Lesson 2 The Concept and Nature of Staffing 2

THE CONCEPT AND
NATURE OF STAFFING
Q U A RT E R 2
O R G A N I Z AT I O N A N D M A N A G E M E N T
OBJECTIVES
•Discuss the different organizational design
•Recognize the different training programs and
•Explain the steps in the recruitment and
selection process
Definition and Nature of Staffing
Staffing - according to Dyck and Neubert (202),
is the Human Resource function of identifying,
attracting, hiring and retaining people with
necessary qualifications to fill the
responsibilities of current and future jobs in the
organization.
THE MANAGEMENT AND NON-
MANAGERIAL HUMAN RESOURCES
INVENTORY
Awareness of the management potential within

an organization can be accomplished with the
use of an inventory chart, also called
management succession/replacement chart.
(general organizational chart )
2 COMPONENTS OF STAFFING
•RECRUITMENT - The process of identifying and attracting the people
with the necessary qualifications
•SELECTION - choosing who to hire.

STEPS IN STAFFING
1. The identifying of job vacancies, job requirements as well as work force requirements
2. Checking internal environment of the organization for human resources
3. External recruiting
4. Selecting those with essential qualifications for the job opening
5. placing the selected applicant
6. promoting
7. Evaluating performance
8. Planning of employee’s career
9. Training of human resources
10. Compensating human resources

EXTERNAL AND INTERNAL FORCES
AFFECTING PRESENT AND FUTURE NEEDS
FOR HUMAN RESOURCES.
For example, economic progress in a particular country may bring about

increased needs and wants among people, resulting, in turn, in increased
demand for certain products, followed by the expansion of the company and
its workforce, as well as increase or a decrease in demand for managers and
other human resources.
For example: salary scales offered by a company may not be high enough to
attract personnel who are really qualified for the job. Also, this may
encourage fast managerial and labor turnover.
RECRUITMENT
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 processes the

knowledge and skills needed to be successful in helping their
company achieve their set goals and objectives and the he/she
is suited for the job position and the job design.
Recruitment may either be external or internal

METHODS OF EXTERNAL AND INTERNAL
RECRUITMENT
EXTERNAL RECRUITMENT INCLUDES:
•Advertisement
•Unsolicited applications
•Internet recruiting
•Employee referrals
•Executive search firms (head hunters)
•Educational institutions
•Professional associations
•Labor Unions
•Public and private employment agencies

EXTERNAL RECRUITMENT
ADVANTAGES
1. Advertising and recruiting through the Internet reach a larger number of possible applicants, thus,
increasing the possibility of being able to recruit 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 job openings.
4. Executive search firms usually refer highly qualified applicants from outside sources because they
make an effort to check applicants’ qualifications before recommending them to client firms who pay
for their services.
5. Educational institutions know the capabilities and qualifications of their graduates, hence,
increasing the chances of their ability to refer qualified applicants to potential employers.
EXTERNAL RECRUITMENT
DISADVANTAGES
1. The cost and time required by external recruitment are the typical disadvantages of
suing this recruitment method. Advertising job openings and the orientation and
training of newly hired employees from outside sources, as well as sorting out large
volumes of solicited or unsolicited job applications present challenges in budgeting
time and money.
2. Another disadvantage of external recruitment is the possibility of practicing bias or

entertaining self-serving motives in the referral of friends and relatives by current
employees and in the recommendation of private employment agencies of job
applicants.
INTERNAL RECRUITMENT
ADVANTAGES
1. Less expenses are required for internal recruitment advertising;
newsletters, bulletin boards, and other forms of internal communication may
disseminate information to current employees interested to apply for job
openings within the company.
2. Training and orientation of newly promoted or transferred current

employees are less expensive and do not take too much time since they are
already familiar with company policies.
3. The process of recruitment and selection is faster because the candidate

for transfer or promotion is already part of the organization.
INTERNAL RECRUITMENT
DISADVANTAGES
1. The number of applicants to choose from is limited.
2. Favoritism may influence a manager to recommend a current

employee for promotion to a higher position.
3. It may result in jealousy among other employees who were

not considered for the position. Some may also accuse the
management of bias for choosing an employee who is perceived
to be less qualified for the job opening.
STEPS IN SELECTION
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 applicant to undergo psychological and physical examination
8. Informing the applicant that he or she has been chosen for the position applied for
TYPES OF JOB INTERVIEW
STRUCTURED INTERVIEW
UNSTRUCTURED INTERVIEW
ONE-ON-ONE INTERVIEW
PANEL INTERVIEW
TYPES OF EMPLOYMENT TEST
1. Intelligence test
2. Proficiency and aptitude test
3. Personality test
4. Vocational test

Lesson 2 The Concept and Nature of Staffing 2

Uploaded by

Copyright:

Available Formats

Lesson 2 The Concept and Nature of Staffing 2

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Lesson 2 The Concept and Nature of Staffing 2

Uploaded by

Copyright:

Available Formats

THE CONCEPT AND

Awareness of the management potential within

•RECRUITMENT - The process of identifying and attracting the people

with the necessary qualifications

•SELECTION - choosing who to hire.

2. Checking internal environment of the organization for human resources

4. Selecting those with essential qualifications for the job opening

5. placing the selected applicant

8. Planning of employee’s career

9. Training of human resources

10. Compensating human resources

For example, economic progress in a particular country may bring about

They must see to it that their new recruit processes the

Recruitment may either be external or internal

•Executive search firms (head hunters)

•Public and private employment agencies

2. Another disadvantage of external recruitment is the possibility of practicing bias or

2. Training and orientation of newly promoted or transferred current

3. The process of recruitment and selection is faster because the candidate

2. Favoritism may influence a manager to recommend a current

3. It may result in jealousy among other employees who were

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 applicant to undergo psychological and physical examination

You might also like