JUAN DIEGO TORO PERILLA

STAFFING

Short answers
Long answers
Application Type

ADMINISTRATION OF ENGINEERING PROJECTS

Santo Tomás University
Ing. Telecommunications.
1. Briefly list important sources of recruitment

Internal sources:

• Transfer: Through this transfer, an employee moves from one position to

another, one department to another or from one shift to another, without a
substantial change in the responsibilities and status of the employee. This is
known as a horizontal shift.
• Promotion: Through this, companies promote employees from lower positions to
occupy higher positions that are available, with greater responsibilities, facilities,
status and remuneration. This practice helps improve employee motivation,
loyalty, and satisfaction and is known as vertical scrolling.

External Sources:

• Direct hiring: In this, a notice is placed in the notices section of the company
specifying the details of the offer of available jobs, applicants are cited with
the exact date and time and the selection is made immediately. It is mainly
used for occasional jobs or for some replacement, offered to personnel who
will not last long in the company or who are temporary. This is very
inexpensive and requires no advertising costs.
• Casual calls: This type of source is used by companies that have access to a
database of job applicants in their offices. Companies prepare a list of
candidates and can be selected as jobs arise. This source of recruitment
reduces the cost compared to the following sources.
• Advertising : This font is used when much wider selection options are
required. This font is used by most companies. The advantage of advertising
vacancies is that more information about the organization and work in the ad
can be given, thus giving the option of choosing from a broader group of
applicants. Its downside is that they can receive a large number of responses
and can attract unskilled people.
• Job Exchange: Government job exchanges are a good source of recruitment
for skilled and unskilled jobs. Its function is to match the demand and supply
of employees and employers. Its disadvantage is that the employment
records are out of date and, therefore, it is not recommended for job seekers.
• Placement agencies and management consultants: Placement agencies
provide a national service to meet personal demand and supply. These
agencies compile data from a large number of candidates and suggest
employees to their clients. These agencies charge a fee for their services and
are very helpful when an in-depth evaluation is required.
• Campus Recruitment: Colleges and educational management and technology
institutions have become a popular source of recruitment for companies in
technical, professional and managerial jobs. Companies maintain
relationships with different universities and vocational institutes to hire
personnel.
 • Employee recommendations: The recommendations of active employees of
family or friends for vacancies are taken into account. A preliminary
evaluation is made to find out the profile of the recommended and his
application.
• Labor Contractors: Workers are recruited by labor contractors who are
employees of the organization. The downside is that if the labor contractor
decides to leave the company, the workers who were hired through the
contractor will also leave the company.
• Television Advertising: The detailed job requirements and applicant profile
required are published along with the profile of the organization where the
vacancy exists.
• Web Publishing There are websites specifically designed to provide
information about job applicants and the job offer.

2. What is meant by recruitment?

• Recruitment is the process by which new personnel are sought to fill vacancies in the
different jobs within the company. This search will understand the needs of the company
and more specifically, the sector in which there is a shortage of personnel. It is carried out
taking into account the detailed information on the job and the profile requested for the
vacancy, making it known through advertising resources, whether printed or posted at
company headquarters or through electronic resources. The essential objective of
recruitment is to create a group of candidates for the job, who meet the requested profile,
and to encourage them to attend the call.

What is the difference with the selection?

• As I described in the previous point, the essential objective of the recruitment phase is to
create a group of candidates who meet the profile for the job; in the selection phase, its
main purpose is to choose the most qualified personnel from the group of candidates that
was formed in the previous stage. Selection ensures that you choose the best candidate
for the job through tests and interviews conducted with the applicant. If he successfully
overcomes them, he will be given, in the absence of his signature, a written contract that
will describe the entire job offer; terms and conditions, as well as the date of admission.

3. Training definition

• Training is the means by which employees update or modify their skills, aptitudes, and
abilities to perform specific jobs as they become more complex. The goal is to improve
performance in the current job or prepare workers for any planned job, being effective
when the correct mix is made between learning new skills and applying knowledge. With
the constant changes in society today, it is necessary for organizations to readjust the
 products and services produced, the way they are produced and offered, the types of jobs
required and the types of skills required to complete these jobs, based on training as a
tool to adapt to the market. The training helps both the organization and the individual,
it gives the company quality, performance improvement and a robust and well-trained
team. The individual will acquire adaptation skills for his environment, knowledge and an
improvement in his professional career.

What is the difference with education?

• Training is a mixture of new skills along with the application of knowledge acquired
through education and is limited to meeting the objectives of organizations. This is
the main difference between training and education, as education seeks to increase
the knowledge and understanding of employees, imparts qualities of mind, character,
and understanding of basic principles, and develops capacities for analysis, synthesis,
and objectivity. Also, it gives a greater scope to the individual personally and
professionally as it is not limited like training.

4. Distinguish between training and development

• Development refers to learning opportunities designed to help employees grow, covering

activities that help job performance, and activities that cause personal growth by
enhancing their abilities so that they are not only good employees but excellent people.
Training based on its definition is limited to the objectives of the companies and its
function is to put into practice the acquired knowledge that serves to achieve them.

5. Why are internal sources of recruitment considered cheaper?

• These sources are considered cheaper since they are movements that are carried out
within the company with a person already hired, there are no expenses in advertising,
hiring employment agencies. Neither is it necessary to have a new talent selection process
since regardless of the position to which the worker will move or promote, the worker
already knows the company, the product and the responsibilities that he will carry out.
They only need a short training focused on their new responsibilities and for the salary
issue, they would only have to modify the current salary of the worker, not add one more
salary to the payroll.

6. What is the importance of staffing in the workplace today?

• Staffing within a company is of utmost importance, since it is responsible for selecting the
right people for the right job. They are in charge of putting the workers according to the
structure of the organization, thus being the basis of any company. Any organization that
 wants to be successful needs to have excellent quality staffing and therefore trained and
qualified employees for different jobs, since the company's objectives depend on staffing
and its performance within the company.

LONG ANSWER TYPE

1. Define the staffing process and the various steps involved in

• Staffing has as its main function, the timely fulfillment of the labor requirements within
the company, requirements that are given for its expansion, creation or update. Staffing
can be defined as a process that begins by understanding these requirements within the
organization and identifying potential sources from which they can be met, whether
internal or external. They are also in charge of training personnel for different jobs and
developing new skills for workers. They are also in charge of all legal and financial affairs
of the company in question. Its stages are:

➢Estimation of labor requirements: At this stage, it is not only taken into account
how many people the company needs, but also the type of people, since,
depending on the job responsibilities, both men and women can be hired, with
or without disabilities and with no age limit.

➢Recruitment: is the process by which new personnel are sought to fill vacancies
in the different jobs within the company. The essential objective of recruitment
is to create a group of candidates for the job, who meet the requested profile,
and to encourage them to attend the call.

➢Selection: Its fundamental purpose is to choose the most qualified personnel,

among the group of candidates that was formed in the recruitment stage.
Selection ensures that you choose the best candidate for the job through tests
and interviews conducted with the applicant.

➢ Placement and orientation: The employee receive a brief presentation about the
company, its leaders, colleagues and subordinates. The place and job title for
which he was selected is disclosed to him. The orientation, therefore, is to
introduce the selected employee to other employees and to familiarize them with
the organization's rules and policies.

➢ Training and development: At this stage, companies provide the opportunity for
their employees to grow within it, facilitating access to learning through internal
training centers. This benefit both the company and the employee, as the
employee is given the option of having a career within the organization and it
benefits from retaining its talented people and gaining their loyalty.
 ➢Performance evaluation: After workers have been in the company for some time,
an evaluation of their performance must be carried out; It consists of comparing
the current or past performance of the employee, with some standards of the
company. This process includes job definition, performance evaluation, and
feedback.

➢Promotion and career planning: It are necessary for companies to have options
regarding their professional career and the ways of promotion for their
employees. The managers who are in charge of this stage must design an activity
plan for the long-term interests of their employees, in order to encourage them
to grow and develop their full potential. The promotion will then be to place an
employee in a higher-ranking position, which implies more pay, responsibility and
job satisfaction.

➢Compensation: Compensation refers to all forms of payment or rewards that

employees receive; It can be in the form of direct financial payments such as
wages, salaries, incentives, commissions and bonuses, indirect payments such as
employer-paid insurance, and vacations. Certain payment plans can be created
that are a combination of time-based payment plus incentives for higher
performance.

2. Explain the selection process

• Its main purpose is to choose the most qualified personnel, among the group of
candidates that was formed in the recruitment stage. Selection ensures that you choose
the best candidate for the job through tests and interviews conducted with the applicant.
The process can start from the selection of applications, to continue after the job offer,
acceptance and accession of the candidate. Its stages are:

➢ Preliminary Evaluation: The preliminary evaluation helps the manager eliminate

unskilled or job-eligible job applications based on the information found on the
application forms. This evaluation also eliminates candidates who are not
qualified but are not reflected on the application form.

➢Selection tests: This is a written or exercise test that attempts to measure

people's aptitudes, skills, intelligence and personality. The types of tests are:

❖ Intelligence tests: These are important psychological tests that are used
to measure the person's IQ. It is an indicator of a person's learning ability
or the ability to make decisions and judgments.
 ❖ Aptitude test:: This test is in charge of measuring the potential of people
to learn new skills, resulting in the development capacity of the person.

❖ Personality tests: These tests provide clues to the person's emotions,

reactions, maturity, and value system, among other traits. They are
difficult to design since they are intended to make a survey around the
personality.

❖ Commerce test: These tests measure the person's abilities; they measure
the level of knowledge in the area to be performed. This test measures
the skills you already have, not the ability you have to learn new skills.

❖ Interest tests: Interest tests are designed to know the pattern of interest
or participation of a person.

➢ Employee interview: The interview is an in-depth conversation that takes

place to assess the applicant's suitability for the job. The interviewer has the
function of searching for the information, and the interviewee is to provide it.

➢ Reference and Background Check: Many employers request names,

addresses, and phone numbers of references in order to verify information
and obtain additional information about the applicant. Previous employers,
acquaintances, professors, and university professors can act as referrals.

➢ Selection decision: This decision must be made among the candidates who
passed the tests, interviews and reference checks.

➢ Medical examination: After making the selection decision, the candidate

must undergo a medical consultation, if declared suitable, the job offer will
be delivered.

➢ Job offer: In this step only the candidates who have passed the previous tests
participate, the job offer is made by means of a letter where the candidate
must confirm their acceptance. Such letter generally contains a date on which
the designee must report his duty.

➢ Employee contract: After accepting the job offer, documents must be

attached. One of those documents is the certification form. This form contains
certain vital details about the candidate, which are authenticated and
witnessed by him or her. An employment contract must be prepared, in which
 it must be explicit: Job title, Duties, Responsibilities, start date of continuous
employment and the basis for calculating the service. , pay rates, subsidies,
hours of work, leave rules, illness, complaint procedure, disciplinary
procedure, work rules, termination of employment

3. Benefits for the organization:

• Training is systematic learning, always better than trial and blow methods that lead to
waste of effort and money.
• Improves employee productivity in terms of both quantity and quality, leading to higher
profits.
• The training equips the future manager who can take charge in case of an emergency.
• Training increases employee morale and reduces employee absenteeism and turnover.
Helps to obtain an effective response to a rapidly changing environment: technological
and economical.

Employee benefits:

• Improved skills and knowledge due to training lead to a better career for the individual.
• The individual's higher performance helps him earn more.
• Training makes the employee more efficient in operating machines. Therefore, less prone
to accidents.
• Training increases employee satisfaction and morale.

4. The staffing function is performed by each manager and not by a separate department. Explain.

• The staffing functions are carried out by the managers of the companies as long as it is
small, since, if the company is large, it is necessary to leave the recruitment, selection and
hiring processes to the human resources department, who will be the new in charge of
performing the staffing functions. With this, it is intended to support the manager
working in team under the conditions that this dictate for the hiring of new personnel. On
the other hand, although the staffing functions are commonly performed by the
managers or administrators of the organizations, it is important to delegate the functions
to a separate department (HR) since the necessary human talent is required to carry out
the functions of the company. . The manager must take care of other essential functions
for the operation of the company, such as finance and logistics resources, hindering the
next steps of the selection process since this does not end when a person is hired, but
must provide a context favorable work for this to perform in a correct way. This favorable
context, depending on the objectives of the organization, will allow the employee or
person to achieve both work and personal development. In this way, we understand that
organizations, as they are made up of people, need a direction that is consistent with the
 administration of human resources in a different way than how economic or logistical
resources are handled in the company.

APPLICATION TYPE

1. Factory workers cannot work on new machines and always request help from the supervisor. The
Supervisor is overloaded with his frequent calls. Suggest the remedy.

• To solve this problem, the training process must be taken into account. Training should
be given to employees so that they can use the skills they have in old machines and mix
it with the new skills that are formed through training and thus, manage to use the new
machines without asking the supervisor for help.

2. Factory workers remain inactive due to lack of knowledge of high-tech machines. A frequent visit
of the engineer is made, which causes high overhead. How can this problem be eliminated?

• A new stage of education must be given to the employees in order to develop new
knowledge in high-tech metalworking machines. In this way, with up-to-date knowledge,
the factory employees will be able to use the high-tech machinery without having to
resort frequently to the engineer and thus reduce costs.