Staffing the Organization

1. Staffing the Organization

2. What is staffing? • Staffing maybe defined as the management of function that determines human resource needs, recruits, selects, trains, and develops human resource for jobs created by an organization.

3. The Staffing Procedure • HR Planning • Recruitment • Selection • Induction and orientation • Training and development • Performance appraisal; • Employment decisions (monetary rewards, transfers, promotions, and demotions) • Separation

4. Human Resource Planning HRP may involve the ff. activities: • Forecasting – assessment of future HR needs of the organization in relation to its current capabilities • Programming- this means translating the forecasted HR needs to personnel objectives and goals. • Evaluation and control – refers to monitoring HR action plans and evaluating their success

5. Human Resource Planning Methods of forecasting: • Time series methods – use historical data to develop forecasts of future • Explanatory, or casual models- attempts to identify the major variables that are related to or have caused particular past conditions and then use current measures of these variables to predict future conditions. • Monitoring methods – those provide early warning signals of significant changes

6. Recruitment Recruitment – refers to attracting qualified persons to apply for vacant positions in the company so that those who are best suited to serve the company may be selected.

7. Recruitment Sources of Applicants • The organization’s current employees • Newspaper advertising • Schools • Referrals from employees • Recruitment firms • Competitors

8. Selection • Selection – refers to the act of choosing from those that are available the individuals most likely to succeed on the job. A requisite for effective selection is the preparation of a list indicating that an adequate pool of candidates is available

9. Ways to Determine the Qualifications of a Job Candidate • Application Blanks • References • Interviews • Testing • Psychological - objective, standard measure of a sample behavior • Aptitude test – measure a person’s capacity of potential to learn • Performance test – measure a person’s current knowledge of a subject • Personality test • Interest test • Physical examination – assess physical health

10. Induction and Orientation In induction necessary information about the company. duties, responsibilities, and benefits Organization structure, products & services In orientation -new employee is introduced -Location, rules, equipment procedures, and training plans. -Socialization process

11. Training and Development • Training refers to the learning that is provided in order to improve performance on the present job. • Training programs may be classified into the following; • Training programs for non-managers; and • Training and educational programs for executives

12. Training and Development Training Programs for Non-managers • On-the-job training • Vestibule school • Apprenticeship program • Special courses Training programs for Managers may be classified in four areas: • Decision making skills • Interpersonal skills • Job Knowledge • Organizational knowledge

13. Performance Appraisal This is the measurement of employees performance. Purposes: • To influence, in a positive manner, employee performance and development • To determine merit pay increases; • To plan for future performance goals • To determine training and development needs; and • To assess the promotion potential of employees

14. Ways of Appraising Performance • Rating scale method • Essay method • Management by objectives method • Assessment center method (third party ) • Checklist method • Work standards method • Ranking method • Critical-incident method

15. Employment Decisions These may consist of the following: • Monetary rewards • Promotion • Transfer • Demotion

16. Separation • Termination of an employee’s services (either voluntary or involuntary) What may be the reasons why employees are separated/terminated?

17. Compensating Employees Factors that determine the salary of wages paid to employees: • Performance • The relative worth of each job within the firm Tools for evaluating jobs: 1. Job description – written summary of a job as an identifiable organizational unit 2. Job specification – written explanation of the knowledge, skills, abilities, traits, and other characteristics necessary for effective performance on a given job. • Labor market conditions and prevailing wage rates • Type of pay system used

18. Employee Health and Safety A requisite to organizational productivity is the maintenance of employee health and safety. Employees who are healthy and who feel safe in their places of work can contribute immensely in the achievement of the organization’s objectives.

19. Employee Relation The organization must be able to manage employee relations which is sometimes made in cooperation with unions. This is not to downgrade the importance of managing employee relations in a non-unionized situation. Employee relations are characterized by concerns on managing and administering the union contract (in unionized organizations), grievances, compensation, work rules, and other issues.