STAFFIN

G
STAFFING
NATURE OF STAFFING

 All business organizations should focus their

attention and be concerned about the
effectiveness and efficiency of their employees,
especially their managers. The functions of
staffing have to do with manning an
organization structure so that it can completely
operate in the present and the future. This
function must be considered as part and parcel
of the whole system of management.
RECRUITMENT
 Recruitment is the process of
encouraging, including or influencing
applicants to apply for a certain vacant
position. Whenever there are vacancies,
it is necessary to find a person to fill
those vacancies.
STEPS IN RECRUITMENT
STEP 1 JOB ANALYSIS

Job analysis – studying the different jobs in the company

and writing its Job Description and Job Specifications

 Job description defines the duties and the

responsibilities of a particular position
STEP 1 JOB ANALYSIS

 Job specification gives the specific qualifications

required for the position such as the following:
 Amount and type of experience need to perform the
job
 Special training, skill, and physical demands
 Special abilities and aptitudes
 Age; physical qualifications, and
 Other requirements
EXAMPLE OF JOB ANALYSIS
JOB DESCRIPTION OF THE ACCOUNTING SUPERVISOR:

Supervises and conducts activities relative to the

maintenance of complete, accurate, and up-to-date
accounting records of transactions, control and
handling of funds preparation, of required reports and
costing of products.

EXAMPLE OF JOB DESCRIPTION

DUTIES AND
RESPONSIBILITIE
S

EXAMPLE OF JOB DESCRIPTIONS

  Conducts studies and recommends amendments or
suggestions to systematize activities and
procedures.
 Ensures implementation of the adherence to
company policies and procedures , conducts
investigations of violations thereof, and
recommend disciplinary measures.
DUTIES AND
 Conducts performance evaluation of subordinates
RESPONSIBILITIE and recommend appropriate personnel action;
S motivates, trains, guides and counsel subordinates
and maintains harmonious relationship among
them.
 Prepares monthly schedule of accounts receivable.
 Performs other related functions.

EXAMPLE OF JOB DESCRIPTIONS

JOB
SPECIFICATIONS/
QUALIFICATIONS
OF THE
ACCOUNTING
SUPERVISOR

EXAMPLE OF JOB SPECIFICATIONS

STEP 2- REQUISITION OF NEW EMPLOYEE

To inform the personnel department, the line supervisor or

the department head concerned should accomplish a
formal requisition form, indicating the position to be filled
the date when new employee will be needed, his pay rate,
the required qualifications of the employee, the job
description, approval by the responsible official of the
company and other pertinent data.
STEP 3- ACTUAL RECRUITMENT OF
APPLICANTS
Screening is the process of reviewing job applications.
This comes in right after candidate sourcing and involves
skimming through resumes and cover letters to find the
closest applicant-job-description matches keeping in mind
qualifications, experience, skill sets, and projected
candidate-organization fit.

Selection is the process of getting the most qualified

applicants from among different job seekers.
SOURCES OF
LABOR/APPLICANTS

Internal – Employees External – applicants

recruited within the recruited through
company schools, references,
advertisement,
placements agencies,
etc.
Step 1- Reception of Applicants
Not all applicants can go through the entire process of
selection. Some of them are limited by means of “preliminary
screening selection” or “ sight screening” whereby the
undesirable applicants are quickly eliminated based on rapid
appraisal of their apparent characteristics such as age, height,
physical conditions, etc.

STEPS IN SELECTION
Step 2- Preliminary Interview
The purpose of the interview are:
1.to find out how qualified the applicant is for the vacancy
2.to give the applicant the information he needs in order to
decide to take the job if offered to him; and
3.to create goodwill for the company.
No company hires a applicant without conducting an
employment interview of some kind.

STEPS IN SELECTION
Step 3 - Filling out an Application Form
The applicant form is used:
 as a guide when interviewing the applicant
 as a basis for eliminating applicants with unfavorable personal data
for matching the qualifications of the applicant with the job requirement
as indicated in the job description and job specifications.
for checking on the applicant's school records, references and former
employers.
as part of the employee’s permanent record and for communicating with
the employees or his family.

STEPS IN SELECTION
Step 4 - Conduct an Employment Test
The employment officer goes over the applicant's form. Based
on the information it contains and from the impression the
officer gathers at the preliminary interview, he decides who
should be called in to take the employment tests.

STEPS IN SELECTION
Step 5 – Final Selection by the Immediate Supervisor or
Department Head
Employment involves Three Decision
1.Management decision as to whom among the applicants
would best fit the job and should be hire.
2. The applicant's decision as to whether the job is the right
one for him after the supervisor has discussed the job
duties.
3.The supervisor must decide if the applicant is the kind of
person who can be at work with the team.

STEPS IN SELECTION
Step 6 - Request for Physical and Medical Examination
The selected applicant is required to pass a physical and
medical examination. In small companies, the applicant
may be referred to a company physician or to a medical
consultant for the medical and physical check-up.
The purpose of physical and medical examination are:
To prevent contamination of contagious disease
To prevent the hiring of liability employees which may
result in absenteeism, hospitalization expenses, etc.

STEPS IN SELECTION
Step 7 - Hiring
When a candidate has passed all the selection requirements
and is chosen, he is finally sent to the personnel department
for the completion of the hiring process.

STEPS IN SELECTION
Step 8 - Orientation/Induction/Indoctrination
New employees are oriented on company policies,
rules and regulations, and inducted or briefed about
his job by the immediate supervisor or by the
training officer.

STEPS IN SELECTION