DEFINITION OF STAFFING

• NATURE OF STAFFING
• STAFFING AS A MANAGEMENT FUNCTION
• IMPORTANCE OF STAFFING

KINDS OF STAFFING

STAFFING PROCESS
DEFINITION
- Is a process through which capable employees
are recruited, selected, properly trained, effectively
developed, rightfully rewarded and their joint efforts are
harmoniously.

- Is a managerial function that takes people with

necessary skills into the organization and develops them
into precious organizational resource.
 NATURE OF STAFFING
1. It is a significant function of management

2. It is an important part of management process

3. It is continuous activity function of management

4. It is concerned with human resources of an organization

5. It is separate from physical factors, because it is complicated

and sensitive function

6. It deals with the maximum utilization of human resources like

direction, coordination and control.

STAFFING AS MANAGEMENT FUNCTION

- Committed to acquiring, training,

appraising, and compensating employees.
 3 PRINCIPLES TO BE UNDERSTOOD BY ALL MANAGERS

1. All managers are human resource managers.

2. Employees are more important assets than

buildings or equipment; good employees give a
company the competitive edge.

3. Human resource management is a matching

process therefore; it must match the needs of the
organization with the needs of the employee.
 IMPORTANCE OF STAFFING

1. Filling the organizational positions

2. Making possible discovery of able
staff for challenges
3. Guaranteeing utmost productivity
4. Developing personnel for shouldering
greater responsibilities
5. Meeting upcoming requirements of talented
people

6. Satisfying job owing to correct placement

7. Utilizing of human resources most favorably

8. Supplying information concerning transfer,

promotion, recruitment, death, demotions, ic.

9. Retaining professionalism among personnel

KINDS OF STAFFING
1. SHORT- TERM STAFFING

2. LONG- TERM STAFFING

3. SUCCESSION STAFFING

4. STRATEGIC STAFFING
 SHORT- TERM STAFFING

- Centers on the urgent needs of the

company

LONG- TERM STAFFING

- Engages taking a practical approach to
company’s staffing needs
- Covers at least one year
 SUCCESSION PLANNING
- ALLOWS YOU TO COMPLETELY
COMPREHEND THE DUTIES AND
RESPONSIBILITIES OF YOUR MANAGEMENT
STAFF SO YOU CAN TRAIN INSIDE CANDIDATE TO
BE READY TO STEP INTO PROMOTION RIGHT
AWAY SHOULD MANAGEMENT TURNOVER TAKES
STRATEGIC- STAFFING
PLACE.
- INVOLVES A COMBINATION OF SHORT-
TERM, LONG- TERM AND SUCCESSION
PLANNING
WHY IS STRATEGIC STAFFING
PLANS ARE IMPORTANT?

1. Competitive Advantage

2. Executive Development

3. Legal Consideration

4. Cost Efficiency
STAFFING PROCESS
1. MANPOWER
PLANNING
• 1. MANPOWER PLANNING

2.
RECRUITMENT
• 2. RECRUITMENT

3. SELECTION
• 3. SELECTION

4. PLACEMENT
• 4. PLACEMENT

5. TRAINING &
DEVELOPMENT
• 5. TRAINING & DEVELOPMENT

6.
REMUNERATIO
• 6. REMUNERATION
N

7.
PERFORMANCE
• 7. PERFORMANCE APPRAISAL
APPRAISAL

8. PROMOTION
AND TRANSFER
• 8. PROMOTION & TRANSFER
MANPOWER PLANNING

- First step in staffing

- Manpower planning which is also called as
human resource planning consists of putting right
number of people, right kind of people at the right place,
right time, doing the right things for which they are
suited for the achievement of goals of the organization.
STEPS IN MANPOWER PLANNING

1. Analyzing the current manpower inventory

A. Type Of Organization

B. Number Of Departments

C. Number And Quantity Of Such Departments

D. Employees In These Work Units

STEPS IN MANPOWER PLANNING

2. MAKING FUTURE MANPOWER

FORECASTS

A. Expert Forecasts

B. Trend Analysis

C. Work Loud Analysis

D. Work Force Analysis

E. Other Methods
STEPS IN MANPOWER PLANNING

3. DEVELOPING EMPLOYMENT PROGRAMS

4. DESIGN TRAINING PROGRAMS

IMPORTANCE OF MANPOWER PLANNING

1. Key To Managerial Function

2. Efficient Utilization

3. Motivation

4. Better Human Relations

5. Higher Productivity
NEEDS OF MANPOWER PLANNING:
ADVANTAGES:

1. Shortages & surpluses can be identified so

that speedy action can be taken wherever
required
2. All the recruitment & selection programs
are based on manpower planning
3. It also helps to reduce the labor cost as
excess staff can be identified & thereby
overstaffing can be avoided
NEEDS OF MANPOWER PLANNING:
ADVANTAGES:

4. It is also helps to identify the available

talents in a firm & accordingly training,
programs can be drawn out to develop those
talents

5. It facilitates in growth & diversification of

business. Through manpower planning,
human resources can be readily available &
they can be utilized in the best manner.
2. RECRUITMENT

- Is the process of attracting the

appropriate number of qualified individuals to
apply for vacant positions in an organization.
 TYPES OF RECRUITMENTS
1. Internal recruitment
- Is a recruitment which takes place within
the concern or organization. Internal sources of
recruitment are readily available to an organization.

A. Transfers
B. Promotions
C. Re-employment Of Ex-employees
 TYPES OF RECRUITMENTS
2. External recruitment
- External sources of recruitment have to be solicited
from outside the organization. But it involves lot of time
and money.

A. Employment At Factory Level

B. Advertisement
C. Employment Exchanges
D. Employment Agencies
E. Educational Institutions
F. Recommendations
G. Labor Contractors
SELECTION
- Refers to the process of choosing
from candidates those who will
become employees of the
organization.
SELECTION PROCESS
- Includes Activities Such As:
Development Of Selection Criteria
Advertising
Short- Listing
Application Forms Submission
Testing
Interviewing
Reference Check
Making The Final Selection Decision
Submission Of Medical Requirements
 SELECTION PROCESS
DEVELOPING SELECTION CRITERIA
Republic of the Philippines

CIVIL SERVICE COMMISSION XII

Field Office for South Cotabato
Koronadal City

BULLETIN OF VACANT POSITIONS IN THE GOVERNMENT

Issue No. 003

Date: MAY 18, 2015

GOV'T ITEM PLACE OF

AGENCY SECTOR POSITION SG NUMBER ASSIGMENT EDUCATION EXPERIENCE TRAINING ELIGIBILITY

OFFICE OF THE
MUNICIPAL
ENVIRONMENTAL ENVIRONMENT AND 4 HOURS OF
LGU-Tboli South BACHELOR'S DEGREE 1-YEAR OF RELEVANT CAREER SERVICE PROFESSIONAL
Local Gov't Unit MANAGEMENT SG-15 NATURAL RELEVANT OR SECOND LEVEL ELIGIBILITY
Cotabato SPECIALIST II RELEVANT TO THE JOB EXPERIENCE
RESOURCES AND TRAINING
NATURAL
RESOURCES

PREPARED BY: NOTED:

HRMO II Head of Agency

Municipal Mayor

CERTIFICATION

THIS IS TO CERTIFY THAT THIS POSTING OF VACANT POSITION IS POSTED IN THREE CONSPICUOS PLACES: NAMELY: MUNICIPAL HALL, PUBLIC PLAZA AND MARKET FROM MAY 18-JUNE 2, 2015.

HRMO II
SELECTION PROCESS
SHORT- LISTING
VITAL QUALIFICATIONS
ADVANTEGEOUS
QUALIFICATIONS

LOOK FOR BE RELIABLE ON

DOCUMENTS
MORE
DECISIONS MADE & THE
INFORMATION REASON FOR THEM
SELECTION PROCESS
APPLICATION FORMS

Language & experience is

significant

Do not include any invasive

or immaterial questions

Guarantee strict
confidentiality
SELECTION PROCESS
TESTING

Test match the essential

requirements of the job

Check the tests are up-to-

date

Check for any bias or

indirect discrimination
SELECTION PROCESS
INTERVIEWING
Permit applicants to display what they can offer to the
organization
Confirm if there is a need for any specific arrangements
Have questions prepared in advance
Ensure consistency & fairness in questioning
Focus on the real needs of the job
The selection committee is entitled to ask applicants whether
they can fulfill the requirements of the job
It is proper to ask people with disabilities whether they require
any adjustments to perform the job
Allow the interviewee time to make their point
Don’t make assumptions about a person’s ability
Do not ask invasive and irrelevant questions
SELECTION PROCESS
REFERENCE CHECKS
Help guarantee that suitable
candidate is hired
Clarify, verify and add data to what
has been learned in the interview
Never reveal information received
from the previous employer to the
candidate

Best source of information on any

candidate is the former employer

On- the- job performance is the

most useful predictor of future
success
SELECTION PROCESS
MAKING DECISIONS
Time to appraise all
information gathered
Grade applicants
Evaluate all information

Record decisions prepared

& reasons for them
If requested, offer
constructive comments to
unsuccessful applicants
SELECTION PROCESS
MEDICAL EXAMINATIONS

Have employees
medically examined
ORIENTATION & PLACEMENT
ORIENTATION & PLACEMENT

ORIENTATION
- PROCESS OF RECEIVING AND
WELCOMING AN EMPLOYEE WHEN HE
FIRST JOINS THE COMPANY
INFORMATION GIVEN DURING AN ORIENTATION

1. BRIEF HISTORY & OPERATIONS OF THE COMPANY

2. THE COMPANY’S ORGANIZATION STRUCTURE

3. POLICIES & PROCEDURES OF THE COMPANY
4. PRODUCTS & SERVICES OF THE COMPANY
5. LOCATION OF DEPARTMENT & EMPLOYEE FACILITIES
6. SAFETY MEASURES
7. GRIEVANCES PROCEDURES
8. BENEFITS & SERVICES OF EMPLOYEE
9. STANDING ORDERS & DISCIPLINARY PROCEDURES
10. OPPORTUNITIES FOR TRAINING, PROMOTIONS,
TRANSFERS, ETC.
11. SUGGESTION SCHEMES
12. RULES & REGULATIONS
SIGNIFICANCE OF PLACEMENT

1. IT ENHANCES EMPLOYEE MORALE

2. IT HELPS IN EMPLOYEE TURNOVER REDUCTION
3. IT AIDS IN LESSENING ABSENTEEISM
4. IT FACILITATES IN ACCIDENT RATES REDUCTION
5. IT AVOIDS MISFIT BETWEEN THE CANDIDATE AND
THE JOB
6. IT ASSISTS THE CANDIDATE TO WORK BASED ON
THE PRESET OBJECTIVES OF THE ORGANIZATION
TRAINING & DEVELOPMENT
 TRAINING & DEVELOPMENT
THE PRINCIPAL OBJECTIVE:
Make sure the availability of a skilled and willing
workforce to an organization

4 Other Objectives
1. Individual Objectives
2. Organizational Objectives
3. Functional Objectives
4. Societal Objectives
 THE NEED FOR TRAINING & DEVELOPMENT

 CHANGE

 DEVELOPMENT
DIFFERENT TYPES OF TRAINING & DEVELOPMENT
TECHNIQUES

1. ON- THE- JOB TRAINING AND

LECTURES
2. PROGRAMMED INSTRUCTION (PI)
3. COMPUTER- ASSITED INSTRUCTION
(CAD)
4. AUDIOVISUAL TECHNIQUES
5. SIMULATIONS
6. BUSINESS GAMES
REMUNERATION
REMUNERATION

- IS THE OVERALL COMPENSATION

THAT AN EMPLOYEE RECEIVES IN
EXCHANGE FOR THE SERVICES HE
PERFORMED FOR THE EMPLOYER.
TWO TYPES OF EMPLOYEE REMUNERATION

1. TIME RATE METHOD

2. PIECE RATE METHOD

 REMUNERATION PACKAGES

 Employee benefits or fringe benefits

 Deferred payment (for example pension system)
 Relate to time (paid holidays, sick pay)
 Relate to payment in kind (subsidized meals or transport)
or items such as company cars which may be provided as a
reward and sign of status in the organizational hierarchy
rather than as tools for the performance of the job
PERFORMANCE APPRAISAL

- Is a review and discussion of an

employee’s performance of assigned
duties and responsibilities
 WAYS IN PERFORMANCE APPRAISAL

 The supervisors measures the pay of employees

and compare it with targets and plans
 The supervisor analysis the factors behind work
performance of employees
 The employers are in position to guide the
employees for a better performance
 OBJECTIVES OF PERFORMANCE APPRAISAL

 To keep records to decide on compensation

packages, wages structure, salaries raises, etc.
 To identify the strengths and weaknesses of
employees in order to place right men on right
job
 To assess the potentials present in a person for
further growth and development
 OBJECTIVES OF PERFORMANCE APPRAISAL

 To offer a feedback to employees about their

performance and related status
 To serve as a basis for persuading working
habits of the employees.
 To appraise and preserve the promotional and
other training programs
 ADVANTAGE OF PERFORMANCE APPRAISAL

 Promotion
 Compensation
 Employee Development
 Selection Validation
 Communication
 Motivation
PROMOTION & TRANSFER

Promotion
- Is the appointment of a member to another
position within the same department or
elsewhere in the organization, involving duties
and responsibilities of a more demanding and is
recognized by a higher pay grade and salary.
TRANSFER
- Is the appointment of a member to another
position within the same department or elsewhere
in the organization, involving duties and
responsibilities of a similar nature and having a
comparable pay grade and salary. In some
situations, the transfer may be at a lesser pay grade
or salary.
LATERAL TRANSFER
- Is a move to a position with the same
or similar job title in the same pay grade
SENIORITY VS. MERIT PROMOTIONS
SENIORITY
Is an employee’s length of service in a
position, job grouping, or farm operation

MERIT
Refers to “worth” or “excellence”

1. Promotion By Seniority
2. Promotion By Merit
SENIORITY VS. MERIT IN LAYOFFS

LAYOFFS
- Are usually considered terminations
based on lack of work or capital, rather than
poor employee performance
- Are often temporary
PROMOTION FROM WITHIN OR OUTSIDE HIRE

Promotion from inside, supports employees

to look at the organization as one offering them
career growth

Promoting within may also mean missing the

privilege of filling positions with well- qualified
personnel