting the persons who are most suitable for the
jobs in an organization
4. Placement. This means putting a particular person on the job for which he or
she was selected
5. Induction. This is where a new employee is provided the necessary information
he or she has to know about the company
6. Orientation. This is where a new employee is introduced to his/her immediate
work environment and co-employees.
7. Training. This involves providing the employee with the necessary skills,
abilities, and competencies he or she needs to function properly with his or her
current jobs
8. Development. This involves providing employees with opportunities for
promotion to future or higher jobs.
9. Compensation or Remuneration. This involves providing a reasonable and
equitable monetary equivalent to an employee's nature of work.
10. Performance. evaluation or appraisal. This involves determining how
efficiently an employee performs his or her job and knowing his or her
aptitudes and other qualities necessary for performing the jobs assigned to
him or her from the company.
11. Promotion. This is the pprocess of upgrading an employee to a higher
position involving an increase in rank, prestige or status, and responsibilities.
12. Demotion. This is the process of moving down an employee to a lower
position which less pay and/or responsibility.
13. Transfer. This involves movement of an employee from one job to
another with or without any increase in pay, status, or responsibilities.
14. Separation. This is when an employee is separated from the company.
Activity No. 1: Answer on a yellow pad paper.
1. Define staffing using the terms associated with it. Make sure all
the words in the box below are included in your definition.

Training Talent
Hiring People
Development STAFFING Investment
Selecting Growth
Knowledge Compensation

2. Make your own WORD CLOUD with the term, STAFFING. Think of
other word/s associated with the term that does not include from
the previous activity.
Assessment
Directions: Please read the case study and answer the questions
below.
Business Situation

Xian's Supply Co. located in the New Housemate Market, having six different
locations, needed immediate temporary workers to meet their workers'
demands due to heavy storms that passed in the city. They had never
previously hired temporary workers in the company, but due to the urgency,
they made a decision to partner with Recruitment Agencies. They made this
decision due to the high number of employees they needed and the lack of
the workers they had locally. The skills, experience and education of the
needed employees was a wide range and would require different recruiters
to handle each. These positions included: warehouseman, general labors,
clerical, purchasing, warehouse managers and sales clerk. There was a time
frame of two weeks to set up and deliver a total of 140 people in the first
month.
 CASE ANALYSIS WORKSHEET
1. What are the positions urgently needed in the company?
2. What are the key issues or problems of the case? How did
they find solution to their problems?
3. Do you think their decision to look for temporary workers
through external sources are effective? Why? Make other
suggestion.
Reflection Directions: Answer the questions below by making a reflection
paper on your yellow pad paper. Make sure to ponder on your thoughts
by reflecting carefully and meaningfully.

1. As a future employee, how will you improve yourself in order to

get the job you want?
2. If you were a hiring manager, what qualifications will you look for
in hiring employees who will work in your company?
3. What will you do in order to attract potential applicants?
 END OF SLIDES
THANK YOU FOR LENDING YOUR EARS
AND ATTENTION