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PPT AMPER_ACABAL_CORDOVA

Chapter 5 discusses the staffing function as a critical management activity that involves recruiting, selecting, training, and developing human resources. It outlines a nine-step recruitment and selection process, emphasizing the importance of hiring the right candidates for organizational success. Additionally, the chapter covers training, performance appraisal, employee relations, and the need for a strategic rewards system to maintain employee motivation and satisfaction.

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4 views19 pages

PPT AMPER_ACABAL_CORDOVA

Chapter 5 discusses the staffing function as a critical management activity that involves recruiting, selecting, training, and developing human resources. It outlines a nine-step recruitment and selection process, emphasizing the importance of hiring the right candidates for organizational success. Additionally, the chapter covers training, performance appraisal, employee relations, and the need for a strategic rewards system to maintain employee motivation and satisfaction.

Uploaded by

jrzdh8fztg
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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CHAPTER 5

STAFFING
•may define as a management
function that determines human
resources, needs, recruits,
selects, trains, and develops
humans resources for jobs
created by an organization
NATURE OF STAFFING
Staffing is an important Staffing is a
Staffing is a pervasive
managerial function continous activity
most important managerial activity
This is because
act along with planning, As staffing function is
staffing function
organizing, leading and carried on by by all
continues
controlling. The operations managers and in all
of these four functions
throughout the life
types of concerns is
depend upon the of an organization
business activities are
manpower which is due to the transfers.
carried out. where
available through staffing and promotions that
function
business
take place.
NATURE OF STAFFING
The basis of Staffing Staffing helps in - Staffing is Performed
Function is efficient placing right men at the by all managers
management of Personnel right job Depending It Depending upon the
Human resources can be can be done effectively nature of business, site
efficient managed by a through proper of the company,
system or proper recruitment procedures qualifications and skills
procedure, that is, and then finally of managers, etc. In
recruitment selection selecting the most small companies, the
placement, training and suitable candidate as top management
development, providing per the job generally performs this
remuneration requirements. function
Hiring the right sales person is critical.
Done well, ales managers are able to
focus their time and energy on
development and coaching. Done poorly,
you spend time dealing with problems.
John Dieseth of Business Performance
Group shared these nine steps for the
sales person recruitment and selection
process during an EcSell Institute Sales
Coaching Submmit.
STEPS IN THE RECRUITMENT AND
SELECTION PROCESS
Step 1: Advertise the sales position. Be clear and
highlight the capabilities needed for the job
Step 2: 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.
Step 3: Phone interview. Use the phone interview as
the second screening device. Keep it to ten minutes
STEPS IN THE RECRUITMENT AND
SELECTION PROCESS
Step 4: Face-to-Face interview. This
should last about an hour and be held in a
neutral place,not your office (examples:
Conference room.)
Step 5 : Assessment. Use a predictive
assessment tool.
Step 6: Secondary face to face intervie.
The goal is to clear up any discrepancies.
STEPS IN THE RECRUITMENT AND
SELECTION PROCESS
Step 7: Job Shadow. The purpose is to
see if the applicant is a good cultural fit
u
Step 8: Reference check. Ask about their
capabilities as relates to the job.

STEP 9: Job Offer. Make sure the


compensation plan offered is clear and
unambiguous.
means the taking up the
different workers by various
acts from the application forms
invited through different
sources of internal and
externals.
SELECTION PROCEDURE
Receiving and screening the application: After receiving the
01 applications have to be screened. In this process the applications of
candidates without the requisite qualification are rejected.
Sending the Blank application form after preparing the
02 list of candidates suitable for job, blank application
form will be sent to the candidates.

03 Preliminary Interview
Administering Tests: Different types of
04 test may be undertaken
SELECTION PROCEDURE
Checking References on Investigation of Previous
05
History: Applicants are generally asked to give names
of at least two persons to whom the firm may make a
reference.

Interviewing ; Interview is the most Janportant


06 step in the selection procedure
TRAINING AND
DEVELOPMENT
Training is an instrument of
developing the employees by
increasing their skills and
improving their behavior. According
to Flippo: "Training is an act of
increasing the knowledge and skill
of an employee for doing a
particular job."
DIFFERENT TYPES OF TRAING
01 02 03 04
Technical training Interpersonal skills Problem-Solving -
Basic literacy
training •New technology training Traning
and structural •Most employees •Today's employees
•Organizations
designs have belong to a work often work as
increasingly need to
increased the need team, and their work
provide basic members of self-
to upgrade and performance
literacy training in depends on their
managed teams
improve employees'
the areas of
technical skills in abilities to who are
reading and math both white-collar effectively interact responsible for
skills to their and blue-collar with their solving their own
employees. jobs. coworkers. problems.
CompensIon/Wages and
performance
evaluation/appraisal
Performance appraisal is one of the oldest
and most accepted universal principles of
management. It refers to all the formal
procedures used in working organizations to
evaluate the personalities, contributions and
potentials of group members.
Employee
relatIons

Maintaining a strong employer-


employee relationship can be the
key to the ultimate success of an
organization; the results are
advantageous.
employee
movement
Transfer implies movement of
an employee from one job to
another without any increase in
pay, status and responsibilities.
Rewards System
•Every company needs a strategic
reward system for employees that
addresses these four areas:
compensation,benefits, recognition
and appreciation.
GROUP 5

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