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Staffing The Engineering Organization

The document outlines the key steps in staffing an engineering organization: 1. Human resource planning including forecasting future needs, programming goals, and evaluating plans. 2. Recruitment from sources like current employees, ads, schools, and recruiters. 3. Selection using applications, references, interviews, and tests like aptitude, personality, and physical exams. 4. New employee induction and orientation to their roles. 5. Training and development programs including on-the-job, case studies, and interpersonal skills development. 6. Performance appraisal using methods like ratings, essays, and critical incidents. 7. Employment decisions around rewards, promotions, transfers, and demotions.

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James Estuaria Aguilar
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34 views

Staffing The Engineering Organization

The document outlines the key steps in staffing an engineering organization: 1. Human resource planning including forecasting future needs, programming goals, and evaluating plans. 2. Recruitment from sources like current employees, ads, schools, and recruiters. 3. Selection using applications, references, interviews, and tests like aptitude, personality, and physical exams. 4. New employee induction and orientation to their roles. 5. Training and development programs including on-the-job, case studies, and interpersonal skills development. 6. Performance appraisal using methods like ratings, essays, and critical incidents. 7. Employment decisions around rewards, promotions, transfers, and demotions.

Uploaded by

James Estuaria Aguilar
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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STAFFING THE

ENGINEERING
ORGANIZATION

Staffing
-It refers to the management function
that determines human resource needs, for
jobs created by the organization.

Staffing Procedures
1) Human Resource Planning
There are three ways:

A. Forecasting- future human resource


needs in relation to current capabilities of
the organization.

Methods Of Forecasting
Time Series Method

Explanatory and Causal Models


Monitoring Method

B. Programming
-translating the forecasted human
resource needs to personnel objective and
goals.
C. Evaluation and Control
-refers to monitoring human resource
action plans and evaluating their success.

2. Recruitment
Sources of Applicants:
-Organization Current Employee
-Newspaper ads
-S0chools
-Referrals of Employee
-Recruitment Firms
-Competitors

3. Selection
Ways of Determining the Quality of a Job
Candidate:
-Application Blank
-References
-Interview
-Testing

Types of Testing:
A. Physical Examination

B. Psychological Tests
-Aptitude Test
-Performance Test
-Personality Test
-Interest Test

4. Induction and Orientation


The companys higher ranking officials will
educate the newly-hired employee(s) what
to do.

5. Training and Development


Types of Training:
A. Training programs for non-managerial position:
-On-the-Job Training
-Vestibule School
-Apprenticeship Program
-Special Courses

B. Training and Educational Program


for Managerial position
-In-Basket
-Management Games
-Case Studies

C. Interpersonal Competence of the


manager can be developed through:
-Role-playing
-Behavior Model
-Sensitivity Training
-Transactional Analysis

6. Performance Appraisal
Ways of Appraising Performance:
A. Rating Scale Method
B. Essay Method
C. Management by objectives method
D. Assessment Center Method
E. Checklist Method
F. Work Standard Method
G. Rating Method
H. Critical-Incident Method

7. Employment Decision
Classified as:
-Monetary Reward
-Promotion
-Transfer
-Demotion

8. Separation
-Voluntary Separation
-Involuntary Separation

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