Saint Anthony Academy

Batuan, Bohol, Philippines

Member: Bohol Association of Catholic Schools ( BACS)
Catholic Education Association of the Philippines (CEAP)
ORGANIZATION AND MANAGEMENT 12

Name:___________________________ Year & Section:___________________________

Date:______________________________ Score: __________________
ACTIVITY NO. 9
(Week 9)
Topic: Staffing
Learning Competencies: 1. Discuss the nature of staffing
2. Explain the steps in the recruitment and selection process
3. Recognize the different training programs
4. Discuss the importance of employee relations
Learning Objectives: Explain the nature of staffing and the staffing process
Concept Notes:
NATURE OF STAFFING
 Staffing or Human Resource Management involves acquiring and developing human resources
that will carry out and perform the various activities of the organization. Staffing includes recruiting,
selecting, training, and developing people in the organization.
 Staffing is a continuous process. This is due to the never-ending need to find, hire, and develop
talents for the company.
 Effective human resource management helps the company achieve its goals and maximize
productivity since managers are able to select quality employees.
THE STAFFING PROCESS
1. Human Resource Planning – Job Analysis
2. Recruitment/Selection/Placement/New employee orientation/Training Development
3. Performance Appraisal/Reward system/Employee movements/Employee relations
HUMAN RESOURCE PLANNING
Human resource planning (HRP) identifies people with the right skills and assigns them
corresponding tasks in the company. HRP is a critical component in determining the organization’s
manpower complement or the number of people that are currently employed in the organization. The
processes involved in HRP are the following:
1. Environmental scanning
2. Forecasting and estimating the firm’s manpower complement
3. Gap analysis
JOB ANALYSIS
Job analysis is the procedure for determining the duties and skill requirements for a job position, as
well as other qualifications sought for in an employee or applicant. The following information can be
collected through job analysis:
1. Specific tasks and activities
2. Required behavior on the job
3. Required job standards
4. Knowledge, tools, and equipment used
5. Work conditions
6. Personal characteristics and requirements
The following are the techniques that can be used in conducting job analysis:
1. Observation
2. Interview
3. Questionnaire
4. Logbook
Data gathered from the job analysis is used to formulate the job description. The job description is a
written summary of the duties, responsibilities, reporting relationships, and the job specifications for each
job or position in the company. There is no standard format in writing a job description, but the following
are its essential parts:
1. Job title or position
2. Reporting relationships
3. Job classification
4. General description of the job
5. Specific duties and responsibilities
6. Job Specification
RECRUITMENT
Proper allocation entails placing the employees in the right departments, and making sure they are
equipped with the right skills and experience for the job. Recruitment is the process of attracting qualified
applicants to occupy vacant positions in the company.

Sources of Applicants
There are two types of applicants to job positions in the company. These are the internal and external
applicants.
 Internal applicants are company employees who are considered for promotion to higher positions.
 External applicants are individuals who are recruited by the company or directly apply to join the
company.
 Some companies recruit and hire employees through referrals, where their own employees
recommend suitable applicants.
SELECTION
The selection process starts when applicants who qualify after preliminary screening are scheduled
for the preliminary interview and psychological testing conducted by the human resource department
(HRD). The usual types of psychological tests given to the applicants are the following:
1. Mental Ability Test of Intelligence Quotient (IQ) Test – This is a test of general knowledge that consist
of questions on linguistic and numerical abilities and abstract reasoning.
2. Aptitude Test – This measure specific abilities and applicant’s inclination to succeed in a particular field
like engineering, encoding, and sales.
3. Personality Test – This is a measure of aspects of behavior such as a cooperation, initiative,
dependability, responsibility, and sociability.
PLACEMENT
The last part of the hiring process is placement. When a candidate accepts the job offer, the next
step is the submission of the pre-employment requirements such as transcript of records, NBI, clearance,
certificates, and other documents. A candidate has to undergo medical examination which includes a
physical exam, x-ray, blood test, fecalysis, and urinalysis to determine his or her fitness for work. After the
submission of pre-employment requirements and the results of the medical exam, the candidate is officially
hired and signs the employment contract.
The status of employment may be probationary, contractual, or project-based. Contractual
employees and project-based employees are given a contract to work for the company for a limited period.
A probationary employee, on the other hand, is given a period of six months after which he or she is
evaluated before becoming a regular employee.
TRAINING AND DEVELOPMENT
Training and development refer to two distinct processes in employee development. The company
helps the employees improve their skills through training. It is an organized activity that increases and
enhances employee’s knowledge and skills on their job to improve their current performance. Development
is the enhancement of the competencies of employees by giving them opportunities for greater
responsibilities as well as challenging tasks that will help them achieve their total growth.
The Training Process
a. Pre-training Assessment
b. Designing the Training Program
Common techniques used by companies in their training programs:
1. Lecture 4. Programmed instruction
2. Demonstration 5. Virtual reality
3. Computer-based training 6. Case study
4. Role-playing 7. Teambuilding
c. Training Implementation
d. Training Evaluation
To measure the effectiveness and success of training and development programs, the following
criteria for evaluation can be used:
1. Reactions
2. Results
3. Recall
4. Retrieval
COMPENSATION AND WAGES
Compensation is any tangible equivalent or reward for services rendered or for the performance of a
task performed in the organization. Compensation is usually time-based. The term salary refers to
compensation given to professionals on a monthly or semi-monthly basis. The term wages refers to
compensation given on a weekly or daily basis and usually applies to manual workers. Base pay or basic
pay is the fixed part of pay. It is the minimum payment for the tasks rendered by the employee based on his
or her position or job title.
Common Modes of Payment
1. Payment for time worked
a. Across-the-board increase
b. Merit increase
c. Cost-of-living allowance (COLA)
d. Seniority pay
2. Flat rates
3. Compensation through incentives
a. Merit pay
b. Piece rate pay
c. Commission
d. Group incentives
4. Payment based on skills
5. Payment based on knowledge or credentials
6. Executive payment
7. Special payment
a. Overtime pay
b. Holiday pay
c. Premium pay
d. Night differential payment
e. Service charge
f. Severance or separation pay
g. Retirement pay
h. Thirteenth month pay
Employee Benefits
Government-mandated benefits ate those required by law. The following are the government-mandated
benefits:
1. Social Security System (SSS)/ Government Service Insurance System (GSIS) benefits
2. Employee’s compensation (EC) program
3. Pag-Ibig (Home Development Mutual Fund) benefits
4. Philhealth (Philippine Health Insurance) benefits
5. Service incentive leave
6. Maternity leave
7. Paternity leave
8. Special leave for women
Voluntary benefits are those that are voluntarily given by the company.
1. Vacation leaves 8. Shuttle subsidy 15. Cash bonuses
2. Sick leaves 9. Hospitalization 16. Emergency loan
3. Emergency leaves 10. Group life insurance program 17. Free uniform and laundry
4. Summer outings 11. Bonuses allowance
5. Sportsfest 12. Profit sharing 18. Executive perquisites
6. Rice subsidy 13. Stock options
7. Meal subsidy 14. Christmas parties and packages
REWARD SYSTEM
Companies also provide additional payments and benefits on top of the employee’s basic salaries.
These form part of the company’s rewards systems and are given to motivate employees as they perform
their tasks.
Contingent Pay
 Individual contingent pay – Pay for performance scheme; Pay for competency; Pay for contribution;
Pay for skills and Pay for service
 Group contingent pay – Team-based pay; Organization-wide pay (Gainsharing and Profit sharing)
PERFORMANCE APPRAISAL
Performance appraisal refers to the process where employee performance is documented and
evaluated. The following are purpose of performance appraisal:
1. Needs assessment 5. Development
2. Basis for merit increase 6. Channel of communication
3. Legal concerns 7. Source of motivaton
4. Employee movements
EMPLOYEE MOVEMENTS
 Vertical movement entails the movement of an employee from a lower position to a higher one.
 Horizontal movement involves the transfer of an employee to another deparment or position with
similar responsibilities or status.
 Promotion is a movement to a higher level of position.
 Demotion is a movement to a lower level of position.
 Transfer is a movement to another position but with the same level or scope of responsibility.
 Separation is an employee’s departure from the organization.
EMPLOYEE RELATIONS
Effective employee relations management is an essential component that contributes to the success
of a company. The following elements are considered in establishing and maintaining good employee
relations.
1. Drive for commitment 3. Emphasis on mutuality
2. Harmonization of terms and conditions of 4. Policies and practices for communication
employment

ACTIVITIES
A. Instruction: Answer briefly the following questions.. (25 pts)
1. Why is staffing an important process in an organization?
2. What important role does the human resource department play in an organization?
3. What is the importance of human resource planning in an organization?
4. How can granting employees voluntary benefits help a company attain its goals?
5. What is the importance of training for employees?