STAFFING
Is a function of management that can be viewed as consisting of a series of steps that managers perform
in order to provide the organization with the right people in the right positions.
• STAFFING PROCESS
Consists of the following process:
1. Human Resource Planning
2. Recruitment
3. Selection
4. Induction and Orientation
5. Training and Development
6. Performance Appraisal
7. Rewards, Promotion, Transfer, Demotion
8. Separation
• HUMAN RESOURCE PLANNING
The purpose of which is to ensure that the personnel needs of the organization will be met.
There are three elements of the human resource planning:
(1) forecasting the personnel requirements, (2) comparing the requirements to the inventory of
potential candidates within the organization, and
(3) developing specific plans for how many people to recruit (from outside) or whom to train (from
inside).
• Human Resource Forecasting
This attempts to predict the organization’s future demands for people and for jobs. The forecasting
process can be simple or complex depending on the kind of organization, its size and the length of time
considered in the forecast.
• Human Resource Inventory
This provides the information about the organization’s present personnel. After the inventory is
completed, an organization will have catalogued the skills, abilities, interests and needs of the present
workforce.
This human resource audit (or personnel inventory) will allow the managers to match the organization’s
present personnel strength and weaknesses against future requirements.
• RECRUITMENT
The organization is attempting to identify and attract candidates to meet the requirements of
anticipated or actual position vacancies.
• Job Analysis
There are two device used in the process of attracting people to fill up vacancies in an organization, the
job description and the job specification both of which are developed as a result of job analysis.
It determines what kind of people should be recruited and helps the management in maintaining the
same recruitment standards throughout the company.
• Job Description
States the job title, the primary duties for non-managerial positions the kind of equipment or machines
that will be operated by the person who will occupy the position.
• Job Specification
States the minimum qualification of the person needed to perform the job. Such qualifications usually
include educational background, work experience, and personal/technical/communication skills.
• Sources of Applicants
There are two sources of applicants – internal and external.
• Internal Recruiting
This means considering present employees as candidates for job openings. This can
positively result to the following:
(1) it can reduce turnover,
(2) provides incentive to learn the job quickly, and
(3) assist in making the individual a functioning member of the organization faster because the person
already knows the policies and expectations of the company.
• External Recruiting
It is the process of attracting individuals outside the organization to apply for positions within the firm.
SELECTION
It is the process of deciding which candidate, out of the pool of applicants developed in recruitment has
the abilities, skills, and characteristics most closely matching job demands.• The Selection Process
The selection of employees comes with a step-by-step process in order to arrive at the best decision on
who is to hire for the specific job.
• Types of Interview
1. Directive Interview
2. Non-Directive Interview
3. Group Interview (Panel Interview)
4. Team Method
• Stages in an Interview
Preliminary Interview – questions about what is written in your resume
Second Interview – and evaluation of an applicant’s “can do” and “will do” traits
Final Interview – hiring and placement
• Decision to Consider when offered an Employment
1. Management
2. Applicant
3. Supervisor
• Offer of Employment (Hiring)
1. Hiring Papers
2. Confirmation of the Appointment
3. Signing of Employment Contract
4. Accomplishment of permanent personnel records
5. Notify the payroll regarding the new employee
