WHAT IS

STAFFING?
 STAFFING
• Defined as the management function
• It is undertaken to match people with jobs so
that the realization of the organization’s
objectives will be facilitated.
 THE STAFFING PROCEDURE

1. Human Resource Planning

2. Recruitment
3. Selection
4. Induction and orientation
5. Training and development
6. Performance appraisal
7. Employment decisions (monetary rewards, transfers,
promotions and demotions)
8. Separations
 HUMAN RESOURCE PLANNING

• Human Resource Planning

1. Forecasting - an assessment of future human
resource needs in relation to the current capabilities
of the organization
2. Programming - means translating forecasted human
resource needs to personnel objectives and goals
3. Evaluation and control - refers to monitoring human
resource action plan and evaluating their success
RECRUITMENT

• Refers to attracting qualified

person to apply for vacant
positions in the company so that
those who are best suited to
serve the company may be
selected
 SOURCE OF APPLICANTS
• Organization’s current employees - current employees are
capable for the open position
• Newspaper advertising
• Schools
• Referral from employees – current employees recommending
relatives and friends who are qualified
• Recruitment firms – companies that are built to aid client
firms in finding applicants
• Competitors
SELECTION

• Refers to the act of choosing from

those that are available the
individuals most likely to succeed
on the job
 WAYS OF DETERMINING THE
QUALIFICATIONS OF A JOB
CANDIDATE
• Application blanks – provides information about the
applicants like interest, age, educational
background and the like.
• References – those written by previous employees,
co – workers, teachers and etc.
• Interviews – asking series of relevant questions to
the applicant
• Testing – evaluation of applicant’s behavior or skill
 TYPE OF TESTS
• Psychological tests- is an objective, standard measure of a
sample behaviour. It is classify into:
Aptitude test – measure person’s capacity or potential
Performance test
Personality test
Interest test

• Physical examination- a type of test given asses the physical

health of an applicant.
INDUCTION AND
ORIENTATION,
TRAINING,
PERFORMANCE
STAFFING ESSENTIALS
 WHAT IS INDUCTION AND
ORIENTATION?
• Induction – the new employee is being overviewed to
the company itself as a whole. All necessary information
about the company. Benefits, history and the like.
VISION, MISSION, GOALS, HISTORY, ACHIEVEMENTS
• Orientation – the newly hired worker will be then
introduced to the new working environment he/she will
be into. To the rules, equipment and etc. WORKPLACE,
WORKMATES, ORDER OF WORKING PROCEDURE
TRAINING AND DEVELOPMENT

• Training – refers to learning being provided in

order to improve one’s performance for the
benefit of both the company and employee
• Types:
Nonmanager Training
Executive’s Training and Educational
Program
 TRAINING PROGRAMS FOR
NONMANAGERS
• Methods:
On the Job Training – training under actual work situation
Vestibule School – in a training area where simulations of real life
encounters to machine, material and pressure are present.
Apprenticeship program – combination of OJT Program and
experiences to classroom instruction in particular subjects are
provided.
Special Courses – more emphasis on theory rather than actual
hands - on
 TRAINING PROGRAM FOR
MANAGERS
• Four Areas classified into: decision – making, interpersonal, job knowledge and
organizational knowledge
• Decision – Making Skill can be enhanced by:
In – Basket : Situational Based - look at the problems and simultaneously deal
with those problems. (usually kept on the desk of the employee), look at the
problems which could also be complaints from different employees and
simultaneously deal with those problems. Given max of 2hrs to handle those.
Management Games: Simulated Situation - artificial environment that simulates
the real situation in the management of the organization artificial environment
that simulates the real situation in the management of the organization, whether
it's planning, decision making, control, communications or management itself.
Case Studies – Actual situation then examinee different outcomes
 TRAINING PROGRAM FOR
MANAGERS
• Interpersonal Skill can be enhanced by:
Role – Playing – assigned roles then play in a given situation improves
leadership, human relations and supervision
Behavior Modeling – show model persons behaving effectively in an
emergency adapt the said behavior
Sensitivity Training – awareness and sensitivity to behavioral patterns of
everyone course may include case studies, games and exercises
designed to help your employees recognize harassment in the workplace
and handle conflicts.
Transactional Analysis – Improve one’s interpersonal communication skill
 TRAINING PROGRAM FOR
MANAGERS
• OTHER TRAININGS: (ACTUAL JOB)
On the Job Experience – training under actual work
situation
Coaching- employee is done by one who is more
experienced about the job, gives advices, directions,
helpful criticism. Must be skilled and well educated
Understudy – will become an assistant until such time
he/she could handle
 TRAINING PROGRAM FOR
MANAGERS
• OTHER TRAININGS:
Position Rotation - a technique that shifts the employee
from one job to another for exposure to various
interrelated jobs.
Multiple Management – creation of sub groups than can aid
the main groups without concentrating on their specialized
work sample creation of junior BOD to aid senior BOD also
gain the experience they need when they become one.
 PERFORMANCE APPRAISAL

• The measurement of employees performance weak points that

might need training
Purpose:
 To influence improvement in performance in a positive manner
 Determine pay increase
 Plan for future performance goal
 Determine training and development needs
 Assess promotional potential
 WAYS OF APPRAISING
PERFORMANCE
• Rating Scale method: Trait and characteristics are rated represented by scale
indicating degree of possessing the trait best sample kay evaluation
teachers
• Essay: Composes statements regarding the person evaluated
• Management by objective method: appraisal method where managers and
employees together identify, plan, organize, and communicate goals. After
setting clear goals, managers and subordinates periodically discuss the
progress made to control and debate on the feasibility. Then grade according
to completion. Small meeting before
• Assessment Center Method: is for managers evaluated by persons rather
than the heads.
• Checklist Method: checks statements on how the person evaluated is
 WAYS OF APPRAISING
PERFORMANCE
• Work Standards Method: standards set before hand, set based on
company wants then evaluated whether achieved or not.
• Ranking Method: Rank from best to not best
• Critical – incident Method: recall certain emergencies indicating
performance occur only usually on unusual success or failure
EMPLOYMENT
DECISION &
SEPARATION
 EMPLOYMENT DECISION
• After evaluating the performance of employees, management will
now ready to make employment decision composed of:
• 1. Monetary Rewards - given to employees with at par or above
standard required.
• 2. Promotion - refers to movement by person into higher posistion
with higher pay but with more responsibilities.
• 3. Transfer - movement of a person to a different job at the same or
similar level of oppurtunity.
• 4. Demotion - movement of a person to a posistion lower than before.
 SEPARATION
• Either voluntary or involuntary employee
termination. When voluntary the
organization must find out the truth behind.
• Involuntay (termination) the last option of
the management when he/she continued to
perform poorly.
 SUMMARY (SOME KEY NOTES)
• Staffing process consist of HR planning, Recruitment,
Selection Process, Induction and orientation, Training and
development, Performance appraisal, Employment
Decision and Separation
• Sources of applicants could be organization's current
employees, newspaper advertising, schools, employee
referral and competitors
• Training programs can either be managerial(executives) or
non - managerial.