DepEd-Polanco NHS: Senior High School Learning Activity Sheet (LAS)
Nature of Staffing
LAS for Organization and Management (Grade 11)
Quarter 3 - Week #7
Name: ___________________________________________ Strand: ________________________ Date:
______________
I – Background
Good day, students! Are you doing well? This
Learning Activity Sheet (LAS) was written for you in mind. This
LAS to help you define and identify Nature of Staffing
II- Learning Competencies:
After going through this LAS, you are expected to:
1. Discuss the concept and nature of staffing (MELCs Code:
ABM_AOM11- Ia-b-3)
2. Explain the definition and nature of staffing.
III- Essential knowledge, concepts and activities
DEFINITION OF STAFFING
Staffing is defined as the filling and keeping filled positions in
the organizational structure. This is done by identifying work-
force requirements, inventorying the people available, recruiting,
selecting, placing, promoting, appraising, planning the careers,
compensating, training, developing existing staff or new recruits,
so that they can accomplish their tasks effectively and
efficiently.”
The definitions of the staffing function as given by the different
management experts are given below.
 “The managerial function of staffing involves operating the
organizational structure through proper and effective
selection, appraisal and development of personnel to fill the
roles designed into the structure.” – Koontz and O’ Donnell
 “Staffing relates to the recruitment, selection, development,
training, compensation of subordinate managers.”
– Theo Haimann
 “Staffing is the function by which managers build an
organization through the recruitment, selection, and
development of individuals as capable employees.” –
McFarland
 “Staffing is the human resource function of identifying,
attracting, hiring, and retaining people with the necessary
qualifications to fill the responsibilities of current and future
jobs in the organization.” – Dyck and Neubert
 Staffing the process involved in identifying, assessing,
placing, evaluating and directing individuals at work.”
– S. Benjamin
 “Staffing is the function by which managers build an
organization through the recruitment, selection, and
development of individuals as capable employees.” –
McFarland.
CHARACTERISTICS OF STAFFING
From its definition and its nature as a management function, staffing
has the following characteristics:
 It is an essential element of management.
 It is goal-oriented.
 It is performed within the enterprise by all the managers at all the
times.
 It is intangible in nature.
 It is concerned with matching the people with the jobs.
 It is a process, not an isolated function.
 It is concerned with total management system.
 Its efficiency varies from one enterprise to another, and from one
time period to another even within an enterprise.
FUNCTIONS OF STAFFING
The ultimate aim of the staffing function is to stimulate
organizational performance by placing the right people on the job.
With this, staffing is said to have three main functions in any
organization.
 Attracting a quality workforce. Staffing attract talented and
skilled people into the organization in an effort to find the best
people suitable for the job
 Developing quality workforce. Staffing focuses on making sure
that employees admitted to the organization know how to
perform their duties properly
 Maintaining a quality workforce. Staffing should be able to
encourage employees to stay in the organization by providing
them with opportunities to make their work and work setting
convenient as well as opportunities to grow both on and outside
of their jobs.
OBJECTIVES OF STAFFING
The staffing function in an organization pursues to achieve the
following objectives:
 To help the organization meet its goals
 To make use of the skills and abilities of the organization’s
workforce effectively
 To provide the organization with employees who are fit for the
job
 To give employees with job satisfaction and self-actualization
 To enable employees to develop and maintain a quality work-life
balance
 To communicate an organization’s human resource policies to
employees
 To be ethically and socially responsive to the needs of the
society through its employees.
IV. Assessment
Directions: Listed below are some staffing concepts previously
discussed. Match each statement with the concept it pertains to by
Prepared by: Mr. Roseller T. Cabasag – Teacher II
 DepEd-Polanco NHS: Senior High School Learning Activity Sheet (LAS)
STEPS IN THE STAFFING PROCESS
The staffing processes as a managerial function consist of a series
of logical and sequential steps listed and briefly introduced as
follows:
1. Manpower planning. It involves determining the
quantitative and qualitative requirements of manpower
or labor in an organization
2. Recruitment. This is the process of searching for
prospective employees and enticing them to apply for
various jobs and positions in an organization
3. Selection. This process of selecting the persons who are
most suitable for the jobs in an organization
4. Placement. This means putting a particular person on
the job for which he or she was selected
5. Induction. This is where a new employee is provided
the necessary information he or she has to know about
the company
6. Orientation. This is where a new employee is
introduced to his/her immediate work environment and
co-employees.
7. Training. This involves providing the employee with
the necessary skills, abilities, and competencies he or
she needs to function properly with his or her current
jobs
8. Development. This involves providing employees with
opportunities for promotion to future or higher jobs
9. Compensation or Remuneration. This involves
providing a reasonable and equitable monetary
equivalent to an employee’s nature of work.
10. Performance evaluation or appraisal. This involves
determining how efficiently an employee performs his
or her job and knowing his or her aptitudes and other
qualities necessary for performing the jobs assigned to
him or her from the company
11. Promotion. This is the pprocess of upgrading an
employee to a higher position involving an increase in
rank, prestige or status, and responsibilities.
12. Demotion. This is the process of moving down an
employee to a lower position which less pay and/or
responsibility
13. Transfer. This involves movement of an employee from
one job to another with or without any increase in pay,
status, or responsibilities.
14. Separation. This is when an employee is separated from
the company
writing the letter corresponding to each concept. Choose your answer
in the box below. Write your answer on the space provided. (NO
ERASURES)
_____1. This refers to the introducing a new employee to his/her
immediate work environment and co-employees.
_____2. This refers to providing a new employee the necessary
information he or she has to know about the company.
_____3. This involves providing the employee with the necessary
skills, abilities, and competencies he or she needs to function
properly with his or her current jobs.
_____4. This is the process of choosing the persons who are most
suitable for the jobs in an organization.
_____5. This is the process of upgrading an employee to a higher
position.
_____6. This the process of moving down an employee to a lower
position which less pay and/or responsibility.
_____7. This means putting a particular person on the job for which
he or she was selected.
_____8. This involves providing employees with opportunities for
promotion to future or higher jobs.
_____9. This involves determining how efficiently an employee
performs his job.
_____10. This involves determining the quantitative and qualitative
requirements of manpower of labor in an organization.
_____11. This involves movement of an employee from one job to
another with or without any increase in pay, status, or
responsibilities.
_____12. This is when an employee is disassociated from the
company.
_____13. This involves providing a reasonable and equitable
monetary equivalent to an employee’s nature of work.
_____14. This is the process of searching for prospective employees
and enticing them to apply for various jobs and
positions in an organization.
A. Selection
B. Demotion
C. Manpower Planning
D. Promotion
E. Recruitment
F. Orientation
G. Training
H. Compensation
I. Placement
J. Development
K. Induction
L. Appraisal
M. Transfer
N. Separation
Prepared by: Mr. Roseller T. Cabasag – Teacher II
DepEd-Polanco NHS: Senior High School Learning Activity Sheet (LAS)

B. Disseminator, monitor, spokesperson

C. Entrepreneur, negotiator, resource allocator
D. Monitor, negotiator, resource allocator

Prepared by: Mr. Roseller T. Cabasag – Teacher II

DepEd-Polanco NHS: Senior High School Learning Activity Sheet (LAS)

Prepared by: Mr. Roseller T. Cabasag – Teacher II

DepEd-Polanco NHS: Senior High School Learning Activity Sheet (LAS)

Prepared by: Mr. Roseller T. Cabasag – Teacher II

DepEd-Polanco NHS: Senior High School Learning Activity Sheet (LAS)

Prepared by: Mr. Roseller T. Cabasag – Teacher II

DepEd-Polanco NHS: Senior High School Learning Activity Sheet (LAS)

Prepared by: Mr. Roseller T. Cabasag – Teacher II

DepEd-Polanco NHS: Senior High School Learning Activity Sheet (LAS)

Prepared by: Mr. Roseller T. Cabasag – Teacher II