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Module 11.org. and Mgt.

The document discusses key aspects of staffing such as job analysis, job descriptions, job specifications, recruitment, selection, and training. It defines these terms and explains the processes involved in staffing like determining position needs, attracting applicants, evaluating candidates, and onboarding and developing employees. The purpose of staffing is to acquire and retain qualified personnel to fill positions and support the company's goals and objectives.

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Maria Katriel Tejada
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© © All Rights Reserved
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Download as DOCX, PDF, TXT or read online on Scribd
44 views

Module 11.org. and Mgt.

The document discusses key aspects of staffing such as job analysis, job descriptions, job specifications, recruitment, selection, and training. It defines these terms and explains the processes involved in staffing like determining position needs, attracting applicants, evaluating candidates, and onboarding and developing employees. The purpose of staffing is to acquire and retain qualified personnel to fill positions and support the company's goals and objectives.

Uploaded by

Maria Katriel Tejada
Copyright
© © All Rights Reserved
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Staffing,

Recruitment,
Selection and
Training
Module 11
What is Staffing?
✓ It pertains to determining the number of
people with the right skills for specific units in
the organization, getting the right applicants
for the vacant job position and selecting the
right candidate for the job.
✓ It is concerned with the efficient planning for
the organization’s personnel and getting the
right people for the job required so that the
company can attain its goals and objectives.

2
“The Resource-based Theory
emphasizes that people
within
the organization provide the
main competitive advantage
for
the company, although
machines and technical
systems
can be copied or duplicated,
the
unique skills and ingenuity of
human beings cannot be
copied.”
3

The Foundation of Staffing:

Job Analysis

Refers to the collection or


analysis of all relevant
information and facets about a
job that is done in a
systematic
and orderly manner.
4

Job Description

It is a formal statement of the


relevant tasks, duties, and
responsibilities that a job
entails. It also includes
information on where the job is
located , to whom the
jobholder
reports, and the type of
compensation the employee will
receive.
5

Job Specification

It lists the qualification


needed
for the job, such as skills,
abilities, education,
experiences, and personalities.
6

The Foundation of Staffing: Job Analysis

Job Analysis
(in-depth study
of a job)

Job Description (key


responsibilities, reporting
arrangements, work environment)
Job

Specification (skills, education,


experiences
required)
7

8
What is Recruitment?
✓It is a process of getting and attracting pool of
qualified applicants to fill a vacant job position.

✓First goal: To attract qualified applicants


✓Second goal: To encourage the
unqualified to voluntarily widthdraw from the
application to make the review process
easier.

What is Recruitment?
✓Hiring Regular Employees- Management decides on gender
and diversity issues, including the inclusions of person with
disabilities.
✓Hiring Full time or Part time Employees- Management
decides on potential issues regarding contractualization, which
is the temporary hiring of personnel for a given period.
✓Hiring through an independent contractor or an employment
agency- Management decide to use an independent contractor or an
employment agency to hire those specific personnel. 10

Two types of Recruitment process SOURCES


ADVANTAGES DISADVANTAGES
Internal organization •Costs less the organization, so they
Transfer, promotion, need less training time.
Recruitment employee •Prioritizes internal job
Referrals, recruiting candidates that are
Giving priority to former employees. already familiar with the
applicants from current •Improves employee
culture and systems of
personnel of the morale
•Nepotism

•Possible loss of morale


of those not promoted •Political infighting for •Need for a carefully that employees know
promotions planned career their future potentials
management program so with the company.11

Two types of Recruitment Process


SOURCES ADVANTAGES DISADVANTAGES

External universities •Company knowledgeable of


websites competitors business
Recruitment intelligence.
•Labour unions
•Employment
Opening the job
agencies
positions to
•Widens pools of
applicants from outside
potential job
the
candidates
company.
•Brings new ideas and
•Media sources such as
perspectives from
news
candidates
papers (classified ads),
•Finds job candidates
radio and social media.
that may
•Schools, colleges and
•Possibility of
selecting someone
who does not fit the
job problems among or orientation 12
•Possibility of existing employees period for external
causing morale •Longer adjustment hires.

Steps in Recruitment Process


Screen applicants to create a short list of

candidatesConduct a background check

Contact potential candidates for Preliminary

Interview Refine the Shortlist of Applicants


13

Practical tips to do prior to


job interview
1. Know more about the company, and if possible the
hiring manager, and the job opportunity itself. Be
sure to visit the location of the company before the
actual job interview. In that way, you have gauged
the travel time to your destination, which will
reduce the stress you will feel during the job
interview.
2. Identify potential interview questions and practice
your answers to your prepared questions. If
possible practice your dialogue with the
interviewer in front of the mirror so you can see
how to properly project, or record your answers using
a recorder and listen to your voice whether it sounds
confident or not.
14

Practical Tips to do prior to job interview


3. Dress in office attire. This
reflects professionalism on
your part. Your overall
image should exude high
capabilities, confidence,
enthusiasm and respect. Sit
up straight and do not
slouch.

4. Arrive on time for the


interview. This reflects that
you are serious and
professional in your chosen
career. It is also a sign of respect for
the interviewer.
15

What is Selection?
✓Selection is defined as the
process of choosing the individual
to hire from a pool or short list of
job applicants. It involves the hire
or no hire decision regarding each
applicant for a job.

16

Steps in Selection Process


Conduct further interviews

Administer Employment

Tests Offer to hire a chosen

applicants

17

What is Training?
✓ Training has several purposes:

✓To orient new employees in the


workplace , to develop skills of
employees, and to enhance teamwork in
the job. Thus training programs are
designed according to the actual needs
and requirements in the workplace.

18

Training programs may come in different


forms:
Employee
Orientation
Program

Skills Training and Competency

Enhancement Programs Team

Building Programs
19

Employee Orientation
Program
Orientation programs aim to
introduce the new employee to the job
setting. Orientation is the first part of
the overall training program for
employees. It is a planned program of
adjustment of a new hire to his or her
new company, new job, new supervisor
and new co workers.

20

Skills Training and


Competency Enhancement
Program
These training programs focus
on enabling employees to learn skills
required to perform the job, or to
enhance competencies to achievea
higher work performance.
Training programs are necessary for
continuous development of skills and
talents of employees especially in
today’s highly competitive environment.
21

Team Buildings
Managers need to develop team spirit
among employees and across units and
departments of the company. It is
important to achieve unity and
cooperation among organizational
members. This is alsoa time for
employees to experience wellness or
recreation together as an entire group.
Team Building promotes group
camaraderie and greater sense of
belongingness to the organization.

22

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