MGT.

1: PRINCIPLES OF MANAGEMENT STAFFING

Human Resource Planning This consist of forecasting future needs for employees in different jobs, forecasting the availability of such employees, and then taking steps to match supply and demand. Staffing This includes the set of individuals for positions in a organizational goals. activities aimed at attracting and selecting way that will facilitate the achievement of

Recruitment Is the process of finding and attempting to attract job candidates which are capable of effectively filling the job vacancies. Recruitment goal is to attract qualified candidates. Recruitment can be conducted internally and externally.

Internal recruitment- can be utilized, through the policy of promotion from

within which can help build morale, and keep high quality employees from leaving the firm.

External recruitment-is the process of finding potential outside candidates and

encouraging them to apply for and be willing to accept organizational jobs that are open. One method used is job posting, a practice whereby information about job vacancies is placed in a conspicuous places in an organization, such as bulletin boards or newspapers. Internal vs. External Recruitment
Internal Recruitment Advantages Candidates are already oriented to the organization Reliable information is available about candidates Recruitment costs are lower Internal moral is increased due to upward mobility opportunities Good performance is rewarded. Disadvantages There may be fewer ideas. Unsuccessful contenders may become upset. Selection is more susceptible to office politics. External Recruitment Advantages Candidates are a potentials source of new ideas Candidates may have broader experience. Candidates may be familiar with competition. Candidates may have new specialization. Disadvantages The probability of mistake is higher because of less reliable information. Potential internal candidates may be resentful The new employee may have a slower start because of the need for orientation to the organization. The recruitment process may be expensive.

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Job Analysis Is a systematized procedure for collecting and recording information about job. Job analysis information is used in the development of training programs and also in human resource planning. Job title- identifies the vacancy Job description- lists the duties of a job, its working conditions and the tools, techniques, skills, equipment used to perform the work. Job specification- lists the skills, abilities and other credentials needed to do a job.

MGT. 1: PRINCIPLES OF MANAGEMENT STAFFING

Human Resource Management (HRM) Refers to activities undertaken to attract, develop and maintain an effective workforce within an organization. This consists of three parts; 1. All managers are human resource managers, expected to pay attention to the development and satisfaction of subordinates. 2. Employees are viewed as assets, giving company competitive assets. 3. Human resource management is a matching process, integrating the organizations goals with employees needs. Selection Devices Common devices for assessing applicant qualifications; Application form is device used for collecting information about an applicants education, previous job experience, and other background characteristics. Interview serves as a two-way communication channel that allows both the organization and the applicant to collect information that would otherwise be difficult to obtain. Paper-and-pencil test- A Written test designed to measure a particular attitude such as intelligence or aptitude. This test includes intelligence test, aptitude and ability tests, and personality or psychological tests and inventories. Assessment Center- it was developed by psychologist to select individual with high potential for managerial careers. They present a series of managerial situations to groups of applicants over a two or three day period. Basket simulation is one technique where the applicant plays the role of manager who must decide how to respond to the memoranda in his in-basket within two hour period. Training and Development Represents a planned effort by an organization to facilitate employees learning of job-related behaviors. Teaching usually refers to teaching lower-level or technical employees how to do their present jobs. Development refers to teaching managers and professionals the skills need for both present and future jobs. Performance Appraisal Is the process of observing and evaluating an employees performance, recording the assessment and providing feedback to the employee. They describe the performance areas that needs improvement as well as can reward high performers through merit, pay, recognition and other rewards. Halo error may exist when an employee receives the same rating on all dimensions regardless of his performance on individual items. Homogeneity occurs when an evaluator gives all employees a similar rating regardless of their individual performances. Behaviorally anchored rating scale (BARS) a behaviorally-based rating technique used to overcome management performance error . This rating technique relates an employees performance to specific job-related incidents. Performance Appraisal Interview This is a formal review of an employees performance conducted between the superior and the subordinate COMPENSATION Refers to all monetary payments and all goods or commodities used in lieu of money to reward employees. A compensation package may include the basic pay, allowances, benefits and incentives. Wages are an employee compensation based on the number of hours worked or amount of output produced. Salary is employee compensation calculate on a weekly, monthly or annual basis.

MGT. 1: PRINCIPLES OF MANAGEMENT STAFFING

Compensation policy is based on 5 factors; 1. Salaries and wages paid by other companies that compete for the same personnel 2. Government legislation 3. Cost of living 4. Ability of the company to pay 5. Workers productivity EMPLOYEE MOVEMENT Involves promotion, transfer and separation. Promotion is an upward movement in an organization to a position of greater authority and responsibility and a higher salary. Can be based on performance, seniority or length of time an employee has worked at the company or in a particular job or department. Transfer is a horizontal movement in an organization at about the same wage and level. This may involve shifting workers into new, more interesting jobs or into departments where workers skills are required. Separation can be due to resignation, retirement, layoff or termination. Resignation may result when employees find more attractive or better-paying jobs Retirement is a job separation which may be optional or compulsory type. Optional retirement is a program where basis is length of service. Compulsory retirement is either based on age of employee upon reaching 60 0r 65, length of service either 25 to 30 years whichever comes earlier. Layoff can be considered a temporary separation due to business slowdowns. Termination or discharge is a permanent job separation resulting from poor job performance or repeated violations of work rules.

Source: Alminar-Mutya, D. R. (2009). Business Management and Organization: Functions and Principles. Mandaluyong City: National Bookstore.