TAGBILARAN CITY COLLEGE

College of Business and Industry

Tagbilaran City, Bohol

Course Code ABM104 Instructor Emily C. Tabigue

Charwen Namocatcat
Course Title Organization and Email [email protected]
Management [email protected]
Course Credits 3 Contact Number 0963-001-7912
0927-970-6415
Course Bridging Consultation Hours
Classification
Pre-Requisite(s) Consultation TCC Faculty Office
Venue

Learning Module 5: Staffing

Duration of Delivery: March 11 – 15, 2024
Due Date of Deliverables: March 15, 2024

Module 5 – Staffing

Learning Outcomes:
 Identify the Nature of Staffing.
 Enumerate the steps in the recruitment and selection
process.
 Identify the types of compensation.
 Staffing

Staffing is an important management function. It relates

to the recruitment, selection, development, training, and
compensation of human resources in an organization. It is a
continuous management function and involves the top
management of most businesses. Staffing plays a very important
role in any organization. It enables the organization to effectively
and efficiently discharge all other management functions.

Nature of Staffing
People Centered - Staffing is people centered and is relevant in all types of organizations. It is
concerned with all categories of personnel from top to bottom of the organization.
Responsibility of Every Manager - Every manager is continuously engaged in performing the staffing
function. He is actively associated with recruitment, selection, training and appraisal of his subordinates.
Human Skills - Staffing function is concerned with training and development of human resources. Every
manager should use human relations skill in providing guidance and training to the subordinates.
Continuous Function - Staffing function is to be performed continuously. It is equally important in the
established organizations and the new organizations. In a new organization, there has to be recruitment,
selection and training of personnel. In a running organization, every manager is engaged in various
staffing activities.
Steps in the recruitment and
selection process by John Dieseth:
ADVERTISE THE SALES POSITION.
Be clear and highlight the capabilities needed for the
job.
RESUME SCREENING.
The goal is to eliminate the applicants who definitely
don’t fit the profile you are seeking. John recommends
using a screening tool to ensure you have an objective
process to narrow the pool of resumes.
PHONE INTERVIEW.
Use the phone interview as the second screening
device. Keep it to ten minutes.
FACE-TO-FACE INTERVIEW - This should
last about an hour and be held in a neutral place, not your office (example: conference room). Use the same,
predetermined questions with each applicant. Questions should focus on the capabilities required for the job.
ASSESSMENT - Use a predictive assessment tool.
SECONDARY FACE-TO-FACE INTERVIEW - The goal is to clear up any discrepancies, sell the
candidates on the position, and broadly explain the compensation package.
JOB SHADOW - The purpose is to see if the applicant is a good cultural fit. It also helps you identify
whether the applicant is comfortable with the actual job.
REFERENCE CHECK - Ask about their capabilities as it relates to the job. Also ask about attribute match.
JOB OFFER - Make sure the compensation plan offered is clear and unambiguous.
 What is training and development?
Training and development programs help employees
learn and acquire new skills, as well as gain the professional
knowledge required to progress their careers. Most employee
training and development efforts are driven by an
organization’s HRD function. These efforts are roughly divided
into two types of programs:

 Employee Training and Development

A strategic tool for improving business outcomes by
implementing internal educational programs that advance
employee growth and retention.
 Management Training and Development
The practice of growing employees into managers and
managers into effective leaders by the ongoing enhancement
of certain knowledge, skills and abilities.

Compensation/Wages and Performance

Evaluation
Compensation/wages-all forms of pay given by
employers to their employees for the performance of
their job.
Performance Evaluation- a process under taken by
the organization, usually done once a year, designed
to measure employees’ work performance.

Compensation/wages and performance evaluation

are related to each other because the employees' excellent
or poor performance also determines the compensation
given to them, after considering other internal and external
factors like the actual worth of the job, compensation
strategy of the organization, conditions of the lab or
market, cost of living, and area wage rates, among others.

Main types of Compensation

 Direct compensation - includes workers'

salaries, incentive pays, bonuses, and commissions
 Indirect compensation - includes benefits
given by employers other than financial remunerations;
for example: travel, educational and health benefits, and
others
 Nonfinancial compensation - includes
recognition programs, being assigned to do rewarding
jobs, or enjoying management support, ideal work
environment, and convenient work hours.
 Employee Retention
Employee retention can be defined as an
organization’s ability to keep its employees. Employee
retention promotes the health and success of your
organization. The time, stress, and cost of hiring and
training new employees are significant.

Employee Relation

Employee relations are a term used to describe

relations between employers and employees. Today’s
organizations are striving to become faster, and
transparent. For that reason, the focus on
employee communications is bigger than ever before.

Good leadership is ranked as one of the most

important factors that attract new candidates and keep
existing employees. In that sense, employee relations
often focus on helping line managers truly connect with
their employees.

Reward System
An employee reward system is a motivation tactic
organizations use to help their staff feel encouraged to
complete high-quality work. It's different from an incentive
program because incentives are goal oriented and
combined with a reward.
Four types of Employee Reward Systems

1. Monetary
2. Non-monetary
3. Assistance
4. Recognition
Benefits of reward system

1. Higher Attendance - It may also encourage

employees to stay at the organization longer.
2. Better work quality - This benefits everyone
because you receive work of a higher quality and team members get rewarded for their improvement.
3. Greater job satisfaction - Employees may experience enhanced job satisfaction with a reward system
because organizations value and appreciate their contributions
4. Faster project completion - This can improve the image of your organization because you're meeting
project deadlines earlier than expected and with quality work.