Bayot, Kizz

Bestoyong, Leia
Bondad, Justine
Orbe, Avy
BUSINESS
STAFFING
YOUR
3BO STORAGE
Today's Discussion
15. 1 Hiring Decisions
15. 2 Training and Motivating Employees
HUMAN RESOURCES

Are the people who

work in a business.
Bringing new people into
a company can be
like adding new
members to a family—it
can change everything.
Advantages &
disadvantages
of hiring
people
• Having others to share the work.
• An employee can also be a valuable second-
incommand when a business owner is called
away from work.
• They can supply skills and qualities the
ADVANTAGES
entrepreneur lacks.
• New ideas may emerge when people of
different backgrounds and personalities work
together on a project.
• Hiring an assistant to schedule
appointments and take care of day-to-day
tasks, for example, allows more time to
research the market for a new service, tinker
with improving a product design, or promote
the company to potential investors.
• Many entrepreneurs take satisfaction in
hiring entrepreneurially minded people.
These employees may someday go on to
become entrepreneurs themselves.
 DIS
AD
• The responsibilities of becoming a boss
include the added expenses: not only VAN
employees’ wages, but also taxes on those TAG
wages and insurance premiums to cover on-
the-job injuries. ES
• Once an applicant is hired, the employer may
need to fill out a form declaring that the
employee has presented documents (photo
ID, Social Security card, etc.) showing that he
or she can legally work in the U.S.
• Records must be kept of the employee’s hours
worked, wages paid, and taxes withheld. If the
worker is injured on the job or files a
complaint, the government requires that this
too must be documented.
• Hiring employees may mean establishing
more detailed workplace rules and policies.
⦁ Can you afford employees?
⦁ Are you ready to be a boss?
⦁ Can you share control?
⦁ Are you willing to delegate
authority or responsibility to
someone else?
⦁ Do you have the people
skills required to manage
employees?
⦁ Do you know how to act
with authority?
Your employees will share credit
for your business’s success, but
you must accept the ultimate
responsibility if things go wrong.
 ORGANIZATIONAL
STRUCTURE
a s y s t e m fo r dividing wo r k , a utho r it y , and
re s po n s i bi lit y wit hin a co mpa ny. W hen y o u
h i re e m pl o yees , yo u will need t o develo p
a n o rga n i za t io na l st r uc t ure tha t s uit s t he
busines s.
LINE ORGANIZATION

a direct chain of command

through levels of personnel who are directly
involved in a business’s
main occupation. To use the school comparison,
line organization
describes the relationship between principal,
teacher, and student.

LINE-AND-STAFF

An expanded version of a line organization is the

line-and-staff organization. In this type of
structure, staff members advise, assist,or
support the work of line personnel. In the school
example,
that’s where the maintenance crew fits in
PROJECT ORGANIZATION

in which employees from more than one

department work as a team on a
specific goal. Project organization ends once the
project goal is reached.
 Trend in
Structures
Although they are useful, traditional
organizational structures don’t always
fi t today’s rapidly changing, global
economy. To stay competitive,
entrepreneurs are stretching
traditional structures and inventingnew
ones. Clearly defi ned roles and
responsibilities are giving way
tointerdepartmental teams and
networks that can be put together as
theneed arises. Larger companies
especially need this fl exibility.
Recruiting
and Hiring
Employees
 TO RECRUIT

means to find and hire qualified

candidates for a job.
Recruiting is an investment: the
thought and preparation put into
the process is repaid by the
quality of the workers you hire.
WRITING A JOB DECRIPTION

an explanation of a position’s purpose, tasks,

and responsibilities and the qualifications
needed to perform it. To attract only qualified
applicants, a job description should list specific
activities and qualifications and rank their
importance procedures, for instance.
The description should also reflect how
responsibilities might grow in the future. If you
hope the assistant hired today will advance to
become the office manager of tomorrow, you
might note: “Experience in personnel
management desirable.”.
 Benefits are types of Compensation refers to the
compensation other than money and benefits an
salary or wages. Some employee receives
benefits, such as family in exchange for working
and medical leave, are
required by law. Many
more have become
Wage, payment to
standard, especially
employees per hour worked
health insurance, paid
or piece of work completed.
vacation, sick days, and
investment plans for
retirement saving. A salary—a weekly,

Determining bimonthly, or monthly

payment—is more typical for

Compensation jobs where the hours and

schedules vary.
Locating Job
Candidates

Ideally, you’ll create a list of

potential candidates before the
need to hire becomes pressing.
Take note of people you meet
whose talents or work ethic you
admire, including current
employees of customers and
the competition.
 Screening
Candidates

Taking applications or résumés is

the most practical and legally safest
way to evaluate job candidates.
Those documents, along with the
job description, provide a fair, fixed
standard for comparing potential
employees.
Employee
Training and
Development
s om e t r a ining c o nfer s
a c c re dit a t ion, c er t ifi ca t io n by
a prof es s io na l gro up t ha t a n
i n di v i dua l po s ses s es cer t a in
s k i ll s o r a s pec ifi c lev el of
ex per t is e. H a v ing a cc redit ed
e m pl oy ees enha nc es
a c o m pa ny ’ s reput a t io n a s
w el l a s t he emplo yees ’
prof e s s io na l st at us .
 ORIENTATION
is the process of gradually integrating
an employee into a workplace. During this stage, employees
might tour the facilities, learn the company’s policies and

In-House Programs
procedures, and meet the
people with whom they’ll be working.

JOB SHADOWING,
a process of learning a job by watching
an employee perform the job over a period of time. In a larger
business, a new manager might spend several weeks learning to
perform jobs in each department

MENTORING
a mentor is a person of greater
experience or knowledge who guides and supports another
person in developing as a professional. A mentoring relationship
is typically a longterm relationship. Besides practical knowledge
about the job and career,a mentor can impart lessons on life
management—setting and reaching goals, for example, or the
rewards of giving back to the community.
INTER ESTED IN A
M EN TO RIN G
REL ATIO NSHIP.
The individual must be willing
to take on the responsibilities
of mentoring. He or she makes
time to meet with the protégé,
the person who receives
guidance in a mentoring
relationship. Mentors offer
useful ideas and find resources
for resolving a protégé’s
questions.
E N T H USI AST I C
should be:
Mentors
A BOUT TH E I R
C AR EE R S.
They genuinely care
about the work they
do and believe in its
importance.
POSI T IV E A N D
CON ST R UCT I VE
COMMUN I C AT OR S.
Good mentors
recognize and encourage a
protégé’s strengths and
explain any
improvement needs.
 should be:
Mentors
RESPEC TED ROLE
MO DELS.

They exhibit the traits of

professionalism, especially a
strong sense of ethics.

T R USTE D BY T H E I R
PR OTÉ G ÉS.

Mentor and protégé should

share qualities that allow the
mentor to appreciate the
protégé’s situation and help
the protégé feel comfortable
and understood.
 CL A SSE S.

Classes may be offered

individually or in a series, at the
workplace or elsewhere. Online

Training and and videotape classes are

popular

Development because of their convenience and

economy.

Providers W OR KSH OP S.

a small group of people gathers to

learn through discussion,
demonstration, and practice. A
workshop may be a single session
lasting a few hours or several
sessions on related topics spread
out over a few days.
 SE MIN A R S.

Training and participants in small groups

exchange information and
Development discuss topics in a selected field.
If you attend a seminar, you will
Providers be expected to actively
contribute to the discussion.
Seminars often have an
audience, which usually has an
opportunity to ask questions of
seminar participants.
 CON FE R EN C E S A N D
E X POS.

can be a “one-stop shopping”

learning experience.

Training and
These events, which usually run
several days, may offer classes,

Development
workshops, or seminars at one
site, along with panel discussions,
vendors’ booths, and
Providers representatives from professional
associations. Attending a
conference or expo can be costly
in travel, lodging, and time taken
off from work. Yet the expense
can pay dividends in learning
new techniques and keeping up
with the latest developments—to
stay ahead of the competition.
Qualities of
a good
mentor
Performance-
Based Rewards

when carefully thought out, avoid such

confusion. First, the reward is linked to a
specific, achievable goal and is
related to the work involved—in other
words, the greater the achievement, the
greater the reward. An employer must
also be able to afford
it. A small reward employees can be sure
of receiving will motivate them
better than a large one that is doubtful.
Flexible Work
Arrangements
FLEXTIME

Some employees might

start and finish work one
hour earlier or later than
others, or alternate
between working four
days and five days a
week. Or employees could
split duties through job
sharing.
JOB ENL A RGEM ENT
means adding responsibilities
to a position. For example, one
restaurant worker’s duties
typically included cleaning and
preparing fruits and
vegetables,
preparing salad dressings, and
assembling these ingredients
into salads. Job enlargement
might involve adding new
salads to the menu, requiring
the salad maker to learn
new recipes—and possibly new
techniques. The basic tasks
are
the same, but additional
responsibilities have
J OB E N R I CH ME N T
which means increasing the
depth or involvement of a
job. Here the restaurant
worker might have to order
the salad ingredients, based
on cost, local availability,
and the other items on the
menu. She would gain new
knowledge, develop new
skills, and work in new
relationships to play a
greater role in the business.
With job enrichment, the
basic
position changes
TELECOMMUNICATING

working from a location

other than the business
site, linked by
telecommunication
technology. Through
telecommuting, a company
can profit from the talents
of people who otherwise
would not be available—
people with disabilities,
parents of young children,
and those who live far from
the workplace.
Performance
Evaluation

• To point o u t ho w w el l
t he empl o ye e i s
meet ing t h e j ob
requirem en t s a n d
expect at i o n s .
• To improv e no t o n l y
t he empl o ye e ’ s
per fo rma n c e , but a l s o
t he empl o ye r ’ s .
 Promoting
Employees
I t s how s rec o gn i t i o n a nd
res pec t for t h e pe opl e
w hos e w or k a n d
co mmit me n t h e lpe d build
t he co mpa ny. It
m ea ns t h e c om pa n y ’ s
philo s o ph y a n d v a l ue s w ill
be ca rr ied ou t i n t h e
higher po s i t io n . I t a l so
s a v es res ou rc e s s pe nt on
t r a ining s o m e on e f ro m
o ut side. Fo r t he s e rea so ns ,
public iz in g a j ob o pen i ng
 Dismissing
Employees
Di sm i ssi n g a n em pl o y ee ma y be th e
en trep reneu r’ s m os t di ffi cu l t
res po ns i bi l i ty. Fi r i ng a n u np ro du c ti v e o r
t ro ub l eso me w o rker m ay be n ec essa ry o r
th e b us i ness’ s su rvi va l . G oo d em pl oy ees
d eserv e co mp eten t c o w o rkers . Ho w ev er,
l o si n g a j ob c an b e d ev a sta ti n g t o a n
i n di v i d ua l ’ s sel f- i ma g e. Fo r th e em pl o y er ,
i t mean s a dd ed t i me an d ex p en se to hi re
an d tra i n a repl ac em ent. I t c o ul d a l so
op en th e c o mp a ny to l eg a l ac ti o n .
Di sm i ss al s d u e t o fi na n ci a l tro u bl es i n th e
b us i ness c a n sh a ke w o rkp l ac e mo ra l e.
Th u s, th e d ec i s i on to fi re sh ou l d be ma d e
on l y after o th er op ti o n s ha v e b een tri ed .