Objectives
At the end of the lesson 85 % of the students should
be able to:
Discuss the nature of staffing;
Explainthe steps in the recruitment and selection
process;
Recognize the different training program;
Identify the policy guidelines on
compensation and wages and performance
evaluation or appraisal;
Discuss the importance the employee
relation;
Differentiate various employee movement;
and
Realize the importance of adopting an
effective rewards system.
Manager often consider human resources as their
organization’s most important resources. Very few
administrators would argue with the fact that
human resources are very important for the
efficient and effective operation of a company. To
emphasize their importance, human resources are
also called human capital, intellectual assets, or
management or company talents. These terms
imply, that human resources are the drivers of the
organization’s performance, hence staffing is a
crucial function of manager.
Staffing
Lesson 1
Definition and Nature of Staffing
Staffing
according to Dyck and Neubert (2012), is the Human
Resource function of identifying, attracting, hiring,
and retaining people with the necessary qualification
to fill the responsibilities of current and future jobs in
the organization.
The number of managerial personnel or non-
managerial human resources needed by an
organization depends upon the size and complexity
of its operations, its plans for branching out in
increasing products, and turnover rate both types if
human resources. Besides considering their number,
the qualifications for the individual position must
be identified, so that the best-suited individuals for
the job position may be selected for hiring.
The Management and Non-managerial Human Resources
Inventory
Awareness of the management potential within the
organization can be accomplished with the use of an
inventory chart, also called management
succession/replacement chart. This chart is similar to the
general organization chart used by the company but limited
to managerial positions and the manes potential successor
(promotable, satisfactory but not promotable, dismissed
etc.). Recruitment by external means may follow if there
are no qualified successors.
2 Components of Staffing
Recruitment – the process of identifying and
attracting the people with necessary qualification.
Selection- is choosing who to hire.
1. The identifying of job position vacancies, job
requirements, as well as work force requirements;
2.Checking internal environment of the
organization for human resources;
3. External recruiting;
4. Selecting those with essential qualification for
the job opening;
Steps in Staffing
5. Placing the selected applicant;
6. Promoting;
7. Evaluating performance
8. Planning of employee’s career;
9. Training of human resources ;and
10. Compensating human resources.
External and Internal Forces Affecting Present and
Future Needs For Human Resources
Present and future needs for managers and other
human resources are affected by both external and
internal forces. External forces include economic,
technological, social, political, and legal factors.
For example, economic progress in a particular
country may bring about increased demand for
certain products, followed by the expansion of the
company and its workforce, as well as increased
demand for manager. Information explosion coming
from the internet, from the business publications,
or from the labor department of countries may
give either encouraging or discouraging long-term
trends in the world labor market, thus causing an
increase or a decrease in demand for managers and
other human resources.
The firm’s goal and objectives, technology, the
types of work that have to be done, salary scales,
and the kinds of people employed by the company
are among the internal factors or forces that affect
staffing.
For example, salary scales offered by a company
may not be high enough to attract personnel who
are really qualified for the job. Also, this may
encourage fast managerial and labor turnover.
Fast Learning Review
Define staffing
Give at least four activities or process involved in
staffing.
Giveyour own example of external technology
change that may affect staffing.
Lesson 2
Recruitment
In the event of job opening, administrator must be careful
when recruitment and choosing who to bring into the
organization. They must see to it that their new recruit
possess the knowledge and skills needed to be successful in
helping their company achieve their set goals and
objectives and that he/she is suited for the job position
and job design
External recruitment ,outside sources are considered
in the process of locating potential individuals who
might want to join the organization and encouraging
them to apply for actual or anticipated vacancies.
Ex. Unsolicited application and referrals from the
employment agencies and schools.
Internal recruitment, filling job vacancies can be done
through promotions or transfer of employees who are
already part of the organization.
Recruitment is within the organization.
Methods of External and Internal
Recruitment
External recruitment methods include:
Advertisement- through websites, newspaper, trade
journals, radio, television, billboards, posters, and e-
mails among others.
Unsolicited application- received by employers from
individuals who may or may not be qualified for the job
opening.
Internet recruiting- independent job boards on the Web
commonly used by job seekers and recruiters to gather
and disseminate job opening information.
Employee referral- are recommendations from the organization’s present
employees who usually refer friends and relatives who they think are
qualified for the job.
Executive search firms- also known as “head hunter” help employers
find the right person for a job. Such firm seek out candidates with
qualifications that match the requirement of the job openings that their
client company hopes to fill.
Educational institution – good sources of young applicant or new
graduates who have formal training but with very little work experience.
For technical and managerial positions, schools may refer some of their
alumni who may have necessary qualifications needed for the said job
position.
Professional associations- may offer placement services to
their members who seek employment. Employers may make use
of the listings that they publish in their journals regarding
members who are available for possible recruitment or hiring.
Labor unions – possible sources of applicants’ blue-collar and
professional jobs.
Public and private employment agencies.
External Recruitment Advantages
1. Advertising and recruiting through the internet reach a
large 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.
External Recruitment Advantages
3. Employee referral from the outside sources are
believed to be high quality applicants because employees
are generally hesitant to recommend persons who are not
qualified for the job openings.
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.
External Recruitment Advantages
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
The cost and time required by external recruitment are
the typical disadvantages of using this recruitment
method. Advertising job openings and the orientation and
training of newly hired employee from outside sources, as
well as sorting out large volumes of solicited or unsolicited
job applications present challenges in budgeting time and
money.
Another disadvantage of external recruitment is the
possibility of practising bias or entertaining self-serving
motives in the referral of friends and relatives by current
employees and in the recommendation of private
employment agencies of job applicants.
Internal Recruitment Advantages
1. Less expenses are required for internal recruitment advertising;
newsletters, bulletin boards, and other form of internal
communication may disseminate information to current employees
interested to apply for job openings within the company.
2. Trainings 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 polices.
3. The process of recruitment and selection is faster because the
candidate for transfer or promotion is already part of the
organization.
Internal 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
of the job opening.
Fast Learning Review
1. Differentiate internal and external recruitment.
2. Name at least five external recruitment methods. Which
is the best method? Explain your choice.
3. What are the advantages of external and internal
recruitment?
Lesson 3
Selection
In many companies, selection is continuous
because of fast turnover, resulting in vacancies
that have to be filled. Another reason for this is
the review of applications on the waiting list.
Selection- the process of choosing individuals who have the
required qualifications to fill present and expected job
opening.
Interview- the determining of an applicant’s qualifications
in order to gauge his or her ability to do the job.
Steps In Selection Process
1. Establishing the selection criteria-selecting human
resources in an organization required understanding of the
nature and purpose of the job position which has to be
filled.
2. Requesting applicants to complete the application form.
application forms must be completed because these provide
the needed information about the applicant. Management
will find it easier to decide whether an applicant meets the
minimum requirements for education, experience etc.
3. Screening by listing applicants who seem to meet the set criteria.
This involves the preparation of a shortlist of applicants who meet the
minimum requirements of the job position to be filled. It is done to
avoid wasting of time by conducting interview with applicants who do
not meet the set criteria for job opening.
4. Screening interview to identify more promising applicants- a
shortlist of applicants is prepared. Included in the list are the
applicants who will be asked to undergo formal interview by the
supervisor/manager; applicants who are deemed to be the most fitted
for the job opening belong to the shortlist.
5. Interview by the supervisor/manager or panel interview- through
formal interview of the most promising applicants, other
characteristics of the applicant may be revealed or observed by the
supervisor/manager or panel interviewers. Such characteristics
include the applicants’ self-confidence, positive or negative life
experience which may affect his or her job performance, among
others. Interviewers must be trained so that they will know what to
look for.
6. Verifying information provided by the applicant- to make sure that
the applicant has not given false information about himself or herself,
verification is necessary. Background checking must also be done to
avoid the hiring of applicants with criminal record and to ascertain
that he or she has good moral character.
7. Requesting the applicant to undergo psychological and physical
examination- having a healthy mind and a healthy body is important
for good job performance. Applicants must be requested to undergo
psychological and physical examination prior to hiring.
8. Informing the applicant that he or she has been chosen for the
position applied for- informing the applicant may be done verbally or
in writing by the manager who give the final decision regarding the
applicant’s hiring. Final instructions regarding the company’s rules and
regulations for hiring an applicant must be given in this step.
Interviews are very important in determining the
qualifications of an applicant and gauging his or
her ability to perform a job. Interview may come
in different forms.
Steps in Hiring Employees Effectively
Step 1. Determining a need
a. Job analysis
Step 2. Application search and selection
a. Recruitment
b. Screening and selection
c. Interviews
Step 3. Decision-making process
a. Making a decision
b. Notification and employment offer
Step 4. Adaptation to the workplace
a. Orientation
TYPES OF JOB INTERVIEW
Structured interview- the interviewer asks the applicant to answer
a set of prepared questions-situational, job knowledge, job
simulation, and worker requirement questions.
Unstructured interview- the interviewer has no interview guide
and may ask questions freely.
One-on-one interview- one interviewer is assigned to interview the
applicant.
Panel interview- several interviewers or a panel interview may
conduct the interview of applicant; three to five interviewer take
turns in asking questions.
Similarly, there are different kinds of employment
test administered to measure or test an
applicant’s specific skill or capacity.
Types of Employment Test
Intelligence Test- designed to measure the applicant’s mental
capacity; tests his or her cognitive capacity, speed of thinking, and
ability to see relationships in problematic situation.
Proficiency test- tests his or her present skills and potential for
learning other skills.
Personality test- designed to reveal the applicant’s personal
characteristics and ability to relate to others.
Vocational tests- tests that show the occupation best suited to an
applicants.
Limitation of the Selection Process
In reality, there is no one perfect way to select a firm’s human
resources. Predicting performance is difficult as there is a
difference between what individuals can do at present and what
they will do in the future. This is because a person’s needs and
wants change, and so do an organization’s climate and
environment. The fact that many selection approaches and tests
have been devised is enough proof that management experts are
still in search of what could be done to improve the present
selection process.
