STAFFING IN THE

ORGANIZATION
Objectives
 discuss the nature of staffing
 explain the steps in the recruitment and selection
process
 recognize the different training programs
 identify the policy guidelines on compensation/wages
and performance evaluation/appraisal
 discuss the importance of employee relations
 differentiate various employee movements
 adopt effective rewards system
PROVIDING EMPLOYMENT IS THE BEST
FORM OF SOCIAL SERVICE, AS IT
SERVES YOU, OTHERS, YOUR COUNTRY,
YOUR WORLD – THE ENTIRE SOCIETY.

- Amit Kalantri
Staffing the organization is another major
responsibility of managers. It involves appointing
qualified people into positions in the organization,
ensuring that they are efficient and effective
employees, and promoting their growth as they
continue to work in the company.
NATURE OF STAFFING
 Small firm with a handful of people to manage is
easy to manage.
 If your business grows, company operations will be
harder to manage especially if key positions and
functions are vacant.
 Staffing or Human Resource Management involves
acquiring and developing human resources that will
carry our and perform the various activities of the
organization.
NATURE OF STAFFING
 Staffing includes RECRUITING, SELECTING,
TRAINING, and DEVELOPING People in the
organization.
 It also engages in human resource management and
utilizes various tools and techniques to promote
employee LOYALTY, SATISFACTION, and
PERSONAL GROWTH.
 Staffing is a CONTINOUS process because of the never
ending need to find, hire and develop talents.
HUMAN RESOURCE
DEPARTMENT
The Human Resource Department (HRD) is tasked with
implementing human resource management in the
company. Primary functions include..
 Human resource planning

 Job analysis

 Recruitment and hiring

 Training and development

 Performance appraisal and management

 Compensation

 Employee relations
HUMAN RESOURCE
DEPARTMENT
 The HRD is also responsible for
ensuring that the company complies
with workplace safety standards and
labor and employment laws.
 HRD is headed by the Human
Resource Director or Vice President
for Human Resources
 The process of finding people to
hire for a job is called
RECRUITMENT.
 STAFFING PROCESS

Human Resource Performance Appraisal

Recruitment/Selection/
Planning – Job Rewards system
Placement
Analysis Employee movements
New employee orientation
Employee relations
Training and development
HUMAN RESOURCE
PLANNING
Human Resource Planning (HRP) identifies people
with the right skills and assigns them
corresponding tasks in the company. It determines
the manpower complement or the number or people
that are presently employed.
HUMAN RESOURCE
PLANNING
PROCESSES INVOLVED ARE:
1. Environmental Scanning –finding out the factors that
affects the labor market because this can affect the
company’s recruitment.
If unemployment is high = easy to get applicants for the
position that does not require years of experience.
There are positions that require special types of skills and
getting applicants in these positions can be difficult.
HUMAN RESOURCE
PLANNING
2. Forecasting and Estimating the firm’s manpower
complement – status of employment in the organization,
specifically the number of regular and contractual or
temporary employees should be determined. Forecasting
is done to identify the demand for and supply of
employees, and possible external sources of employees.
Actuarial losses – refer to life events like death,
disability, and retirement which are unavoidable
circumstances that reduce the number of employees in
the company.
HUMAN RESOURCE
PLANNING
3. Gap Analysis – is done to determine if there is a gap or
difference between demand and supply in human resources.
If there are shortage of workers, the company may opt to
allow or encourage overtime work or hire temporary or
contractual workers or outsource it.
If there is surplus of employees, there may be a need to
trim down. Some offer early retirement.
Redundancy when certain positions are no longer
needed due to automation, etc.
Hiring Freeze – recruitment and hiring of new
personnel are halted.
JOB ANALYSIS
JOB ANALYSIS – is the
procedure for determining the
duties and skill requirements
for a job or position, as well as
other qualifications sought for
in an employee or applicant.
The next slides are the
information that can be
collected through job analysis.
JOB ANALYSIS
1. SPECIFIC TASKS AND ACTIVITIES – these
refers to the essential tasks required for a position.
Additional information includes the purpose of
each task, how they are done, and the specific
time needed to complete them.

2. REQUIRED BEHAVIOR ON THE JOB – this

refers to workplace behavior or ethics required in
the performance of the job concerned.
JOB ANALYSIS
3. REQUIRED JOB STANDARDS – refers to the
performance levels or standard required on the
job. There are used as bases when evaluating the
performance of employees.
4. KNOWLEDGE, TOOLS, AND EQUIPMENT
USED – this takes into account knowledge on
software applications, accounting procedures,
laws, and other relevant information.
JOB ANALYSIS
5. WORK CONDITIONS – these include the
physical aspects of the job such as work schedules
and physical environment.
6. PERSONAL CHARACTERISTICS AND
REQUIREMENTS – these include the
educational background, training, experience,
personality type, attitude, values, and physical
characteristics needed for the position.
JOB ANALYSIS

Application of
Formulation of
Selection of Jobs Job Analysis
Objective
Techniques

Preparation of Actual Conduct

Job Description of Job Analysis
and Job
Specification
JOB ANALYSIS
JOB ANALYSIS TECHNIQUES

OBSERVATION
INTERVIEW

QUESTIONNAIRE

LOGBOOK/DIARIES
JOB DESCRIPTION
COMPONENTS
1. JOB TITLE OR POSITION
2. REPORTING RELATIONSHIPS
3. JOB CLASSIFICATION
4. GENERAL DESCRIPTION OF THE JOB
5. SPECIFIC DUTIES AND RESPONSIBILITIES
6. JOB SPECIFICATION (QUALIFICATION)
IS THE PROCESS OF ATTRACTING QUALIFIED
APPLICANTS TO OCCUPY VACANT POSITIONS IN
THE COMPANY.
RECRUITMENT – Sources of Applicants

 INTERNAL APPLICANTS – Company employees

who are considered for promotion to higher positions.
Promoting an employee to a vacant position incurs
lesser cost and motivates them to work harder.

 EXTERNAL APPLICANTS – are individuals who

are recruited by the company or directly apply to join
the company through print and non-print
advertisements, job fairs and referrals.
Ensures that an applicant is not
discriminated against because of his or
her age, color, race, religion, civil status,
or gender.
SELECTION
The selection process starts when applicants
who qualify after preliminary screening are
scheduled for the preliminary interview and
psychological testing conducted by the HRD.
The usual types of psychological tests given to
applicants are the following:
SELECTION
 MENTAL ABILITY TEST OR INTELLIGENCE
QUOTIENT (IQ) TEST – tests general knowledge
that consists of questions on linguistic and numeral
abilities and abstract reasoning.
 APTITUDE TEST – measures specific abilities and
the applicant’s inclination to succeed in a particular
field.
 PERSONALITY TEST – measures of aspects of
behavior such as cooperation, initiative, dependability,
responsibility, and sociability
PLACEMENT
The last part of hiring process is placement. When a
candidate accepts the job offer, the next step is
submission of pre-employment requirements such
as
 Transcript of Records

 NBI/Police clearance

 Medical Examination Results

Once these are submitted, the applicant signs

employment contract.
PLACEMENT
The status of employment maybe
 Contractual Employees or Project Based

Employees – given a contract to work for a limited

period.
 Probationary Employee – is given a period of six

(6) months after which is evaluated before

becoming a regular employee. For educational
institutions, the probationary period of teachers is 3
years.
Training and Development
The company helps the employees improve their skills
through TRAINING. It is an organized activity that
increases and enhances employee’s knowledge and
skills on their job to improve their current
performance.
DEVELOPMENT – is the enhancement of the
competencies of employees by giving them
opportunities for greater responsibilities as well as
challenging tasks that will help them achieve their
total growth.
 Training and Development
 NEW EMPLOYEE
ORIENTATION PROGRAM
- is given to newly-hired employees
to provide them with relevant
information about the company such
as company’s history, vision &
mission, culture, products and
services, work hours, dress code,
and companies policies. They are
also introduced to their immediate
superiors and co-employees.
Training and Development
THE TRAINING PROCESS
 Pre-training Assessment – initial assessment of the

training needs of employees for the trainer to identify

which aspects of the trainees need improvement.
 Designing the Training Program – identifies the

training methods to be used, the time frame for

implementation, dates and venues, evaluation
methods, resource persons or speakers, and training
costs.
Various Training Techniques
 Lecture
 Demonstration
 Computer-based training
 Programmed instruction
 Virtual Reality
 Case Study
 Role Playing
 Team Building
Training and Development
 Training Implementation – the trainer delivers the
training program utilizing the various techniques.
 Training Evaluation – to measure the effectiveness or
success of the training & development program, the
following criteria can be used: 4Rs
 Reactions – actual reactions to different aspects
 Results – in performance after the training
 Recall - of the learning and actual application
 Retrieval – how easily information is recalled from the
memory and immediate application
 COMPENSATION – is any tangible equivalent or
reward services rendered or for the performance of
a ask performed in the organization.
Direct compensation is monetary in nature and given
in the form of salaries, wages, commissions,
bonuses, and allowances.
Indirect compensation is given in the form of services
and non-monetary benefits such as hospitalization,
summer outings, vacation leaves, and sportsfests.
Compensation Guidelines
 SALARY – refers to compensation given to
professionals on a monthly or semi-monthly basis.
 WAGE – refers to compensation given on a weekly or
daily basis and usually applies to manual workers such
as carpenters, plumbers, electricians, and the like.
 BASE PAY OR BASIC PAY – is the fixed part of pay.
It is the minimum payment for the tasks rendered by the
employee based on his or her position or job title.
 MINIMUM WAGE LAW – P323.00 (Region VI)
Common Mode of Payment

1. For the time worked 2. Through incentives

 Across the board  Merit pay

increase  Piece rate pay
 Merit increase  Commission
 Cost of living  Group incentives
allowance (COLA)
 Seniority pay
3. Flat Rate
4. Payment based on skills
5. Payment based on knowledge or credentials
6. Executive payment
7. Special Payment
 Overtime Pay

 Holiday Pay

 Premium Pay – payment to employees who works during

rest days
 Night Differential – additional 10% of the basic rate
for each hour of work between 10pm-6am
 Service Charge – fees charge to cover services related
to the production of a product or provision for service
Special Payment
 Severance or separation pay – duty of the firm to
provide separation pay to employees who are
terminated with authorized cause like retrenchment
to prevent further losses, closure of firm, illness
that may affect his or her performance. (half of
month’s pay for every year of service)
 Retirement Pay
 Thirteenth month pay
Employee Benefits
GOVERNMENT MANDATED
 SSS/GSIS – shared by employee and employer

 Pag-ibig (Home Development Mutual Fund)

 Philhealth (Philippine Health Insurance Corporation)

 Service Incentive leave (5 days)

 Maternity Leave

 Paternity Leave

 Special Leave for Women (Magna carta for women)

Employee Benefits
VOLUNTARY BENEFITS – freely given by the
company
 Vacation Leave – 15 days

 Sick Leaves – 15 days

 Emergency Leaves

 Summer Outings

 Sportsfest

 Rice Subsidy
Employee Benefits
VOLUNTARY
BENEFITS
 Meal Subsidy
 Shuttle Service
 Hospitalization
 Group life insurance
 Bonuses
 Profit sharing
 Stock options (10 years of
service)
 Christmas Parties and
packages
 Cash bonuses
 Emergency Loan
 Free uniform and
laundry allowance
 Executive perquisites –
given to top
management like cars,
gasoline allowances
Companies also provide additional payments and
benefits on top of the employees’ basic salaries.
These form part of the company’s rewards systems
and are given to motivate employees as they
perform their tasks.
 Contingency Pay
-is given on top of the basic pay rate and is based on
the employee’s performance, competency,
contribution, and skills. Individual contingency pay
can be implemented along 5 schemes:
1. Pay for Performance –bonus based on performance
2. Pay for Competency – based on knowledge, skills
and ability
3. Pay for Contribution – employee competency &
output levels
 Contingency Pay
 Group Contingency pay may be implemented through
two schemes
1. Team-based pay – given to group of employees who
have related jobs and are assigned to work on certain
projects.
2. Organization-wide pay – given to employees on the
basis of the achievement of organizational goal.
* Gainsharing – bonus plan where all employees must
fully contribute to the company’s performance.
* Profit Sharing – employees share in the profit through
cash or shares of stocks
Contingency Pay
4. Pay for skills – depends on the skills of acquired
by employees
5. Pay for service – paid yearly on the basis of an
employee’s continued service.
 Performance Appraisal
PERFORMANCE
APPRAISAL refers to
the process where
employee performance is
documented and
evaluated. This is also
known as performance
review or performance
evaluation. Done
annually.
Purpose of Performance Appraisal
1. Needs Assessment
2. Employee movements – who will be promoted
3. Basis for merit increase
4. Legal concerns
5. Development
6. Channel of communication
7. Source of motivation
Performance Appraisal Methods
 OBJECTIVE METHODS – include measures of actual
output and performance test.
* Measures of actual output include volume of sales or
number of orders processed.
* Performance test
 JUDGMENTAL METHODS
* Ranking Technique – employees are compared to
other employees
* Rating Technique – compares employees to a fixed
standard
EMPLOYEE MOVEMENTS
 Vertical movement – movement of an employee to
a higher level or position
 Horizontal movement – transfer of an employee to
another department or position with similar
responsibilities or status
 Promotion – movement to a higher level or position
* Tenure – year of service
* Meritorious performance – excellent or
outstanding performance
EMPLOYEE MOVEMENTS
 Demotion – movement to a lower level or position
usually due to poor performance
 Transfer – movement to another position but with
the same level or scope of responsibility or transfer
to other branch
 Separation – employee’s departure from the
organization due to the following
 Resignation – employee’s voluntary decision to
leave the organization
 Separation with authorized cause – more
commonly known as layoff, this is the company’s
decision to terminate employees due to business
reasons like redundancy. Severance Package –
consist of monetary package to enable employees
to maintain their standard of living during
unemployed.
 Separation with just cause – when employee is
terminated due to theft, fraud, and other serious
offenses. In this case, the employee does not
receive severance pay.
 Retirement – refers to the end of the worker’s
employment with the company due to old age,
illness, or infirmity.
EMPLOYEE RELATIONS
Effective employee relations management is an
essential component that contributes to the success
of the company. The next slides are the elements
considered in establishing and maintaining good
employee relations.
1. Drive for commitment – foster loyalty and
commitment
2. Harmonization of terms and conditions of
employment – provision of good work conditions
and benefits
3. Emphasis on mutuality – must be inclusive
(manager and employee work together)
4. Policies and practices for communication
LABOR UNIONS AND
COLLECTIVE BARGAINING
 LABOR UNIONS – labor organization for the
purpose of collective bargaining or mutual aid,
interest, cooperation and protection.
* Public sector unions
* Private Sector unions
* Workers association
 COLLECTIVE BARGAINING – refers to the
process by which the labor union negotiates a labor
contract with management.
Collective Bargaining agreement – contains
agreements on compensation, benefits, duties of
employees and management, work hours, job
security, promotion, layoffs, vacation and rest
periods, and grievance procedure should there be
violations to labor contracts.