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Lesson 9 Concept and Nature of Staffing

The document discusses the concepts of staffing, human capital, and human resource management processes. It defines staffing as recruiting, selecting, and training employees. It also outlines the major responsibilities of human resources as attracting, developing, and maintaining a quality workforce. The document then describes the key steps in human resource planning, job analysis, recruitment, selection, socialization, and training.

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Kice
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115 views

Lesson 9 Concept and Nature of Staffing

The document discusses the concepts of staffing, human capital, and human resource management processes. It defines staffing as recruiting, selecting, and training employees. It also outlines the major responsibilities of human resources as attracting, developing, and maintaining a quality workforce. The document then describes the key steps in human resource planning, job analysis, recruitment, selection, socialization, and training.

Uploaded by

Kice
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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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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