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SELECTION OF

HUMAN RESOURCES
Arvizu Cano Cristopher
López Vázquez Braulio D.
Staffing.
It is defined as covering and keeping the positions
covered in the structure of an organization, through
selection, appraisal,
and development of
personnel.
In an organization, it’s the people which carry out the different
jobs needed for its functioning.

They are the most important resource of


the organization, supplying talent,
skills, knowledge, and experience,
to achieve the goals and objectives
of the organization.
The process of acquiring, deploying, and retaining a workforce
of enough quantity and quality to create a positive impact on
the effectiveness of the organization is known as staffing.
Characteristics of Staffing.
■ It’s a managerial function
■ All levels of management are involved in Staffing.
■ It’s a pervasive activity
■ It’s a continuous activity.
■ It marks the basis for an efficient management of personnel.
■ It helps to place the right person at the right job.
How is personal integration carried
out?

■ First, the needs of the organization


must be identified.
Then you must:
■ Recruit, select, train, evaluate,
plan a professional career.
What are the purposes of personal
integration?

■ Those who hold a position in the organization fulfil their


tasks with effectiveness and efficiency.

■ At the same time that they achieve the company’s goals and
personal goals.
How is staffing related to total management?
■ In particular, the Company’s plans become the
basis of the organizations plans necessary to
achieve its objectives. These determine the
amount and type of managers required.
■ Subsequently an analysis of the present and
future needs of managers is carried out. Based
on this analysis, external and internal sources
are use for the processes of recruit, selection,
placement, and promotion of employees.
THE RESPONSIBILITY
OF PERSONAL
INTEGRATIONS REST
WITH EACH MANAGER
AT EACH LEVEL..
THE ULTIMATE
RESPONSIBILITY LIES
WITH THE EXECUTIVE
DIRECTOR.
Recruitment and Selection
■ Recruitment is a positive
process of searching for
prospective employees and
stimulating them to apply
for the jobs in the
organization.

■ Those candidates who are


not considered adequate
according to the
requirements are
discarded.
Recruitment.
There are two sources for Recruitment:
■ Internal, such as unions, personnel archives, internal promotion, recommendations.
■ External, such as schools, associations, agencies, exchange groups, job fairs,
outsourcing.
Selection.
In this step the organization checks which candidates are found suitable
and which ones are not.
This is where our candidates follow a
process, which may include exams,
interviews.
Interview
There are three kinds of interviews: Direct, Indirect and Mixed.
In the interview we check different factors in order to select the right candidate, such
as:
■ CV and Portfolio
■ Psychological evaluation
■ Socioeconomic evaluation
■ Medical Status
■ Human Factor
Dynamic.
■ Teaching English on an Executive level.
■ Schedules: 6:40 - 14:15 | 13:40 - 21:15
■ Half time: 6:40 – 12:15 | 15:40 – 21:15
■ Salary: $7000
■ Punctuality Bonus $1500
■ Levels: Basic, Medium, Advanced, Specialized.
Conclusions.
■ The people is the most valuable resource of an organization, hence
the importance of acquiring and managing employees.
■ The Staffing process is the selection of candidates in order to put the
right person in the right position, based on the organizational needs
and objectives.
■ Staffing also involves managing correctly our current employees.
■ It is a managerial activity which is a vital part of the organization’s
structure.
Sources.
■ Koontz, Harold; Weihrich, Heinz; Cannice, Mark. Administración. Una Perspectiva
Global y Empresarial. 14a Edición. Editorial McGraw-Hill. 2012.
■ Grados Espinosa, Jaime A. Reclutamiento, Selección, Contratación e Inducción del
Personal. 4a. Edición. México. Editorial El Manual Moderno. 2013
■ http://www.ispatguru.com/staffing-a-function-of-management/