STAFFING

Organization and
Management
Learning Objectives:
• By the end of the 90-minute period, you are expected to
achieve the following with 75% accuracy:

• Define and explain the process of staffing.

• Develop a job description for your collective role in the
variety show.
• Participate in training one another, enhancing your
skills and teamwork as part of the staffing process.
STAFFING is the process of

recruitin selectin hiring

g g
employees to fill roles within an
organization
 • Human Resource Department

Who • Ensures the organization hires the right people for the right
roles.

oversees • Manages recruitment, selection, hiring, training, and

employee development.
staffing? • Key Roles in HR for Staffing:
• HR Managers: Oversee the entire staffing process.
• Recruiters: Find and attract potential candidates.
• HR Specialists: Handle interviews, selection, and onboarding.
 Recruit: Actively seek candidates
Recruitme
through various methods to fill
nt
identified roles.
What does
the HR
Departmen Selection
Select: Evaluate candidates through
interviews, tests, and reference
t do? checks to choose the best fit.

Hire: Onboard and integrate new

Hiring
employees into the organization.
1.
RECRUITMENT

Description:
The process of
actively seeking
candidates to fill Key Steps:
identified roles
within the
organization.

Develop Job
Utilize
Identify Needs: Descriptions:
Recruitment
Determine job Create clear and
Methods: Use
openings and skills detailed job
various methods to
required based on descriptions to
reach potential
organizational goals. attract suitable
candidates.
candidates.
Job Analysis
(Detailed
examinatio
n of the job)
 Job
Description
(Summariz
ed from job
analysis)
 Job
Specification
(Qualificatio
ns and skills
required)
 • In your group, create a Job Description based
Group on the specific role you have chosen for the
variety show (e.g., Singing Team Member).
Activity: Job
Descriptio • Include the job title, key responsibilities (3-5
tasks relevant to your role), and necessary
n Based skills (2-3 important skills).
on Chosen
Role • Focus on the tasks and skills that are specific
to your group's chosen role.

• You have 15 minutes to complete this task.

• Be prepared to present your job description to

the class after time is up.
1.
RECRUITMENT
Methods of
Recruitment:
• Advertise job openings on the company’s website, job boards
Job Postings (like Indeed and Glassdoor), and other online platforms.
• Utilize social media platforms like LinkedIn, Facebook, and
Social Media Twitter to share job openings and engage with potential
Recruiting candidates.

• Encourage current employees to refer candidates for job

Employee Referrals openings, often incentivized with bonuses or rewards.

Recruitment • Partner with external recruitment agencies that specialize in

Agencies sourcing candidates for specific roles.

Campus • Attend job fairs and collaborate with educational institutions

Recruitment to attract recent graduates and interns.
2.
SELECTION
•Description: The process of evaluating candidates to choose the best fit for the
organization.

•Key Steps:

• Screen Applications: Review resumes and applications to shortlist qualified

candidates.

• Conduct Testing: Use various tests (aptitude, job knowledge, psychological)

to assess candidates' skills and fit.

• Interview Candidates: Perform structured or unstructured interviews to

gather deeper insights into candidates' qualifications and personalities.

• Check References: Verify candidates' backgrounds and past performances

through reference checks.

• Make a Selection: Analyze all gathered information and choose the best
candidate based on qualifications, skills, and fit for the organization.
2.
SELECTION
Types of Testing:
a. Aptitude Tests:
• Assess candidates' abilities to perform specific tasks or skills related to the job.
• Example: Numerical reasoning or verbal reasoning tests.
b. Psychomotor Tests:
• Evaluate candidates' physical abilities and coordination, particularly for roles requiring manual skills.
• Example: Tests for assembly line positions or skilled trades.
c. Job Knowledge Tests:
• Measure candidates' knowledge and understanding of the specific job they are applying for.
• Example: A test for an accountant might include questions on tax laws and financial regulations.
d. Interest Tests:
• Assess candidates' interests and preferences to determine if they align with the job and company culture.
• Example: Surveys that identify interests in specific tasks or work environments.
e. Psychological Tests:
• Evaluate candidates’ personality traits, emotional intelligence, and overall psychological suitability for the role.
• Example: Personality assessments like the Myers-Briggs Type Indicator (MBTI).
f. Polygraph Tests:
• Measure physiological responses to determine the truthfulness of candidates regarding specific questions.
• Example: Used in security-sensitive positions, though their use is regulated and often controversial.
2.
SELECTION
Types of Interviews:

• Structured Interviews:
• Follow a predetermined set of questions to ensure consistency across all candidates.
• Example: Each candidate is asked the same set of questions, making it easier to compare responses.
• Semi-Structured Interviews:
• Combine predefined questions with some open-ended questions, allowing for flexibility and deeper exploration
of candidates' answers.
• Example: Start with specific questions but allow candidates to elaborate on their experiences.
• Unstructured Interviews:
• Have no set format; the interviewer asks questions based on candidates' responses, leading to a more
conversational style.
• Example: Open dialogue where candidates can discuss their background and experiences freely.
• One-on-One Interviews:
• Involve a single interviewer meeting with the candidate.
• Example: Traditional interview setting.
• Panel Interviews:
• Involve multiple interviewers assessing a candidate simultaneously.
• Example: A team of managers from different departments interviewing the candidate together.
• Group Interviews:
• Assess multiple candidates at the same time, often through group activities or discussions.
• Example: Candidates participate in a group task to evaluate teamwork and communication skills.
• Stress Interviews:
• Designed to evaluate how candidates handle pressure or challenging situations.
• Example: The interviewer may intentionally create a stressful environment to observe responses.
2.
SELECTION

Reference Checks:

• Personal References:
• Contacting individuals who know the candidate personally to gain insights into their
character and work ethic.

• Academic References:
• Verifying the candidate’s educational background and achievements through contacts
at educational institutions.

• Post-Employment References:
• Checking with previous employers to understand the candidate's work history,
performance, and behavior in the workplace.
3. HIRING

•Description: The process of onboarding and integrating new

employees into the organization.

•Key Steps:
a. Job Orientation
b. Training and Development
c. Employee Development
• Promotion
• Transfer
d. Separation
• Voluntary
• Involuntary
 3. HIRING

a. Job Orientation:
• Description: Introduce new hires to the organization's culture, policies, and their specific roles, setting expectations from the
outset.
• Importance: Helps new employees acclimate quickly and sets a positive tone for their experience.

b. Training and Development:

• Description: Provide initial training on job duties and ongoing development opportunities to enhance skills and knowledge.
• Importance: Supports employee growth, improves overall job performance, and increases job satisfaction.

c. Employee Development:
• Promotion: Advancing employees based on merit and performance, recognizing and rewarding hard work and dedication.
• Transfer: Moving employees to different roles within the organization to broaden experience and career development.

d. Separation:
• Voluntary: Employee-initiated resignations, often due to personal or career reasons, allowing for smooth transitions.
• Involuntary: Company-initiated separations, including layoffs or terminations for performance issues, requiring careful
management to maintain morale.
Identify which staffing process is
represented by the given picture.

RECRUITMEN
T
Identify which staffing process is
represented by the given picture.

HIRING
Identify which staffing process is
represented by the given picture.

SELECTION
Individual Activity
TRUE OR FALSE: On a ½ crosswise, write fake if the
statement is true and real if the statement is false.

1. Staffing involves recruiting, selecting, and hiring employees.

2. Job analysis is conducted after hiring new employees.
3. Aptitude tests measure a candidate’s skills and abilities
relevant to the job.
4. Reference checks are performed only after the hiring process is
completed.
5. A structured interview has a predetermined set of questions.
Individual Activity
TRUE OR FALSE: On a ½ crosswise, write fake if the
statement is true and real if the statement is false.

6. Job knowledge tests assess a candidate's personality traits.

7. Psychological tests can help determine a candidate's suitability
for a job.
8. Employee orientation occurs before any training takes place.
9. Recruitment methods include advertising job openings and
employee referrals.
10.Selection procedures include testing and conducting
interviews.
Individual Activity
FAKE OR REAL: On a ½ crosswise, write fake if the
statement is true and real if the statement is false.

1. Fake: Staffing involves recruiting, selecting, and hiring employees.

2. Real: Job analysis is conducted after hiring new employees.
3. Fake: Aptitude tests measure a candidate’s skills and abilities
relevant to the job.
4. Real: Reference checks are performed only after the hiring process
is completed.
5. Fake: A structured interview has a predetermined set of questions.
Individual Activity
FAKE or REAL: On a ½ crosswise, write fake if the
statement is true and real if the statement is false.

6. Real: Job knowledge tests assess a candidate's personality traits.

7. Fake: Psychological tests can help determine a candidate's suitability
for a job.
8. Real: Employee orientation occurs before any training takes place.
9. Fake: Recruitment methods include advertising job openings and
employee referrals.
10.Fake: Selection procedures include testing and conducting interviews.
Group Activity:
Collaborative Training for Variety Show
Performance
• As part of the staffing process, particularly focusing on
employee training, use the remaining time to practice
and refine your roles for the variety show. Collaborate
with your teammates to enhance your performances
and ensure everyone is confident in their tasks. This is
an opportunity to support one another, share feedback,
and strengthen your teamwork skills.
On a ½ crosswise, for five minutes,
give what is/are being asked by each
item.

1. List three things you learned today.

2. List two questions you still have.
3. List one aspect of the lesson or topic
you enjoyed.
Reference:
https://www.youtube.com/watch?v=TX5WbFxRifE&list=PL
ymjw6LZq7ownRt5FjHtSk-DmVdKELLuD