Lesson STAFFING IN THE

10 ORGANIZATION
OBJECTIVES:

At the end of this lesson, the students will be able to

1. Explain the nature of staffing and the staffing process,
2. Discuss human resource planning and job analysis,
3. explain the steps in the recruitment, selection, and placement process, and
4. discuss employee training and development and its impact on the company, and
5. Enumerate the guidelines on compensation, benefits, and rewards and identify
examples of each.
 THE NATURE OF STAFFING

• Staffing or Human Resource Management is the managerial function of acquiring and

developing human resources for carrying out and performing the various activities of the
organization.

• Staffing includes recruiting, selecting, training, and developing people in the organization.
• Staffingis a continuous process. This due to the never-ending need to find, hire, and
develop talents for the company.
 THE HUMAN RESOURCE DEPARTMENT
• The Human Resource Department (HRD) is tasked with implementing human
resource management in the company.

• The activities of the HR Department include the primary functions and activities of
human resource management such as human resource planning, job analysis,
recruitment and hiring, training and development, performance appraisal and
management, compensation, and employee relations.

• The HRD is also responsible for ensuring that the company complies with
workplace safety standards and labor and employment laws.
 THE STAFFING PROCESS
• The staffing process is crucial for the achievement of organizational goals.
 HUMAN RESOURCES PLANNING

• Human Resource Planning (HRP) identifies people with the right skills
and assigns them corresponding tasks in the company.

• The process involved in HRP are the following:

1. Environmental scanning
2. Forecasting and estimating the firm’s manpower complement
3. Gap analysis
 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 following information can be collected through job analysis:

1. Specific task and activities
2. Required behavior on the job
3. Required job standards
4. Knowledge, tools, and equipment used
5. Work conditions
6. Personal characteristics and requirements
 JOB ANALYSIS

• Job analysis goes through a process outlined in several steps designed to

gather relevant, timely, and complete information to prepare the job
specifications needed by the company.
 JOB ANALYSIS

• Following are the techniques that can be used in conducting job analysis.
1.Observation
2. Interview
3. Questionnaire
4. Logbook

• Following are the essential parts of the job description:

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
 RECRUITMENT

• Recruitment is the process of attracting qualified applicants to occupy vacant

positions in the company.

• To ensure the success of recruitment, management must know the goals of

the organization and the reasons for hiring people.
 SOURCES OF APPLICANTS

• There are two types of applicants to job positions in the company.

1. Internal applicants
2. External applicants

EQUAL EMPLOYMENT
• Equal employment opportunity ensures that applicant is not discriminated against
because of his or her age, color, race, religion, civil status, or gender.
 SELECTION

• The usual types of psychological test given to the applicants are the following:
1. Mental Ability Test of Intelligence Quotient (IQ) Test
2. Aptitude Test
3. Personality Test

PLACEMENT
• The last part of the hiring process is placement.