Senior High School

ORGANIZATION
AND MANAGEMENT
Quarter 2 Week 10
The Process of Recruiting, Selecting
and Training Employees

Discuss the concept and nature of staffing

K to 12 BEC CG (ABM_AOM11-IIa-b- 20, ABM_AOM11-IIa-b- 21)
Organization and Management
Grade 11
Self-Learning Module
Quarter 2-Week 10 – The Process of Recruiting, Selecting and Training Employees
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them.

SENIOR HIGH SCHOOL DEVELOPMENT TEAM OF THE MODULE

Author: Guia C. Sison, LPT, MBA

Content Evaluators: Sharon F. Sanchez, LPT, DBA
Rosemarie DC. Gonzales, LPT, DBA
Christian Paul C. Gutierrez, LPT, DBA
Maricel E. Sanchez, LPT, MBA
Junie J. Gale, LPT, PhD
Jemar P. De Vera, LPT, MBA, EdD
Critic Readers / Language Evaluators:
Ma. Leonor S. Ponce, LPT
Cristina D. Reyes, LPT, MAEd
Layout Evaluators: Rommel B. Ferrer, LPT, MIT
Emmanuel S. Malasan, LPT
Layour Artist: Niño Bert M. Suni

DIVISION MANAGEMENT TEAM:

Schools Division Superintendent-OIC: Ely S. Ubaldo, Ed.D., CESO VI
Assistant Schools Superintendent: Diosdado I. Cayabyab, Ed.D., CESO VI
Chief Education Supervisor, CID: Carmina C. Gutierrez, Ed.D.
Education Program Supervisor, ABM: Lalaine C. Rosario, Ed.D.
Introductory Message
For the facilitator:
Welcome to the Organization and Management – Grade 11 Alternative Delivery
Mode (ADM) on The Process of Recruiting, Selecting and Training Employees
This module was collaboratively designed, developed and reviewed by educators,
evaluators and reviewers from public schools to assist you, the teacher or facilitator in
helping the learners meet the standards set by the K to 12 Curriculum while overcoming their
personal, social, and economic constraints in schooling.
The learning resource hopes to engage the learners into guided and independent
learning activities at their own pace and time. Furthermore, this also aims to help learners
acquire the needed 21st century skills while taking into consideration their needs and
circumstances.
In addition to the material in the main text, you will also see this box in the body of
the module

Notes to the Teacher

This contains helpful tips or strategies that will

help you in guiding the learners

As a facilitator you are expected to orient the learners on how to use this module. You
also need to track of the learners’ progress while allowing them to manage their own
learning. Furthermore, you are expected to encourage and assist the learners as they do the
tasks included in the module.

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 HOW TO USE THIS MODULE?
Before starting the module, I want you to set aside other tasks that will disturb you
while enjoying the lessons. Read the simple instructions below to successfully enjoy the
objectives of this kit. Have fun!
1. Follow carefully all the contents and instructions indicated in every page of this module.
2. Write on your notebook the concepts about the lessons. Writing enhances learning, that
is important to develop and keep in mind.
3. Perform all the provided activities in the module.
4. Let your facilitator/guardian assess your answers using the answer key card.
5. Analyze conceptually the post-test and apply what you have learned.
6. Enjoy studying!

PARTS OF THE MODULE

 Expectations - These are what you will be able to know after completing the lessons in
the module.
 Pretest - This will measure your prior knowledge and the concepts to be mastered
throughout the lesson.
 Looking Back to your Lesson - This section will measure what learning and skills did
you understand from the previous lesson.
 Brief Introduction- This section will give you an overview of the lesson.
Activities - This is a set of activities you will perform with a partner.
 Remember - This section summarizes the concepts and applications of the lessons.
 Post-test - This will measure how much you have learned from the entire module

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 CHAPTER 5 Procedures of Recruitment, Selection, and
Lesson 2 Training

EXPECTATION

As we study and immerse ourselves in “Organization and Management” in the process, it is

necessary to discuss the definition of recruitment, selection and training, methods of internal
and external recruitment. The module is focused on Module 10 – Chapter 5 Staffing Lesson 2
- 4.

After going through the module, you are expected to:

1. Differentiate recruitment, selection, and training

2. Enumerate the methods of internal and external recruitment and their advantages and
disadvantages; steps in hiring employees effectively; types of job interviews, and training and
development

Let us start your journey in learning. Thru a

Pre-test

Good luck!

PRE-TEST

Fill in the Blank

Directions: Choose the CORRECT word from the table below and write your answer in the
space provided before each number.

Selection Recruitment

Development Job Training

________________________ 1. It refers to the action or fact of carefully choosing someone

or something as being the best or most suitable.
________________________ 2. It refers to the process of actively seeking out, finding and
hiring candidates for a specific position or job.
________________________ 3. It means the action of teaching a person or animal a
particular skill or type of behavior.
________________________ 4. It refers to the process of coming into existence or of
creating something new or more advanced
________________________ 5. It means a paid position of regular employment.

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 LOOKING BACK

As we go further, let us try to recall our lesson about the definition and Nature of Staffing

 Staffing, is the human resources function of identifying, attracting, hiring, and retaining
people with the necessary qualifications to fill the responsibilities of current and future
jobs in the organization.
 There are two component of Staffing Recruitment- the process of identifying and
attracting the people with the necessary qualifications and Selection-is choosing who to
hire
 Staffing steps

ENJOY READING!!!

BRIEF INTRODUCTION

In the event of a job opening, administrators must be careful when recruiting and choosing
who to bring into the organization. They must see to it that their new recruit possesses the
knowledge and skills needed to be successful in helping their company achieve their set goals
and objectives and that he/she is suited for the job position and the job design.

Definition of terms:
Recruitment- a set of activities designed to attract qualified applicants for job
position vacancies in an organization
Staffing- refers to filling in all organizational job position
Systems approach to staffing- is the step-by-step way of filling job positions in an
organization, considering variables such as numbers and kinds of human resources
needed, open managerial and non-managerial positions, potential successors to open
job positions, etc.

Types of Recruitment

1. External-outside sources process of locating potential individuals

2. Internal- filling job vacancies can be done through promotions, “recruitment is within
the organization”.

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Methods of External and Internal Recruitment-external-
Advertisement-through websites, newspapers, trade journals, radio, television, billboards,
posters, and e-mails.
Unsolicited applications- received by employers from individuals who may or may not be
qualified for the position.
Internet recruiting- independent job boards on the web commonly used by job seekers and
recruiters to gather and disseminate job opening information. Employee
referrals-are recommendations from the organization’s present
employees who usually refer friends and relatives.

Advantage and Disadvantages of External and Internal Recruitment

External Recruitment Internal Recruitment

Advantages; Advantages;
1. Reaches many possible applicants; 1. Less expenses are required for
increase the possibility of being able to advertisements/information
recruit applicants suited for the job. dissemination, training and orientation
aches many possible applicants; increase
the possibility of being able to recruit 2. The process of recruitment is faster.
applicants suited for the job.
2. Applicants who submit applications
and resumes through their own initiative
are believed to be better potential
employees because they are serious about
getting the job.
3. Employee referrals from outside
sources are believed to be high quality
applicants because employees are
generally hesitant to recommend persons
who are not qualified for the job.
4. Executive search firms usually refer
highly qualified applicants from outside
sources because they try to check
applicant’s qualifications before
recommending them to client firms who
pay for their services.
Educational institutions know the
capabilities and qualifications of their
graduates, increasing the chances of their
ability to refer qualified applicants to
potential employees.

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 External Recruitment Internal Recruitment
Disadvantages; Disadvantages;
1. The cost and the time required by 1. The number of applicants to choose
external recruitment are the typical from is limited.
disadvantages of using this recruitment 2. Favoritism may influence a manager to
method. Advertising job openings and recommend a current employee for
the orientation and training of newly promotion to a higher position.
hired employees from outside sources. It may result in jealousy among the other
The possibility of practicing bias or employee who were not considered for
entertaining self-serving motives in the the position (bias)
referral of friends and relatives by current
employees and in the recommendation of
private employment agencies of job
applicants.

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 Lesson
Selection
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In many companies, selection is continuous because of fast turnover, resulting in vacancies

that must be filled. Selection is the process of choosing individuals who have the required
qualifications to fill present and expected job openings. Interview is the determining of an
applicants’ qualifications to gauge his or her ability to do the job.

Selection process.

1. Establishing the selection criteria

2. Requesting applicants to complete the application form
3. Screening by listing applicants who seem to meet the set criteria
4. Screening interview to identify more promising applicants
5. Interview by the supervisor/manager or panel interviewers
6. Verifying information provided by the applicant
7. Requesting the applicants to undergo Psychological and Physical examination
8. Informing the applicant that he/she has been chosen for the position applied for

Steps in hiring employees.

1. Determining a need (job analysis)

2. Application search and selection
a) Recruitment
b) Screening and selection
c) Interviews
3. Decision-making process
a) Deciding
b) Notification and employment offer
4. Adaptation to the workplace (orientation)

Types of Employment Tests

 Intelligence test- measure the applicant’s mental capacity
 Proficiency and aptitude tests- tests his/her present skills and potential for learning
other skills
 Personal tests- designed to reveal the applicant’s personal characteristics and ability
to relate with others
 Vocational tests- tests that show the occupation best suited to an applicant

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Types of Job Interviews
 Structured -the interviewer asks the applicant to answer a set of prepared questions.
(Situational, job knowledge, job simulation, and worker requirement questions.
 Unstructured-the interviewer has no interview guide and may ask questions freely
 One-on-one-one interviewer is assigned to applicant
 Panel- several interviewers may conduct the interview (3-5 interviewers take turns in
asking questions.

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 Lesson Trainings and Development
4

Both training and development are essential to achieve success in today’s organizations.
Managers must see to it that their human resources have the necessary knowledge and
expertise; training and development work toward this end by providing continuous learning
activities and opportunities.

Training refers to learning given by organization to its employees that concentrates on short-
term job performance and acquisition or improvement of job-related skills
Development refers to learning given by organizations to its employees that it geared toward
the individual’s acquisition and expansion of his/her skills in preparation for future job
appointments and other responsibilities.

Objectives of Training
Productivity – to make the employee do his job more efficiently
Effectiveness on the present job – to make the employee improve or increase his skills or
knowledge in areas that the training endeavors to develop
Qualification for a better job – to prepare him for another job that is either more difficult or
higher in category so that he can overcome obsolescence
Morale booster – to improve the employee’s attitude

The Training Process

1. Training Needs Analysis – It refers to the process used to determine if training is
necessary; it identifies specific job performance deficiencies and increases productivity
2. Designing the Training Programs/ Training Objectives – After determining training needs,
objectives must be established to meet those needs
3. Validation – Introduce and validate the training before a representative audience
4. Implementation of the Training Program – Completing the training design does not mean
that the work is done because implementation phase requires continual adjusting,
redesigning, and refining.
5. Training Evaluation – This checks whether training has had the desired effect

Types of Training
Employee training and development may be given while the employee is on the job or away
from the job. It may be in any of the following forms:

*Orientation of new employee *Job rotation

*On-the-Job training (OJT) *Apprenticeship training
*Special projects or assignments *Guidance & counselling
*Conferences, lectures, seminars *Supervisory training

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*Travel or observation tours *Study grants
*Internet/intranet (distance learning) *Study abroad

Training Methods
Cognitive methods – dwell on giving theoretical training to the trainees
1. Lecture/ Discussion Approach
2. Demonstrations/ Hands-on Method
3. Computer Based Training
4. Virtual Reality
Behavioral methods – are more of giving practical training to the trainees
1. Games and Simulations
2. Case Studies and Role Playing
3. On-the-Job Training

Performance Evaluation
Performance is measured in terms of result. Performance may be defined then as the
accomplishment of an employee or manager’s assigned duties and outcomes produced on a
specified job function or activity during a specified period.
Performance review/ evaluation refers to a systematic description and review of an
individual’s job performance.

REMEMBER

 Recruitment- a set of activities designed to attract qualified applicants for job position
vacancies in an organization
 Staffing- refers to filling in all organizational job position
 Systems approach to staffing- is the step-by-step way of filling job positions in
organization, considering variables such as numbers and kinds of human resources
needed, open managerial and non-managerial positions, potential successors to open job
positions
 Types of Recruitment are External-outside sources process of locating potential
individuals and Internal- filling job vacancies can be done through promotions,
“recruitment is within the organization”.
 Selection is the process of choosing individuals who have the required qualifications to
fill present and expected job openings.
 Interview is the determining of an applicants’ qualifications in order to gauge his or her
ability to do the job.
 Types of Job Interviews Structured -the interviewer asks the applicant to answer a set of
prepared questions. (Situational, job knowledge, job simulation, and worker requirement

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 questions. Unstructured-the interviewer has no interview guide and may ask questions
freely One-on-one-one interviewer is assigned to applicant and Panel- several
interviewers may conduct the interview (3-5 interviewers take turns in asking questions.
 Training refers to learning given by organization to its employees that concentrates on
short-term job performance and acquisition or improvement of job-related skills
 Development refers to learning given by organizations to its employees that it geared
toward the individual’s acquisition and expansion of his/her skills in preparation for
future job appointments and other responsibilities.

ACTIVITIES

Activity # 1

1. Prepare a RESUME and application letter.

2. Conducting an online/virtual interview

Rubrics (Activity 1)

Student 4 3 2 1 0
Appearance The The student The student The student The
student is is fairly is only is only student
obviously cleaned, somewhat somewhat did not
cleaned, well clean, clean, participate
well groomed, And well And well in trying
groomed, and dressed groomed, groomed, to appear
and in mostly and/or they and/or they profession
dressed in professional dressed in dressed in al for the
professiona clothing mostly mostly interview
l clothing unprofessio unprofessio
nal clothing nal clothing
The student The student
can identify cannot
what went identify
wrong what went
wrong
introduction The The student The students The students The
student introduced introduced Greeted on students
introduced themselves only their refused to
themselves and greeted themselves interviewers participate
very the But not But not
impressive interviewers greeted their introduced
And interviewers themselves

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 greeted
their
interviewer
s
Spoken The The student The student The student The
language student missed one missed two Missed the students
spoke of the of the three of the missed all
clearly, following following following the criteria
confidently spoke spoke spoke or refused
, an at clearly, clearly, clearly, to
appropriate confidently, confidently, confidently, participate
volume, an at an at an at
and with appropriate appropriate appropriate
correct volume, and volume, and volume, and
grammar with correct with correct with correct
grammar grammar grammar
Rubrics

Activity # 2
Directions: Write your answers on a separate sheet of paper.
1. In your opinion, which is a better method of job interview, structured or unstructured?
Explain your choice.
2. If you were a job applicant, which would you prefer, the one-on-one or the panel
interview? Explain your choice.

Rubrics (Activity 2)
Criteria 15 points 10 points 5 points 1 point
Content: Substantial, Sufficiently Limited Superficia
The presence of specific and/or developed content with l and/or
ideas developed illustrative content with inadequate minimal
through facts, content adequate elaboration content
examples, details, demonstrating elaboration and and
opinions, reasons strong explanation explanation
and for development and
explanations sophisticated
ideas

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 POST-TEST

MULTIPLE CHOICE
Direction: Choose the letter of the best answer. Write your answer on the space
provided.

____1. a set of activities designed to attract qualified applicants for job position vacancies in
an organization
a. Training
b. Development
c. Staffing
d. Recruitment

___2. it is the type of recruitment that outside sources process of locating potential individual
a. External recruitment
b. Internal recruitment
c. Staffing
d. Training

___3. a recommendation from the organization’s present employees who usually refer friends
and relatives.
a. Internet recruiting
b. Employee referrals
c. Advertisement
d. Unsolicited applications
___4. is the determining of an applicants’ qualifications in order to gauge his or her ability to
do the job?
a. selection
b. Job
c. Interview
d. Employee

___5. refers to learning given by organization to its employees that concentrates on short-
term job performance and acquisition or improvement of job-related skills
a. Structured
b. Selection
c. Recruitment
d. Training

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____6. to make the employee do his job more efficiently
a. Productivity
b. Development
c. Selection
d. Employee

___7. refers to learning given by organizations to its employees that it geared toward the
individual’s acquisition and expansion of his/her skills in preparation for future job
appointments and other responsibilities.
a. Effectiveness
b. Development
c. Productivity
d. Orientation

___8. is measured in terms of result. Performance may be defined then as the

accomplishment of an employee or manager’s assigned duties and outcomes produced on a
specified job function or activity during a specified period.
a. Orientation
b. Effectiveness
c. Performance
d. Development

___9. to improve the employee’s attitude

a. Validation
b. Training goals
c. Training analysis
d. Morale boosters

___10. It is a measure the applicants’ mental capacity

a. Intelligence test
b. Proficiency test
c. Vocational test
d. Personal test

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 5. D 10. A
4. C 9. D
3. B 8. C
2. A 7. B
1. D 6. A
Post test
5. Job
4. Development
3. Training
2. Recruitment
Answer may vary 1. Selection
Activity 1 & 2 Pretest
Key Answer

REFERENCES

Book: Organization and Management

Textbook for Senior High School
ISBN 978-971-07-3860-1
Copyright 2016 by Vibal group Inc. And Helena Ma. F. Cabrera, Anthony DC. Altajeros,
PhD, and Riaz Benjamin

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For Inquiries and Feedback, please write or call

Schools Division Office I Pangasinan

Alvear St., Lingayen, Pangasinan

Phone No.: (075)-522-2202

Email Address: [email protected]

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