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(1) Lesson 1 Staffing

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Rica Guintu
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(1) Lesson 1 Staffing

Uploaded by

Rica Guintu
Copyright
© © All Rights Reserved
Available Formats
Download as PDF, TXT or read online on Scribd
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• In a small business like a sari-sari store,

the owner may not need others to help


him/her in running the store, as he/she
may himself be able to look after all the
activities.
• But as the business grows in size he/she
may find it difficult to manage all the
activities alone and may have to find out
suitable persons and employ them.
They work on to achieve
the organizational
objectives

they share their talents,


design strategies to
skills and abilities to
attract and retain
make an organization
customers
stay in the business
competitive world.

execute plans congruent seek information to


to the organization’s introduce new
vision, mission and goals products/services.
Thus, all business organizations focused
their attention and concerned on getting
and retaining employees.
The efficiency and effectiveness of an
organization significantly depends on the
quality of its personnel and since it is one
of the primary functions of management to
achieve qualified and trained people to fill
various positions, staffing has been
recognized as a distinct function of
management.
Objectives:
At the end of this lesson, you are expected to:

✓ Discuss the nature of staffing,

✓ Explain the steps in recruitment and

selection process
STAFFING
o Nature
o Definition
What is Staffing?
STAFFING
refers to the selection and training of individuals
for specific job functions and charging them with
associated responsibilities.

Dyck and Neubert (2012)


is the Human Resourse function of identifying,
attracting. Hiring and retaining people with with
the necessary qualifications to fill the
responsibilities of current and future jobs in the
organization.
Nature of Staffing
Staffing is an integral part of human
resource management. And its wider
sense, it also includes the activities of
determining the remuneration of
workers, appraising their performance,
and deciding on their promotion,
transfers, etc.
Components of Staffing

Recruitment Selection
refers to the selection and is the process of choosing
training of individuals for individuals who have the
specific job functions and required qualifications to fill
charging them with associated present and expected job
responsibilities. openings.
Recruitment
Recruitment may either be external or internal.

External Internal
Recruitment Recruitment
In external recruitment, In internal recruitment, filling
outside sources are job vacancies can be done
considered in the process of through promotions or
locating potential individuals transfer of employees who
who might want to join the are already part of the
organization and encouraging organization. In other words,
them to apply for actual or recruitment is within the
anticipated job vacancies. organization.
Staffing Steps & Definitions of Terms
1) Human Resource Planning = this step is to ensure that the personnel needs of the organization
are met and sustained.
2) Recruitment = is the pooling of job candidates to match the human resource plan of the
organization.
3) Selection = This step evaluates job applicants which are among the best through a thorough
analysis of their qualifications by interviews, tests, reference checks and physical examination.
4) Orientation =The chosen applicants are introduced to their immediate superiors, officemates
and make them aware on the policies of the company.
5) Training =This aims to improve the skills of employees for them to be more efficient where it
intends to educate the employees for additional responsibility and for promotion.
6) Compensation = This is monetary given to employees for their work performances.
7) Performance Appraissal = this is the regular assessment to evaluate and supervise different
work units in a concern.
8) Promotion = This is the advancement in position with higher pay and responsibility.
Demotion = This is a movement to a lower-status position
Transfer = This is a movement to a different job with similar pay and responsibility
STAFFING STEPS
1.Human Resource Planning
2.Recruitment
3.Selection
4.Orientation/Induction
5.Training and Development
6.Remuneration/Compensation
7.Performance Appraisal/Evaluation
8.Promotion and Demotion
9. Separation
METHODS OF EXTERNAL AND INTERNAL
RECRUITMENT
External recruitment methods include;
o Advertisements
o Unsolicited applications
o Internet recruiting
o Employee referrals
o Executive search firms
o Educational institutions
o Professional associations
o Labor unions
o Public and private employment agencies
EXTERNAL RECRUITMENT ADVANTAGES

1. Advertising and recruiting through the Internet reach a


larger number of possible applicants, thus, increasing the
possibility of being able to recruit applicants suited for the job.
2. Applicants who submit applications and resumes through
their own initiative are believed to be better potential
employees because they are serious about getting the job.
3. Employee referrals from outside sources are believed to be
high quality applicants because employees are generally
hesitant to recommend persons who are not qualified for job
openings.
EXTERNAL RECRUITMENT ADVANTAGES

4. Executive search firms usually refer highly qualified


applicants from outside sources because they make an
effort to check applicants’ qualifications before
recommending them to client firms who pay for their
services.
5. Educational institutions know the capabilities and
qualifications of their graduates, hence, increasing the
chances of their ability to refer qualified applicants to
potential employers.
EXTERNAL RECRUITMENT DISADVANTAGES

1. Advertising job openings and the


orientation and training of newly hired
employees from outside sources, as well
as sorting out large volumes of solicited or
unsolicited job applications present
challenges in budgeting time and
money.
2. Possibility of practicing bias or
entertaining self-serving motives in the
referral of friends and relatives by current
employees
EXTERNAL RECRUITMENT ADVANTAGES
1. Less expenses are required for internal recruitment
advertising; newsletters, bulletin boards, and other forms of
internal communication may disseminate information to current
employees interested to apply for job openings within the
company.
2. Training and orientation of newly promoted or transferred
current employees are less expensive and do not take too much
time since they are already familiar with company policies.
3. The process of recruitment and selection is faster because the
candidate for transfer or promotion is already part of the
organization.
EXTERNAL RECRUITMENT DISADVANTAGES
1. The number of applicants to choose from is limited.
2. Favoritism may influence a manager to recommend a
current employee for promotion to a higher position.
3. It may result in jealousy among other employees who
were not considered for the position. Some may also
accuse the management of bias for choosing an
employee who is perceived to be less qualified for the
job opening.

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