STAFFING

Unit V
 is a managerial function
which involves training after
the individuals have been
selected for a specific job
function.

STAFFING
decision and activities connected
with providing staff for an
organization is synonymous to
employing and appointing.
Human Resource
Policies &
Practices

involve an employee’s selection,

training, and performance appraisal
system.
STAFF
refer to the group of people
who work in a particular
organization.
refer to the act of holding a
specific position in an
organization.
 JOB ANALYSIS

process of collecting information and

details on a specific work, and the duties
and responsibilities of the specific work or
position.

JOB DESCRIPTION
summarizes the duties and responsibilities,
and the qualifications of the applicant
needed for a specific job.

JOB SPECIFICATION

plays an important tool in specifying the

qualifications that an aspiring applicant
must have.
ADD YOUR TITLE HERE
RECRUITMENT
• is the process of designating qualified
applicants who apply for a position in a
firm.
• is the process for searching potential
applicants for the current and anticipated
vacant positions in the organization.
RECRUITING
• involves the process of finding
suitable employee and hiring
them to join a company or a
firm with various or specific job
vacancies.
The following are the major steps
in recruitment:

PLANNING & APPROVAL

POSITION ANNOUNCEMENT /
JOB POSTING

RECRUITMENT & THE

STRATEGIES
Internal Hiring
usually involves promotion. Recruitment from
within increases the general level of morale of
employees who feel that they would have avenues
for promotion or transfer.

External Hiring
on the other hand promotes hiring of
employees from the outside source. This
source is used when the available positions
whose job specifications cannot be met by
existing personnel within the organization.
External Sources of Recruiting
Applicants
REFERRALS
referred by people who knows employees in the company.

WALK-INS 5 CAMPUS RECRUITMENT

applicants who are ‘walking-‐in’ are
ready to be interviewed right away.
4 6 companies which participate in
college fairs

PROJECT BASIS
MANPOWER AGENCY 3 7 companies highly technical in nature
like software and developer usually
hire project-‐based employees.
SOURCES
INTERNET
company web pages and job website 2 8 JOB FAIRS
They can conduct preliminary
interviews & there are many job
applicants to choose from.
NEWSPAPER
most popular medium in recruiting 1
applicants.
 SELECTION
Steps in the Selection Process

1. PSYCHOLOGICAL TESTING

3 Types of Psychological Tests Administered 2. Screen/Interview and Background

to the Applicants:
1. IQ (Intelligence Quotient) or the Mental
Ability Test - is a test of general knowledge
which consists of general questions.
2. Aptitude Test - measuring of specific
abilities.
3. Personality Test - measuring of patterns of
behavior
Check
conduct preliminary interview of the
applicants before administering the
psychological test. In this stage, applicants
who fail to execute good impression do
not undergo the psychological testing.
 3. STRUCTURED INTERVIEW
interviewer relies on pre‐ established set of questions and is
usually based on job description and specification.

1. PANEL JOB
applicant faces several interviewers 4. UNSTRUCTURED
who take turns in asking questions.
The Types of INTERVIEW
interview are wherein the interviewer prepares guide questions and
allows the applicant to answer spontaneously.
the following:
2. BEHAVIORAL OR EXPERIENCED
BASED INTERVIEW
clarify incidents in the past of the
applicant. 5. JOB OFFER
stage where the HR department offers the job to the most
favoured candidate.
TRAINING AND DEVELOPMENT

Human Resource Training

Department is defined as the process or method of
• is part of the human resource providing programs that may modify,
management that deals with the change, increase, and improve and
development and training of employee’s level of performance.
employees.
• It includes training the individual
after the he or she is hired.
Development
• is a method that allows employees to
It is done to provide the newly
grow by providing them opportunities to
hired to learn new skills, that
take on bigger responsibilities in
would be beneficial to employee’s
preparation for the future’s more
task.
challenging tasks.
THE TRAINING CYCLE
Identifying
training needs

Evaluation Preparation

Applying Training
learning delivery
1. IDENTIFYING TRAINING NEEDS - Buckley and Caple (1995)
a. Reactive (Present) Approach

3. Define the method to be used in problem

1. Define the problem and
solving
focus on the past
performance by  studying
quality standards. 4. Analyze the problem

5. Identify the possible

solution to the problem
2. Identify who is
responsible to solve
the problem 6. Prepare a report as a
form of a feedback
b. Proactive (Future) Approach

CORPORATE STRATEGY

MANPOWER & SUCCESSION PLANNING

NEW TECHNOLOGY, PRODUCTS, OR SERVICES

ONGOING PERSONNEL PROCEDURES

KEYS
IN-HOUSE DEVELOPMENT APPROACHES

1. Management Coaching 4. Assistant to the Position

2. Assigning of
5. Enlargement of Job
Committees

3. Job Rotation 6. Mentoring

OUTSIDE DEVELOPMENT PROGRAMS
AND APPROACHES

1. Formal Education 3. Case Studies

5. Simulation

2. Team Building 4. Role Playing

 Do you
have any
questions
?
"Believe you can,
then you will."
- Mulan

Prepared By:
MS. Marinelle V. Yanes