STAFFING

INTRODUCTION
Learning Competencies

By the end of the chapter, the learners must be able to:

a. discuss the nature of staffing

b. explain the steps in the recruitment and selection process

c. recognize the different training programs

d. identify the policy guidelines on compensation/wages and performance

evaluation/appraisal

e. discuss the importance of employee relations

f. differentiate the various employee movements

g. adopt effective rewards system

 Various Definitions of Staffing

S >the process of hiring and developing the required personnel to fill in the various

T
positions in the organization, It involves estimating the number and type of personnel
LESSON 1: DEFINITION AND NATURE OF STAFFING

required. It involves estimating the number and type of personnel required, recruiting

A
and developing them, maintaining and improving their competence and performance.

➤ is the managerial function of recruitment, selection, training, developing, promotion

F and
compensation of personnel.

F >"Selecting and training individuals for specific job functions, and charging them with the
associated responsibilities."-

I Definition According to Koontz and O'Donnell:

N "Filling and keeping filled, positions in the organizational structure. This is done by

G
identifying work-force requirements, Inventorying the people available, recruiting,
selecting, placing. promotion, appraising, planning the careers, compensating, training,
developing existing staff or new recruits, so that they can accomplish their tasks
effectively and efficiently.
 NATURE OF STAFFING
1. Staffing is an important managerial function- Staffing function is the most important mangerial act along with
planning, organizing, directing and controlling. The operations of these four functions depend upon the
manpower which is available through staffing function.

2. Staffing is a pervasive activity- As staffing function is carried out by all mangers and in all types of concerns
where business activities are carried out.

3. Staffing is a continuous activity- This is because staffing function continues throughout the life of an
organization due to the transfers and promotions that take place.

4. The basis of staffing function is efficient management of personnels- Human resources can be efficiently
managed by a system or proper procedure, that is, recruitment, selection, placement, training and development,
providing remuneration, etc.

5. Staffing helps in placing right men at the right job. It can be done effectively through proper recruitment
procedures and then finally selecting the most suitable candidate as per the job requirements.

6. Staffing is performed by all managers depending upon the nature of business, size of the company,
qualifications and skills of managers, etc. In small companies, the top management generally performs this
function. In medium and small scale enterprise, it is performed especially by the personnel department of that
concern.
LESSON 2: RECRUITMENT
Recruitment -A set of activities designed to attract qualified
applicants for job position vacancies in an organization
Sources of Recruitment
1. Internal sources or from within the organisation
a. Job Posting

2. External sources or recruitment from outside

a. Advertisements
b. Unsolicited applications
c. Internet recruiting
d. Employee referrals
e. Executive search firms (head hunters)
f. Educational institutions
g. Professional assodations
h. Public and private employment agencies
 LESSON 3: SELECTION
Selection
>The process of determining from among the applicants who can meet the job requirements and can be offered the vacant
position in the organization.

> The process of choosing individuals who have the required qualifications to fill present and expected job openings

Selection Process

>Step 1: Establishing the selection criteria

>Step 2: Requesting applicants to complete the application form Step

>Step 3: Screening by listing applicants who seem to meet the set criteria

>Step 4: Screening interview to identify more promising applicants

>Step 5: Interview by the supervisor/manager or panel interviewers

>Step 6: Verifying information provided by the applicant

>Step 7: Requesting the applicant to undergo psychological and physical examination.

Step 8: Informing the applicant that he or she has been chosen for the position applied for
 Types of Job Interview

>Structured interview-the interviewer asks the applicant to answer a set of prepared

questions-situational, job knowledge, job simulation and worker requirement
questions

>Unstructured interview the interviewer has no interview guide and may ask questions
freely

>One-on-one interview one interviewer is assigned to interview the applicant

>Panel Interview - several interviewers or a panel interviewer may conduct the

interview of applicants; three to five interviewers take turns asking questions
Limitation of the Selection Process
✓ No perfect way to select a firm's human
resources
✓ Predicting performance is difficult as there is a
difference between what an individual can do at
present and what they
will do in the future
✓ Selection process is constantly changing and
improving
 LESSON 4: TRAINING AND DEVELOPMENT
Training
>Learning given by organizations to its employees that concentrates on short-term job
performance and acquisition or Improvement of job-related skills

Development
>Learning given by organizations to its employees that is geared toward the individual's
acquisition and expansion of his or her skills in preparation for future job appointments and
other responsibilities

Training Methods
✓Presentation Method
✓Hands-on-Training Group
✓ Building Method
 Types of Training
✓Induction or Orientation of new employee
✓On-the-Job Training
✓ Vestibule Training
✓Job Rotation
✓Supervisory Training Skills
✓Management Development Training
✓ Conferences, Seminars, Lectures or workshops
✓Internship-the period in which a student or trainee works in an organization, sometimes without pay, in
order to gain work experience or satisfy requirements for a qualification.
 LESSON 5: COMPENSATION/WAGES
AND PERFORMANCE EVALUATION
Compensation
>All forms of pay given by employers to their employees for the performance of their jobs

Wage
>a fixed regular payment, typically paid on a dally or weekly basis, made by an employer to an
employee, especially to a manual or unskilled worker.

Salary
>A fixed regular payment, typically paid on a monthly basis but often expressed as an annual sum,
made by an employer to an employee, especially a professional or white-collar worker .
 Salary and Wage Policies

The company or any organization must have a clear-cut salary and wage policy. These policy
guidelines will help the organization have better relationships with employees and develop a
more comprehensive employee financial planning program. The salary and wage policy must
appeal to all employees and stimulate them to greater efforts.

Basis for Compensation

Piecework basis pay is computed based on number of units produced/completed

Hourly basis-pay is computed based on number of hours of work rendered

Daily basis-pay is computed based on number of days of work rendered

Weekly basis - pay is computed on according to the number of weeks of work rendered Monthly
basis - pay is computed on according to the number of months of work rendered
 Performance Appraisal/Evaluation

Is a process of evaluating an employee in order to arrive at an objective

human resource decisions. Performance appraisal is used by human resource
management
•: to determine if a probationary employee will be given permanent status
•to determine who should be promoted

•to determine the basis for merit increases

•to determine training needs of employees

>a process undertaken by the organization, usually done once

a year, designed to measure employee work performance.
The purpose of Performance Appraisal
•Administrative •Developmental

Key Performance Indicators/Key Result Areas

Why Some Evaluation Programs Fail

✓
Inadequate orientation of the employee being evaluated regarding the
objectives of the program

✓Incomplete cooperation of the subject of evaluation

✓Bias exhibited by evaluators
✓Inadequate time for answering the evaluation forms
✓Ambiguous language used in the evaluation questionnaire
 ✓Employee's job description is not properly evaluated by the evaluation questionnaire used
✓Inflated ratings resulting from evaluator's avoidance of giving low scores
✓Evaluator's appraisal is focused on the personality of the subject of evaluation and not on the
performance

✓Unhealthy personality of evaluator.

✓Evaluator may be influenced by organizational politics
LESSON 6: EMPLOYEE RELATIONS
Employee Relations

>The connection created among employees/workers as they go about their

assigned task for the organization to which they belong

> Employee relations refer to the relationship shared among the employees in an
organization.

Three Types of Employees

1. Engaged
✓ Employees who work with passion and feel a deep connection with their
company
✓They drive innovation and move the organization forward
 2. Not Engaged

✓ Employees who are essentially "checked out

✓They put time, but not energy or passion into their work
3. Actively Disengaged

✓Employees who are not only unhappy at work, but also act out their unhappiness
✓ They undermine what their engaged coworkers accomplish
 Importance of Employee Relations
It is important that employees share a healthy relation with each other at the work place. Let us find out why
employee relations are important in an organization:

>There are several issues on which an individual cannot take decisions alone.

>Work becomes easy if it is shared among all.

>The organization becomes a happy place to work if the employees work together as a
family.

>An individual feels motivated in the company of others whom he can trust and fall back on whenever needed.

✓Healthy employee relations also discourage conflicts and fights among individuals
✓A healthy employee relation reduces the problem of absenteeism at the work place.
✓It is wise to share a warm relation with your fellow workers, because you never know when you need them.
It is essential that employees are comfortable with each other for better focus and concentration, lesser
conflicts and increased productivity.
 LESSON 7: EMPLOYEE MOVEMENTS OR PERSONNEL
MOVEMENTS
Various Types of Employee Movement

1. Promotion-movement of an employee from a lower level to a higher level in the

organizational ladder involving more duties and responsibilities with corresponding
increase in pay, benefits and working condition.

Important Factors to Consider for Promotion

✓
Seniority rule
✓ Careful analysis of the qualifications of the individual
✓ Performance evaluation
✓Attendance and punctuality
2. Employee Transfer-movement from one job to another of equivalent rank or
position
at the same pay class within the organization
 Kinds of Employee Transfer

✓Temporary Transfer - done for the employee to substitute for an absent employee or for an
employee to learn other duties and responsibilities as preparation for promotion. Such
transfer is initiated by the management in recognition of the other skills and abilities of the
employee to maximize the potential

✓Permanent Transfer made to fill in a vacant position in another unit or department

requiring the skills and capabilities of the employee being transferred. In some cases, It is
done to avoid lay-off of the employee

3. Demotion-movement of an employee from the present job to a job

of lower rating or grade.

4. Employee Separation and Termination-termination of

employment or relationship between the employee and employer is
called separation.

°Resignation by the employee is called voluntary separation

° Lay-off
°Retrenchment
 LESSON 8: REWARD SYSTEM
Definition of Term

Reward
>Is something given or done in return, especially in the form of salary, a gift, a prize, incentive pay,
benefits or recompense for merit, service or achievement and which may have a motivating effect on
the employee

Types of Monetary Rewards

a) Pay/salary-financial remuneration given in exchange for work performance that will help the
organization attain its goals

b) Benefits-indirect forms of compensation given to employees/workers for the purpose of improving

the quality of their work and personal lives.
 Classification of Benefits

1. Statutory Benefits - benefits mandated by law

a. 13 month pay

b. Service incentive leave

c. Maternity leave with pay

d. Patemity leave with pay

e. Social Security benefits

f. Philhealth benefits.

g. Pag-IBIG or Home Development Mutual Fund benefits

2. Company Benefits-benefits granted by the company outside of those mandated by law. These benefits
could be a result of a collective bargaining agreement (CBA) and those that are given unilaterally by
management

a) Vacation leave with pay

b) Sick leave with pay

c) Bereavement leave

d) Health plan

e) Group life insurance

f) Christmas and mid-year bonuses

g) Housing equity assistance

h) Recreational and physical fitness benefits

THANK
YOU! REPORTERS
Marchdel Gamay
Anne Marie Ampong
Hannah Archievel Labuan
Rojane Mia Cuizon
Mary Grace Cloa
Mark Dantes