Lesson10: STAFFING in the

ORGANIZATION
Prepared:
REYNA A. VELASCO, LPT, MBA-
HRM
Whatis the purpose of
human resource
management?
HumanResource
Management
 is the strategic approach to
nurturing and supporting
employees and ensuring a
positive workplace
environment.
THE NATURE OF STAFFING

STAFFING or HUMAN
RESOURCE MANAGEMENT
involves acquiring and developing
human resources that will carry
out and perform the various
activities of the organization
STAFFING is the continuous
process of finding, selecting
evaluating and developing a
working relationship with
current or future employees.
The main goal of staffing is to
fill the various roles within the
company with suitable
candidates.
THE HUMAN RESOURCE
DEPARTMENT
HUMAN RESOURCE
DEPARTMENT (HRD)
manages a company’s
human resource,
otherwise known as its
employee.
HRD It is responsible for
the effective hiring,
training, developing,
compensating, and
management of these
employees.
 Figure 1: THE STAFFING
PROCESS
Recruitment/
Performanc
Selection/
e Appraisal
Placement
Human Rewards
Resource New system
Planning- employee
Employee
Job Analysis orientation
movements
Training and
Employee
Development
relations
RECRUITMENT the
process of actively
seeking out, finding, and
hiring candidates for a
specific position or job.
HUMAN RESOURCE PLANNING
HUMAN RESOURCE PLANNING
(HRP)
Identifies people with the
right skills and assign
them corresponding tasks
in the company.
HRP is a critical component
in determining the
organization’s manpower
complement or the number
of people that are currently
employed in the
organization.
HUMAN RESOURCE PLANNING
PROCESS
1. EnvironmentalScanning
2. Forecasting and
estimating the firm’s
manpower complement
3. Gap analysis
Surplus employee
is one who is
jeopardy of being
laid off or demoted
in lieu of layoff.
redundancy is a
form of dismissal
that occurs when a
job no longer
exists or is not
required anymore.
hiringfreeze
recruitment
and hiring of
new personnel
are halted.
JOB ANALYSIS
Job Analysis
the procedure for determining
the duties and skill
requirements for a job or
position, as well as other
qualifications sought for in an
employee or applicant.
The following information can
be collected through job
analysis:
1. Specific tasks and activities
2. Required behavior on the job
3. Required job standards
4. Knowledge, tools, and equipment used
5. Work conditions
6. Personal characteristics and
requirements
 Figure 2: The Job Analysis Process

Actual
Application Conduc Preparation
Selectio of Job
Formulation of Job t
n Description
of Analysis of and
of Job
Objectives Technique Job
Jobs Specificatio
s analysi n
s
Following are the techniques
that can be used in conducting
job analysis:
1. Observation
2. Interview
3. Questionnaire
4. Logbook
JOB DESCRIPTION
Job description
includes an overview, role
summary, catalog
responsibilities, and the
qualifications and experience
required for a particular role.
ACTIVITY:
"Career Path
Exploration:
Building Your
Dream Team"
JOB DESCRIPTION essential
parts:
1. Job title or position
2. Reporting relationships
3. Job classification
4. General description of the job
5. Specific duties and responsibilities
6. Job specification
 RECRUITMENT
RECRUITMENT is the
process of attracting
qualified applicants to
occupy vacant positions
in the company.
Referrals
Some companies recruit
and hire employees ,
where their own
employees recommend
suitable applicants.
SOURCES OF APPLICANTS:
1. Internal applicants -are company
employees who are considered for
promotion to higher positions.
2. External applicants-are
individuals who are recruited by
the company or directly apply to
join the company.
Recruiting
is a crucial process for
organizations to identify, attract,
and select qualified candidates to
fill job positions. The process can
vary in complexity and formality
depending on the size and nature
of the organization, as well as the
Here is an analysis of the typical
steps involved in the recruiting
1. Identifying the Need:
process:
Organizations start the recruiting
process by identifying the need for a
new position. This can be triggered by
factors such as business expansion,
employee turnover, or the creation of
a new role.
2. Job Analysis and Description:
A thorough analysis of the job
requirements is conducted to create
an accurate job description. This
includes defining the roles and
responsibilities, necessary skills,
qualifications, and experience.
3. Posting the Job:
The job opening is then advertised
through various channels, including
job boards, company websites, social
media, and professional networks.
Some organizations may also use
recruitment agencies to reach a wider
pool of candidates.
4. Resume Screening:
Recruiters review resumes and
applications to shortlist candidates
who meet the basic qualifications for
the position. This stage involves a
preliminary assessment of educational
background, work experience, and
relevant skills.
5. Initial Contact:
Selected candidates are contacted
for initial screening, which may involve
a phone or video interview. Recruiters
may ask about the candidate's
background, work experience, and
motivation for applying.
6. Interviews:
Shortlisted candidates are invited
for one or more rounds of interviews.
These interviews may involve HR
representatives, hiring managers, and
potential team members. The goal is to
assess the candidate's skills, cultural
fit, and overall suitability for the role.
7. Assessment Tests:
Some organizations include skills
assessments, personality tests, or
other assessments to evaluate
candidates more comprehensively.
These tests help gauge specific
competencies required for the job.
8. Reference Checks:
Before making a final decision,
recruiters often conduct reference
checks by contacting the candidate's
previous employers or colleagues. This
step provides insights into the
candidate's work ethic, performance,
and reliability.
9. Job Offer:
Once a suitable candidate is identified
and reference checks are satisfactory, a
job offer is extended. This includes details
such as salary, benefits, start date, and
other relevant terms of employment.
10. Onboarding:
After the candidate accepts the job
offer, the onboarding process begins.
This involves integrating the new
employee into the organization,
providing necessary training, and
facilitating a smooth transition into the
new role.
11. Evaluation and Feedback:
Periodic evaluations and feedback
sessions help organizations assess the
success of the recruiting process and
identify areas for improvement. Feedback
from both the hiring team and new
employees can contribute to refining the
recruitment strategy.
 SELECTION
SELECTION refer to the
process by which qualified
applicant are selected by
mean of various test in
pre-determined numbers
out of large number of
The selection process
starts when applicants who
qualify after preliminary
screening are scheduled
for the preliminary
interview and
psychological testing
TYPES OF PSYCHOLOGICAL TESTS:
1. Mental Ability Test or
Intelligence Quotient (IQ)
Test
This is a test of general
knowledge that consists of
questions on linguistic ad numerical
abilities and abstract reasoning.
2. Aptitude Test
This measures specific abilities
and the applicant’s inclination to
succeed in a particular field like
engineering, encoding, and sales.
Examples include clerical tests,
mechanical tests, sales tests, and
dexterity tests.
3. Personality Test
This measures of aspects of
behavior such as cooperation,
initiative, dependability,
responsibility, and sociability.
 PLACEMENT
PLACEMENT refer to the
process of connecting the
selected person and the
employer in order to
establish an ongoing
employment relationship.
 STATUS of
Contractual employee
EMPLOYMENT
Probationary employee
Joborder
Temporary employee
Regular employee
 TRAINING and
DEVELOPMENT
Training
knowledge and skills of
employee on their job to
improve their current
performance.
Development
is the enhancement of the
competencies of employees by
giving them opportunities for
greater responsibilities as well as
challenging tasks that will help
achieve their total growth.
THE TRAINING PROCESS
Pre-training
assessment
SMART (Specific,
Measurable, Achievable,
Realistic, and Time-bound)
DESIGNING the TRAINING
PROGRAM
Most common
Techniques:
1. Lecture
2. Demonstration
3. Computer-based
4. Programmed
instruction
5. Virtual reality
6. Case study
7. Role-playing
8. Teambuilding
 TRAINING
IMPLEMENTATION
Training Evaluation
1. Reactions
2. Results
3. Recall
4. Retrieval
 COMPENSATION and
WAGES
Compensation
is any tangible equivalent
or reward for services
rendered or for
performance of a tasked
performed in the
INDIRECT
COMPENSATION
Is given in the form of
services and non-
monetary benefits such
as hospitalization,
SALARY refers to
compensation given to
professionals on a monthly
or semi-monthly basis.
WAGE refers to
compensation given on a
weekly or daily basis and
BASE PAY or BASIC PAY is
the best part of pay. It is
the minimum payment
for the tasks rendered by
the employee based on
his or her position or job
title.
 COMMON MODES of
Payment
PAYMENT
1. for time
worked
a. Monthly-paid
employees
b. Daily-paid employees
 Adjustments based for Payment
Worked:
a) Across-the-board-increase
b) Merit Increase
c) Cost-of-living allowance
(COLA)
d) Seniority Pay
 COMMON MODES of
Flat rates
PAYMENT
2.
3. Compensation through
incentives
a. Merit pay
b. Piece rate pay
c. Commission
 COMMON MODES of
Payment based on skills
4.PAYMENT
5. Payment based on
knowledge or credentials
6. Executive Payment
7. Special payment
a) Overtime pay
b) Holiday pay
c) Premium pay
d) Night Differential Payment
e) Service charge
f) Severance or separation pay
g) Retirement pay
h) Thirteenth month pay
 EMPLOYEE BENEFITS
1) Government-mandated
benefits
are those required by
law.
2) Voluntary benefits
are those that are
Government-mandated
benefits:
1. Social Security System (SSS)
/Government Service Insurance
System
2. Employees’ compensation (EC)
program
3. Pag-ibig (Home Dev’t Mutual
Fund)
7. Paternity leave
8. Special leave for women
Voluntary benefits:
1. Vacation leaves
2. Sick leaves
3. Emergency leaves
4. Summer outings
5. Sportsfests
6. Rice subsidy
7. Meal sudsidy
8. Shuttle service
9. Hospitalization
10. Group life insurance program
11. Bonuses
12. Profit sharing
13. Sock options
14. Christmas parties and packages
15. Cash bonuses
16. Emergency loan
17. Free uniform and laundry
allowance
18. Executive perquisites
REWARDS SYSTEMS
Contingent Pay
This is a pay scheme which is
given on top of the basic pay
and based on employee’s
performance, competency,
contribution and skills.
 Contingent Pay
A. Individual contingent pay
1. Pay for performance scheme
2. Pay for competency
3. Pay for contribution
4. Pay for skills
5. Pay for service
 Contingent Pay
B. Group contingency pay
1. Team-based pay
2. Organization-wide pay
i. Gainsharing
ii. Profit sharing
 PERFORMANCE
APPRAISAL
Performance
Appraisal
refers to the process where
employee performance is
documented or evaluated
 Purposes of performance
1.appraisal:
Needs assessment
2. Employee movement
3. Basis for merit increase
4. Legal concerns
5. Development
6. Channel of communication
7. Source of motivation
EMPLOYEE MOVEMENTS
Employee movements
are inevitable and are often
the result of evaluation or
structural changes within an
organization.
EMPLOYEE MOVEMENTS
Vertical movement
entails the movement of
an employee from a lower
position to a higher
position.
EMPLOYEE MOVEMENTS
Horizontal movement
involves the transfer of an
employee to another
department or position with
similar responsibilities or
status.
 EMPLOYEE MOVEMENTS
• Promotion is a movement to a
higher level or position.
Tenure refers to the number of
years in service of an
employee.
Meritorious performance
refers to an excellent or
 EMPLOYEE MOVEMENTS
• Demotion is a movement to a
lower level or position.
• Transfer is a movement to
another position but with the
same level or scope of
responsibility.
• Separation an employee’s
departure from the
organization.
1. Resignation
2. Separation with authorized
cause
Layoff: redundancy
Severance pay
 EMPLOYEE RELATIONS
1. Drive for commitment
2. Harmonization of terms and
conditions of employment
3. Emphasis on mutuality
4. Policies ad practices
communication