WEEKLY LEARNING ACTIVITY SHEETS

Organization and Management, Quarter 2, Week 3

RECRUITMENT, SELECTION PROCESS AND TRAINING AND DEVELOPMENT

Name: ___________________________________________ Section: ____________________

Learning Objective:

 Analyze the process of recruiting, selecting and training employees.

Time Allotment: 4 hours

Key Concept

A. Recruitment and Selection Process

 Recruitment and selection are important operations in human resource management,

designed to make best use of employee strength in order to meet the strategic goals an
objectives of the employers.
 Recruitment refers to the process where potential applicants are searched for, and then
encouraged to apply for an actual or anticipated vacancy.
 Selection is the process of hiring employees among the shortlisted candidates and
providing them a job in the organization.
 To increase efficiency in hiring and retention and to ensure consistency and compliance
in the recruitment and selection process, The following steps are the best practice to
attract talented and diverse applicant pool:

Identify vacancy Develop job Develop

and evaluate the description recruitment plan
need

Post position and Review applicants

Select research
implement and develop short
committee
recruitment plan list

Separations
Conduct
through retirement,
interviewers
death and
dismissal.
Figure 1: Recruitment and Selection Process

 Step 1: Identify vacancy and evaluate the need- Recruitments provide opportunities to
departments to align staff skill set to initiatives and goals and for departmental and
individual growth. Proper planning and evaluation of the need will lead to hiring the right

Author: Crisler R. Atibula

School/Station: Maglambing Integrated School
Division: Surigao del Sur
email address: crisler.atibula@deped.gov.ph
 person for the role and team. If it is newly created position, check the core skills needed
for the position. Conduct a job analysis if there is a need to fill in the main tasks.

 Step 2: Develop job description- A job description is the core of a successful

recruitment process. It is used to develop interview questions, interview evaluations and
reference check questions. A job description contains all the information, competencies,
skills, required and expected of the position.

The following are the content of the job description:

1.General information – Position title, Paygrade,Position level, Department, Department

head,Immediate superior.
2. Position Purpose – Objective of the position
3. Essential job functions- describes the duties and responsibilities of the position
4. Minimum requirements- basic qualifications required for the position
5.Preferred qualification- Preferred qualifications are skills and experience preferred in
addition to basic requirements and can be used to narrow down the pool of applicants.

 Step 3: Develop recruitment plan- Each position requires a documented Recruitment

Plan, which is approved by the organizational unit. A carefully structured recruitment
plan maps out the strategy for attracting and hiring the best-qualified candidate and
helps to ensure an applicant pool which includes women and underrepresented groups
including veterans and individuals with disabilities.

 In addition to the position’s placement goals, the plan contains advertising channels to be
used to achieve these aims. The recruitment plan is typically developed by the hiring
manager in conjunction with the Departmental HR Coordinator. Placement goals
identified are displayed on the position requisition.

 Step 4: Select search committee- To ensure applicants selected for interview and final
consideration are evaluated by more than one individual to minimize the potential for
personal bias, a selection committee is formed. The hiring manager will identify members
who will have direct and indirect interaction with the applicant in the course of their job.

 Step 5: Post position and implement recruitment plan- Once the position description
has been completed, the position can then be displayed. Every effort should be made to
ensure accuracy of the job description and posting text. It may not be possible to change
elements of a position once posted because it may impact the applicant pool.

 Step 6: Review candidate and develop short list - Once the job has been posted,
candidates will apply via email or personal appearance. Applicants are those who apply
during the initial application period as described in Step 5.All applicants must be
reviewed and considered. Candidates who apply after the initial application period will be
considered” expressions of interest” and not viewable by the search committee.

 Step 7: Conduct interview- The interview is the single most important step in the
selection process. It is the opportunity for the employer and prospective employee to learn
more about each other and validate information provided by both. By following these
interviewing guidelines, you will ensure you have conducted a thorough interview process
and have all necessary data to accurately evaluate skills and abilities.

 Step 8: Select hire- Once the interviews have been completed, the committee will meet to
discuss the interviewees. Committee members will need to assess the extent of which each
one met their selection criteria.

Author: Crisler R. Atibula

School/Station: Maglambing Integrated School
Division: Surigao del Sur
email address: crisler.atibula@deped.gov.ph
 As one of the most critical steps in the process, it is important to keep the following in mind:
 The best candidate for the position was chosen based on qualifications
 The candidate will help to carry out the University and Department’s missions
 Step 9: Finalize recruitment- Once a final check of the selection process has been
completed, and the final applicant has been determined, The Committee Chair or
designee will notify the Department HR Coordinator of the finalist’s name, salary and
start date.

B. Training and Development

 Training and development describes the formal, on-going efforts that are made within
organizations to improve the performance and self-fulfilment of their employees through a
variety of educational methods and programs.
 Training and development refers to educational activities within a company created to
enhance the knowledge and skills of employees while providing information and
instruction on how to better perform specific tasks.
 There are a lot of types of training that HR manager’s offer. No one type would be enough
for the jobs we do. Most HR managers use a variety of these types of training to develop a
holistic employee.

 Technical or Technology training – is atype of training meant to teach the new

employee the technological aspects of the job.
 Quality Training- refers to familiarizing employees with the means of preventing,
detecting, and eliminating non-quality items, usually in an organization that produces the
product.
 Skills Training – The third type of training which includes proficienciencies needed
actually to complete the job.
 Soft Skills Training- refer to personality traits , social graces, communication, and
personal habits that are used to characterize relationships with other people.
 Team Training – The goal of team training is to develop cohesiveness among team
members, allowing them to get to know each other and facilitate relationship building.
 Managerial training – After someone has spent with an organization, they might be
identified as candidate for promotion.When this occurs, managerial training will occur.
 Safety Training- is a type of training that occurs to ensure employees are protected from
injuries caused by work –related accidents.

 Thus, training and development process not just aimed at improving the performance of
the individuals and groups of employees in the organizational settings. Through ‘training’
employees are taught specific skills while through ‘development’ employees personality
and management skills are enhanced.

Author: Crisler R. Atibula

School/Station: Maglambing Integrated School
Division: Surigao del Sur
email address: crisler.atibula@deped.gov.ph
Activity No. 1: Let’s Hit the Springboard!
What you need: Pen and Paper
What to do: Answer the following questions below. Write your answer in a separate sheet
of paper.

1. If you were a hiring manager, what qualifications will you look for in hiring employees who
will work in your company?
________________________________________________________________________________________
________________________________________________________________________________________
_____________________________________________________________________________________.

2. What points will you consider in your recruitment? Why?

________________________________________________________________________________________
________________________________________________________________________________________
____________________________________________________________________________________.

3. Would you consider competencies over skills or vice versa?

________________________________________________________________________________________
________________________________________________________________________________________
____________________________________________________________________________________.

Activity No. 2: Chew it Over!

What you need: Pen and Paper
What to do: Give your own descriptions on the nature and concept of staffing in 2 to 3
sentences only. Write your answer in the space provided.

To discuss Answer
1. Recruitment and Selection process

2. Training and Development

3. Job Description

Reflection

Reflect on the lesson and recap by doing this final step.

I noticed that_________________________________________________________________________
A question I have is __________________________________________________________________
I wonder why _________________________________________________________________________
I’m not sure if ________________________________________________________________________
I discovered that______________________________________________________________________
I realized that_________________________________________________________________________
I can apply to my life _________________________________________________________________

Author: Crisler R. Atibula

School/Station: Maglambing Integrated School
Division: Surigao del Sur
email address: crisler.atibula@deped.gov.ph
References for learners

Enriquez,Edilynda.2016.Organization And Management.Manila:JFS Publishing Services

“Staffing:Meaning,Features And Importance”.2020.Essays,Research Papers And Articles On

Business Management.https://www.businessmanagementideas.com/staffing/staffing-
meaning-features-and-importance/3508

Answer Key

Activity No. 1: Answers are expected to vary

Activity No. 2: Answers are expected to vary.

Author: Crisler R. Atibula

School/Station: Maglambing Integrated School
Division: Surigao del Sur
email address: crisler.atibula@deped.gov.ph