ORGANIZATION

&
MANAGEMENT

Quarter 2 – Module 2
Concept and Nature of Staffing

Jesilo O. Crisostomo
Compiler/Contextualizer
 Second Quarter
Module 2- Week 2
Concept and Nature of Staffing

Content Standard : The learners have an understanding on the significance of

organizational structures for effective business
management.
Performance Standard : The learners shall be able to conduct and prepare job
analysis.
Competency/Code : Discuss the concept and nature of staffing
: ABM_AOM11-IIa-b-20

What I Know

Multiple Choice: Choose the letter of the correct answer and write it on a separate
sheet of paper.
1. It is a nature of staffing that deals with efficient utilization of human resources in
an organization. It promotes and stimulates every employee to make his full
contribution for achieving desired objective of the organization.
a. People-oriented c. Pervasive function
b. Development-oriented d. Continuous function

2. It is a major sub-system in the total management system that can be applied to

both profit making and non-profit making organizations. It is required at all levels
of organization for all types of employees.
a. People-oriented c. Pervasive function
b. Development-oriented d. Continuous function

3. It is a nature of staffing that requires constant alertness and awareness of human

relations and their importance in every operation.
a. Human objectives c. Pervasive function
b. People-oriented d. Continuous function

4. It is the process of selecting and putting right people for the right job is termed as
a. Staffing c. Processing
b. Managing d. Organizing

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5. It is the process of matching the jobs with capable people and tries to maintain and
develop employees through appropriate training and development programs.
a. Staffing c. Processing
b. Managing d. Organizing

6. It is a kind of compensation provided monetarily to the employees for their work

performances.
a. Renumeration c. Promotion and Transfer
b. Training and Development d. Performance of Evaluation

7. It is said to be a non-monetary incentive in which the worker is shifted from a

higher job, demanding bigger responsibilities as well as shifting the workers and
transferring them to different work units and branches of the same organization.
a. Renumeration c. Promotion and transfer
b. Training and Development d. Performance of Evaluation

8. It develops potentialities of employees so that they can derive maximum satisfaction

from their work. It creates an atmosphere where employees willingly cooperate for
the attainment of desired organizational goals.
a. Human objectives c. Pervasive function
b. People-oriented d. Continuous function

9. It is concerned with developing potentialities of personnel in the organization. It

develops their personality, interests, and skills.
a. People-oriented c. Human objectives
b. Development-oriented d. Training and Development

10. It is the importance of staffing which identifies the requirement of workforce to fill
in the positions in the organizational structure and selects right people for the
right job.
a. Evaluation Identification c. Training Identification
b. Identifying Performance d. Identifies Competent Personnel

What I Need to Know

This module is about the Nature and Concept of Staffing.

After going through this module, you are expected to be able to discuss the
nature and concept of staffing.

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Lesson

1 Staffing
In a management function, staffing follows the planning and organizing function.
In the case of running an enterprise, business or organization, staffing is a continuous
process. So, the manager should always perform this function. The staffing functions
includes recruitment, selection, training, development, transfer, promotion, and
compensation of personnel.

What’s In

ACTIVITY: Finding the Right Person for the Right Job!

Instructions: Read and understand the situation below and match the list of
personnel in A to the Organizational Structure in B so that Mr. Tolentino can hire the
right person for the right job.

Case Study

Mr. Tolentino is planning to set-up a machine shop which will

cater repair and fabrication of mechanical parts, auto-repair and
maintenance, engine overhauling and other services involving
mechanical equipment related issues. After his bank loan was
approved, he purchased 2 units of Milling Machine, 2 units lathe
Machine, 1-unit Welding Machine, 2 units Drill Press, 1 Unit Slitting
Machine and other tools needed to run his machine shop business.
After the set-up and installation of equipment’s, Mr. Tolentino found
out that he needs staff to run his business. If you are Mr. Tolentino
how will you set-up your personnel to run the business.

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A. List of Personnel

Lathe Machine Mechanical Accountant Milling Machine

Operator Engineer Operator

Production Truck Driver Psychologist Machinist

Planner

Utility boy

B. Organizational Structure/Staffing

Mr. Tolentino

Fabrication Dept. Admin/HR Dept. Engineering and

Utility Dept.

1 4 7

2 5 8

3 6 9

What’s New

The Department of Labor and Employment of the Philippines commits to what

seems to be a never-ending cause of providing enough decent jobs for Filipinos. It may
be pleasing to hear that more than a hundred thousand jobs are available to date, yet
it cannot be denied that numbers are still growing in terms of both unemployment and
underemployment.
One of the greatest operational issues is “Staffing Mismatches.” Having people
in the wrong roles can create a dysfunctional organization and keep the company from
growing. Management team needs to run like a well-oiled machine, and for that to
happen, it is crucial to have the right people in the right jobs.

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ACTIVITY: Picture Analysis
Instruction: Examine the pictures below and spot the difference between the two. A
guide question was provided for your answers.

High School Accountancy

Graduate Graduate

Picture 1 Picture 2

1. Differentiate the first picture to the second picture.

___________________________________________________________________________________

___________________________________________________________________________________

2. Explain in your own terms this phrase: “Put the right man on the right job.”

_____________________________________________________________________________________

_____________________________________________________________________________________

3. What seems to be the problem in picture number 2?

_____________________________________________________________________________________

_____________________________________________________________________________________

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 What Is It

Definition
Staffing can be defined as filling and keeping filled positions in the organization
structure. It is the functions by which managers build an organization through
recruitment, selection, development of individuals as capable employees. The staffing
function of management consists of few interrelated activities such as planning of
human resource, recruitment, selection, placement, training and development,
remuneration, performance appraisal, promotion, and transfers. All these activities
make up the elements of the process of staffing -Dalton E. McFarland
Staffing is a process through which an organization ensures that it has, on a
continuous basis, the proper number of employees with the appropriate skills in the
right jobs at the right time to achieve the organization’s objectives -Caruth, Caruth and
Pane
According to Koontz and O’Donnell, “The managerial function of staffing involves
managing the organization structure through proper and effective selection, appraisal,
and development of personnel to fill the roles designed into the structure.”
S. Benjamin has defined staffing as “The process involved in identifying,
assessing, placing, evaluating and directing individuals at work.”
According to Theo Hainmann, “Staffing function is concerned with the placement,
growth and development of all those members of the organization whose function is to
get things done through the efforts of other individuals.”
From the above definitions of staffing, it is observed that staffing function must
perform several sub functions and covers from managerial personnel to lower level
employees. It is the process of matching the jobs with capable people and tries to
maintain and develop employees through appropriate training and development
programs. Thus, staffing plays a vital role in human resource planning. It ensures the
best utilization of manpower in the organization. Staffing is the key to all other
managerial function because it helps maintain a satisfactory workforce in an
enterprise.

Concept of Staffing
Once the organizational goals are set, the plans are prepared, and organization
is appropriately structured to pave the path for achievement of the set goals. The next
step is to provide appropriate personnel to fill in the various positions created by the
organizational structure. The process of putting people to a job is termed as staffing.
Staffing is the management function which involves appointing appropriate personnel,

6
developing them to meet organizational needs and ensuring that they are a satisfied
and happy workforce.
Staffing Includes:
1. Identifying the requirement of workforce and its planning.
2. Recruitment and selection of appropriate personnel for new jobs or for positions
which may arise because of existing employees leaving the organization.
3. Planning adequate training for development and growth of workforce.
4. Deciding on compensation, promotion, and performance appraisals for the
workforce

Nature of Staffing

1. People-oriented – Staffing deals with efficient utilization of human

resources in an organization. It promotes and stimulates every employee
to make his full contribution for achieving desired objective of the
organization.
2. Development-oriented – It is concerned with developing potentialities of
personnel in the organization. It develops their personality, interests, and
skills. It enables employees to get maximum satisfaction from their work.
It assists employees to realize their full potential. It provides
opportunities to employees for their advancement through training, job
education etc.
3. Pervasive function - Staffing is required in every organization. It is a
major sub-system in the total management system that can be applied to
both profit making and non-profit making organizations. It is required at
all levels of organization for all types of employees.
4. Continuous function – Staffing is a continuous and never-ending process.
It requires constant alertness and awareness of human relations and
their importance in every operation.
5. Human objectives – It develops potentialities of employees so that they
can derive maximum satisfaction from their work. It creates an
atmosphere where employees willingly cooperate for the attainment of
desired organizational goals.
6. Individuals as well as group-oriented – Staffing is concerned with
employees both as individuals and as group in attaining goals. It
establishes proper organizational structure to satisfy individual needs
and group efforts. It integrates individual and group goals in such a
manner that the employees feel a sense of involvement towards the
organization.
7. Developing cordial working environment – It develops cordial environment
in the enterprise where each employee contributes his best for the
achievement of organizational goals. It provides a very comfortable
physical and psychological working environment.
8. Interdisciplinary nature – Staffing has its roots in social sciences. It uses
concepts drawn from various disciplines such as psychology, sociology,
anthropology, and management. It has also borrowed principles from
behavioral sciences. It is a science of human engineering.

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 9. Integral part of general management – Staffing is an integral part of the
general management. It is very much a part of every line’s manager
responsibility. Every member of the management group (from top to
bottom) must be an effective personnel administrator. It renders service
to other functional areas of management.
10.Science as well as art – Staffing is a science of human engineering. It is
an organized body of knowledge consisting of principles and techniques.
It is also an art as it involves skills to deal with people. It is one of the
creative arts as it handles employees and solve their problems
systematically. It is a philosophy of management as it believes in the
dignity and worth of human beings.

Importance of Staffing

Staffing fills the positions in the organizational structure by finding the right
people for the right job. It is a human resource, which helps business to achieve
greater heights. Therefore, having right kind of workforce is the most fundamental and
crucial function of management. As discussed, staffing meant appointing personnel to
get jobs done. But today, due to rapid changes in the business environment staffing as
a management function has gained greater significance.

The continuous advancement in the technology, changing human behavior and

increase in size of business requires staffing to appoint people who not only have the
specialized knowledge but also the right attitude, aptitude, commitment and sense of
loyalty for the organization. Success of an organization depends upon the quality of its
human resources.

Understanding the Importance of Staffing

1. Identifies Competent Personnel – Staffing identifies the requirement of workforce

to fill in the positions in the organizational structure and selects right people for
the right job. It ensures that people with adequate competencies are employed.

For example: A school principal identifies the departments, which lacks teachers
and works towards finding the adequate teachers.

2. Improved Performance – By deploying the right people on the right job helps
business enterprises to use physical resources in the most optimum manner
leading to higher productivity, better efficiency, and improved performance.

For example: To get best results, teachers with proficiency in business studies are
the right people to be appointed in the commerce department to teach business
studies.

3. Continuous Survival and Growth – Proper training and employee development

programs updates managers with the changes business environment. The
succession planning for managers ensures the continuous and survival growth
of the enterprise.

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 For example: Whenever there is a change in the syllabus or making of papers,
Deped holds workshops for teachers so that they are aware of the changes and
can incorporate the same in their teaching plans.

4. Optimum Utilization of the Human Resources – Staffing identifies the workforce

requirements and plans appointment of the people accordingly. This ensures
that there are adequate personnel available to avoid under utilization or
disruption of work due to under staffing.

For example: Adequate number of teachers in each department to ensures that

each class has an assigned teacher.

5. Provides Job Satisfaction and Builds Morale – Staffing provides opportunities for
growth through internal promotions, appreciates and rewards the contribution
through continuous appraisals. This keep the workforce satisfied and in high
morale.

For example: At the end of academic year, schools may plan appraisal for each
teacher to give “Teacher of the year” award. This brings satisfaction for the
teacher who worked hard and motivate others to work harder.

Staffing Process

1. Manpower requirements – The very first step in staffing is to plan the manpower
inventory required by a concern to match them with the job requirements and
demands. Therefore, it involves forecasting and determining the future manpower
needs of the concern.

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2. Recruitment – Once the requirements are notified, the concern invites and solicits
applications according to the invitations made to the desirable candidates.

3. Selection – This is the screening step of staffing in which the solicited applications
are screened out and suitable candidates are appointed as per the requirements.

4. Orientation and Placement – Once screening takes place, the appointed candidates
are made familiar to the work units and work environment through the orientation
programs. Placement takes place by putting right man on the right job.

5. Training and Development – Training is a part of incentives given to the workers to

develop and grow them within the concern. Training is generally given according to
the nature of activities and scope of expansion in it. Along with it, the workers are
developed by providing them extra benefits of in-depth knowledge of their functional
areas.

6. Remuneration – It is a kind of compensation provided monetarily to the employees

for their work performances. This is given according to the nature of job, skilled or
unskilled, physical, or mental, etc. Remuneration forms an important monetary
incentives for the employees.

7. Performance of Evaluation – In order to keep a track or record of the behavior,

attitudes as well as opinions of the workers towards their jobs. For this regular
assessment is done to evaluate and supervise different work units in a concern. It is
basically, concerning to know the development cycle and growth patterns of the
concern employees.

8. Promotion and Transfer – Promotion is said to be a non-monetary incentive in which

the worker is shifted from a higher job, demanding bigger responsibilities as well as
shifting the workers and transferring them to different work units and branches of
the same organization.

From the above discussion on staffing, you must have realized that human
resources are the principal assets of an organization. For the success and growth of an
organization, it is a must that positions in the organizational structures are filled at
the right time with the right number and the right kind of people. Incompetent people
will lead to wastage of resources, time, energy, and effort.

Therefore, to use resources optimally, achieve maximum productivity and

produce good quality products, it is a must that people with appropriate knowledge
and experience are appointed. Employees should be trained to adapt to the changes in
business environment and should have proper compensations and incentives for
achieving targets.

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 What’s More

Activity: True or False

Instruction: Read the sentences carefully. Write T if the statement is True and F
if the statement is False. Use a separate sheet of paper for your answers.
_______1. According to Koontz and O’Donnell, “The managerial function of staffing
involves managing the organization structure through proper and effective
selection, appraisal, and development of personnel to fill the roles designed
into the structure.”
______ 2. According to Theo Hainmann, Staffing is a process through which an
organization ensures that it has, on a continuous basis, the proper number
of employees with the appropriate skills in the right jobs at the right time to
achieve the organization’s objectives.
______ 3. According to S. Benjamin staffing is “The process involved in identifying,
assessing, placing, evaluating, and directing individuals at work.”
______ 4. According to Caruth and Pane, staffing function is concerned with the
placement, growth, and development of all those members of the organization
whose function is to get things done through the efforts of other individuals.
______ 5. According to Dalton E. McFarland, staffing function of management consists
of few interrelated activities such as planning of human resource,
recruitment, selection, placement, training and development, remuneration,
performance appraisal, promotion, and transfers.

What I Have Learned

Instruction: Write your answer on a separate sheet.

In this module, I have learned that:

1. staffing is a management function and can be defined as __________________________

_____________________________________________________________________________________.

2. the importance of staffing in an organization is to _________________________________

_____________________________________________________________________________________.

3. staffing is a process because ______________________________________________________

__________________________________________________________________________________.

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 What I Can Do

Activity: Put the Right Man on the Right Job!

Instruction: In the previous Module entitled Nature and Types of Organizational
Structure, you are required to organize your organization by planning a small bakery
business. In Module 1 of second quarter entitled Organization Theories for Effective
Business Management, you are being asked to apply the best Organizational Theory to
solve problems once you operate your bakery business. Now, in this Module, you are
required to select qualified personnel to fill-in the positions you need for your bakery.
An example was provided already in the first row for you to have a guide. You can
place as many positions you like as long as it fits for the job. As an example, you must
set a qualification standard for every position needed.

MY BAKERY BUSINESS

QUALIFICATIONS

Position/Title Educational Work Experience Skills/Training

Background

Truck Boy High School Must have an Knows how to

Graduate experience in drive, forklift, 6-
delivery of goods wheeler truck,
driver’s license
1,2,3

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 Assessment

Multiple Choice: Choose the letter of the correct answer and write it on a separate
sheet of paper.
1. It is the process of selecting and putting right people for the right job is termed as
a. Staffing c. Processing
b. Managing d. Organizing

2. It is a major sub-system in the total management system that can be applied to

both profit making and non-profit making organizations. It is required at all levels
of organization for all types of employees.
a. People-oriented c. Pervasive function
b. Development-oriented d. Continuous function

3. It is a kind of compensation provided monetarily to the employees for their work

performances.
a. Renumeration c. Promotion and Transfer
b. Training and Development d. Performance of Evaluation

4. It develops potentialities of employees so that they can derive maximum satisfaction

from their work. It creates an atmosphere where employees willingly cooperate for
the attainment of desired organizational goals.
a. Human objectives c. Pervasive function
b. People-oriented d. Continuous function

5. It is the importance of staffing which identifies the requirement of workforce to fill in

the positions in the organizational structure and selects right people for the right
job.
a. Evaluation Identification c. Training Identification
b. Identifying Performance d. Identifies Competent Personnel

6. It is a nature of staffing that deals with efficient utilization of human resources in

an organization. It promotes and stimulates every employee to make his full
contribution for achieving desired objective of the organization.
a. People-oriented c. Pervasive function
b. Development-oriented d. Continuous function

7. It is a nature of staffing that requires constant alertness and awareness of human

relations and their importance in every operation.
a. Human objectives c. Pervasive function
b. People-oriented d. Continuous function

13
8. It is the process of matching the jobs with capable people and tries to maintain and
develop employees through appropriate training and development programs.
a. Staffing c. Processing
b. Managing d. Organizing

9. It is said to be a non-monetary incentive in which the worker is shifted from a

higher job, demanding bigger responsibilities as well as shifting the workers and
transferring them to different work units and branches of the same organization.
a. Renumeration c. Promotion and transfer
b. Training and Development d. Performance of Evaluation

10. It is concerned with developing potentialities of personnel in the organization. It

develops their personality, interests, and skills.
a. People-oriented c. Human objectives
b. Development-oriented d. Training and Development

11. It is an organized body of knowledge consisting of principles and techniques.

a. Science as well as art c. Human objectives
b. Development-oriented d. Interdisciplinary Nature

12. It uses concepts drawn from various disciplines such as psychology, sociology,
anthropology, and management.
a. Science as well as art c. Human objectives
b. Development-oriented d. Interdisciplinary nature

13. It is the importance of staffing that identifies the requirement of workforce to fill in
the positions in the organizational structure and selects right people for the right
job.
a. Improved performance c. Human objectives
b. Development-oriented d. Identifies competent personnel

14. It is the importance of staffing that deploy the right people on the right job which
helps business enterprises to use physical resources in the most optimum manner.
a. Improved performance c. Human objectives
b. Development-oriented d. Identifies competent personnel

15. It is the importance of staffing which identifies the workforce requirements and
plans appointment of the people accordingly.
a. Improved performance c. Utilization of human resources
b. Development-oriented d. Identifies competent personnel

14