Lesson 9 Concept and Nature of Staffing

Concept and
Nature of
Staffing
• The learners should be able to
• Discuss the concept and nature
of staffing
Objectives • Analyze the process of
recruiting, selecting and training
employees
HUMAN CAPITAL
• Human capital is essential to
any organization’s long-term
performance success.
HUMAN CAPITAL
• Organizations perform better when they treat their employees
better.
• Human resources are key to organizational success or failure.
• Building high performance work environments depends on
having people with the following qualities: Work ethic,
ambition and energy, knowledge, creativity, motivation,
sincerity, outlook, collegiality and , collaboratives, curiosity,
judgment and maturity, integrity.
MAJOR HUMAN
RESOURCES
RESPONSIBILITIES
• Attracting a quality
workforce
• Developing a quality
workforce
• Maintaining a quality
workforce
Issues in • Discrimination in employment
Staffing • Employment Equity
• Sexual harassment is behavior
of a sexual nature that affects a
person’s employment situation
Current Legal • Comparable worth holds that
Issues in HR persons performing jobs of
Management similar importance should be
paid at comparable levels
• Part-time workers and
independence contractors
• Workplace privacy is the right
of individuals to privacy on the
job
STEPS in the HR PLANNING
PROCESS
• Step 1 — review organizational mission,
objectives, and strategies.
• Step 2 — review HR objectives and strategies.
• Step 3 — assess current HR needs.
• Step 4 — forecast HR needs.
• Step 5 — develop and implement HR plans.
JOB ANALYSIS
• Determine what is done, when, where, how,
why, and by whom in existing or potential
new jobs.
• Provides the following information – Job
description and Job specification
RECRUITMENT
• Activities designed to attract a

qualified pool of job applicants to an
organization.
• Steps in the recruitment process:
• Advertisement of a job vacancy.
• Preliminary contact with potential
job candidates.
• Initial screening to create a pool of
qualified applicants.
Recruitment Methods
• External recruitment — candidates are sought from
outside the hiring organization.
• Internal recruitment — candidates are sought from within
the organization.
• Traditional recruitment — candidates receive information
only on most positive organizational features.
• Realistic job previews — candidates receive all pertinent
information.
• Choosing from a pool of applicants
Selection the person or persons who offer the
greates performace potential.
Selection Steps
1. Completion of a formal application form
2. Interviewing
3. Testing
4. Reference checks
5. Physical examination
6. Final analysis and decision to hire or reject
Socialization
• Process of influencing the
expectations, behavior, and
attitudes of a new employee
in a way considered desirable
by the organization.
• Set of activities designed to familiarize new employees with their
jobs, coworkers, and key aspects of the organization.
• It is usually done for new employees who have just joined the
company.
• It may also be done for old employees joining a different work
unit or being informed of new developments in the company
such as when a new set of policies or company plans has been
approved.
• A set of activities that provides the opportunity
to acquire and improve job-related skills.
• On-the-job training
• Off-the-job training
On-the-Job Training
• Job rotation – it is a technique that shifts the
trainee from one job to another for exposure
to various interrelated jobs
• Job enrichment – is meant to motivate the
individual by allowing him to join the work
group he is most comfortable with, allowing
him to combine tasks and establish client
relationships whenever appropriate.
On-the-Job Training
• Coaching – it is done by who is more experienced about the
job. The coach is usually the supervisor who can give
observations and pointers; demonstrate how to do the right
task; and advise how to do it with co-workers and other
people.
• Mentoring – The individual to be developed is assigned a
mentor, a person of high position in the organization who
will serve a mixture of roles such as advisor-coach, teacher
or consultant.
• Modeling

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Concept and

• Activities designed to attract a

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