STAFFING

• NATURE OF STAFFING• STAFFING AS A MANAGEMENT

FUNCTION• IMPORTANCE OF STAFFING

DEFINITION OF STAFFING

KINDS OF STAFFINGSTAFFING PROCESS

- Is a process through which capable employees are

recruited, selected, properly trained, effectively

developed, rightfully rewarded and their joint efforts are

harmoniously.

- Is a managerial function that takes people with

necessary skills into the organization and develops

them into precious organizational resource.

DEFINITION

NATURE OF STAFFING

1. It is a significant function of management

2. It is an important part of management process

3. It is continuous activity function of management

4. It is concerned with human resources of an

organization

5. It is separate from physical factors, because it is

complicated and sensitive function

6. It deals with the maximum utilization of human

resources like direction, coordination and control.

STAFFING AS MANAGEMENT FUNCTION

- Committed to acquiring, training, appraising, and compensating employees.

1. All managers are human resource managers.

2. Employees are more important assets than buildings or equipment; good employees give a company the competitive edge.

3. Human resource management is a matching process therefore; it must match the needs of the organization with the needs of the employee.

3 PRINCIPLES TO BE UNDERSTOOD BY ALL MANAGERS

IMPORTANCE OF STAFFING

1.Filling the organizational positions

2.Making possible discovery of able staff for challenges

3.Guaranteeing utmost productivity

4.Developing personnel for shouldering greater responsibilities

5. Meeting upcoming requirements of talented people

6. Satisfying job owing to correct placement

7. Utilizing of human resources most favorably

8. Supplying information concerning transfer, promotion, recruitment, death, demotions, ic.

9. Retaining professionalism among personnel

KINDS OF STAFFING

1.SHORT- TERM STAFFING

2.LONG- TERM STAFFING

3.SUCCESSION STAFFING

4.STRATEGIC STAFFING

SHORT- TERM STAFFING

- Centers on the urgent needs of the company

LONG- TERM STAFFING- Engages taking a practical

approach to company’s staffing needs- Covers at least one year

SUCCESSION PLANNING

- ALLOWS YOU TO COMPLETELY COMPREHEND THE DUTIES AND RESPONSIBILITIES OF YOUR MANAGEMENT STAFF SO YOU CAN TRAIN INSIDE CANDIDATE TO BE READY TO STEP INTO PROMOTION RIGHT AWAY SHOULD MANAGEMENT TURNOVER TAKES PLACE.STRATEGIC- STAFFING

- INVOLVES A COMBINATION OF SHORT- TERM, LONG- TERM AND SUCCESSION PLANNING

WHY IS STRATEGIC STAFFING PLANS ARE IMPORTANT?

1. Competitive Advantage

2. Executive Development

3. Legal Consideration

4. Cost Efficiency

STAFFING PROCESS

1. MANPOWER PLANNING •1. MANPOWER PLANNING

2. RECRUITMENT •2. RECRUITMENT

3. SELECTION•3. SELECTION

4. PLACEMENT•4. PLACEMENT

5. TRAINING & DEVELOPMEN

T •5. TRAINING & DEVELOPMENT

6. REMUNERATIO

N •6. REMUNERATION

7. PERFORMANCE APPRAISAL •7. PERFORMANCE APPRAISAL

8. PROMOTION AND

TRANSFER •8. PROMOTION & TRANSFER

MANPOWER PLANNING

- First step in staffing

- Manpower planning which is also called as human resource planning consists of putting right number of people, right kind of people at the right place, right time, doing the right things for which they are suited for the achievement of goals of the organization.

STEPS IN MANPOWER PLANNING

1. Analyzing the current manpower inventory

A. Type Of Organization

B. Number Of Departments

C. Number And Quantity Of Such Departments

D. Employees In These Work Units

2. MAKING FUTURE MANPOWER FORECASTS

A. Expert Forecasts

B. Trend Analysis

C. Work Loud Analysis

D. Work Force Analysis

E. Other Methods

STEPS IN MANPOWER PLANNING

STEPS IN MANPOWER PLANNING

3. DEVELOPING EMPLOYMENT PROGRAMS

4. DESIGN TRAINING PROGRAMS

IMPORTANCE OF MANPOWER PLANNING

1. Key To Managerial Function

2. Efficient Utilization

3. Motivation

4. Better Human Relations

5. Higher Productivity

NEEDS OF MANPOWER PLANNING:

ADVANTAGES:

1. Shortages & surpluses can be identified so that speedy action can be taken wherever required2. All the recruitment & selection programs are based on manpower planning 3. It also helps to reduce the labor cost as excess staff can be identified & thereby overstaffing can be avoided

NEEDS OF MANPOWER PLANNING:

ADVANTAGES:

4. It is also helps to identify the available talents in a firm & accordingly training, programs can be drawn out to develop those talents

5. It facilitates in growth & diversification of business. Through manpower planning, human resources can be readily available & they can be utilized in the best manner.

2. RECRUITMENT

- Is the process of attracting the appropriate number of qualified individuals to apply for vacant positions in an organization.

TYPES OF RECRUITMENTS1. Internal recruitment

- Is a recruitment which takes place within the concern or organization. Internal sources of recruitment are readily available to an organization.

A. Transfers B. Promotions C. Re-employment Of Ex-employees

TYPES OF RECRUITMENTS2. External recruitment

- External sources of recruitment have to be solicited from outside the organization. But it involves lot of time and money.

A. Employment At Factory Level B. Advertisement C. Employment Exchanges D. Employment Agencies E. Educational Institutions F. Recommendations G. Labor Contractors

SELECTION

- Refers to the process of choosing from candidates those who will become employees of the organization.

SELECTION PROCESS- Includes Activities Such As:

Development Of Selection CriteriaAdvertisingShort- ListingApplication Forms Submission Testing Interviewing Reference Check Making The Final Selection Decision Submission Of Medical Requirements

SELECTION PROCESSDEVELOPING SELECTION CRITERIA

Republic of the Philippines

CIVIL SERVICE COMMISSION XII

Field Office for South Cotabato

Koronadal City

BULLETIN OF VACANT POSITIONS IN THE GOVERNMENT

Issue No. 003

Date: MAY 18, 2015

  GOV'T     ITEM PLACE OF        

AGENCY SECTOR POSITION SG NUMBER ASSIGMENT EDUCATION EXPERIENCE TRAINING ELIGIBILITY

LGU-Tboli South Cotabato Local Gov't Unit

ENVIRONMENTAL MANAGEMENT

SPECIALIST IISG-15  

OFFICE OF THE MUNICIPAL

ENVIRONMENT AND NATURAL

RESOURCES AND NATURAL

RESOURCES

BACHELOR'S DEGREE RELEVANT TO THE JOB

1-YEAR OF RELEVANT EXPERIENCE

4 HOURS OF RELEVANT TRAINING

CAREER SERVICE PROFESSIONAL OR SECOND LEVEL ELIGIBILITY

PREPARED BY: NOTED:

   HRMO II Head of Agency

Municipal Mayor

CERTIFICATION

THIS IS TO CERTIFY THAT THIS POSTING OF VACANT POSITION IS POSTED IN THREE CONSPICUOS PLACES: NAMELY: MUNICIPAL HALL, PUBLIC PLAZA AND MARKET FROM MAY 18-JUNE 2, 2015.

 HRMO II

SELECTION PROCESSSHORT- LISTING

VITAL QUALIFICATIONSADVANTEGEOUS QUALIFICATIONS

LOOK FOR MORE INFORMATION

BE RELIABLE ON DOCUMENTSDECISIONS MADE & THE REASON FOR THEM

SELECTION PROCESSAPPLICATION FORMS

Language & experience is significant

Do not include any invasive or immaterial questions

Guarantee strict confidentiality

SELECTION PROCESSTESTING

Test match the essential requirements of the job

Check the tests are up-to-date

Check for any bias or indirect discrimination

SELECTION PROCESSINTERVIEWINGPermit applicants to display what they can offer to the organizationConfirm if there is a need for any specific arrangementsHave questions prepared in advanceEnsure consistency & fairness in questioningFocus on the real needs of the jobThe selection committee is entitled to ask applicants whether they can fulfill the requirements of the jobIt is proper to ask people with disabilities whether they require any adjustments to perform the jobAllow the interviewee time to make their pointDon’t make assumptions about a person’s abilityDo not ask invasive and irrelevant questions

SELECTION PROCESSREFERENCE CHECKSHelp guarantee that suitable candidate is hiredClarify, verify and add data to what has been learned in the interviewNever reveal information received from the previous employer to the candidate

Best source of information on any candidate is the former employer

On- the- job performance is the most useful predictor of future success

SELECTION PROCESSMAKING DECISIONS

Time to appraise all information gatheredGrade applicants Evaluate all information

Record decisions prepared & reasons for themIf requested, offer constructive comments to unsuccessful applicants

SELECTION PROCESSMEDICAL

EXAMINATIONS

Have employees medically examined

ORIENTATION & PLACEMENT

ORIENTATION & PLACEMENTORIENTATION

- PROCESS OF RECEIVING AND WELCOMING AN EMPLOYEE WHEN HE FIRST JOINS THE COMPANY

1. BRIEF HISTORY & OPERATIONS OF THE COMPANY2. THE COMPANY’S ORGANIZATION STRUCTURE3. POLICIES & PROCEDURES OF THE COMPANY4. PRODUCTS & SERVICES OF THE COMPANY5. LOCATION OF DEPARTMENT & EMPLOYEE FACILITIES6. SAFETY MEASURES7. GRIEVANCES PROCEDURES8. BENEFITS & SERVICES OF EMPLOYEE9. STANDING ORDERS & DISCIPLINARY PROCEDURES10. OPPORTUNITIES FOR TRAINING, PROMOTIONS, TRANSFERS, ETC.11. SUGGESTION SCHEMES12. RULES & REGULATIONS

INFORMATION GIVEN DURING AN ORIENTATION

SIGNIFICANCE OF PLACEMENT

1. IT ENHANCES EMPLOYEE MORALE2. IT HELPS IN EMPLOYEE TURNOVER REDUCTION3. IT AIDS IN LESSENING ABSENTEEISM4. IT FACILITATES IN ACCIDENT RATES REDUCTION5. IT AVOIDS MISFIT BETWEEN THE CANDIDATE AND THE JOB6. IT ASSISTS THE CANDIDATE TO WORK BASED ON THE PRESET OBJECTIVES OF THE ORGANIZATION

TRAINING & DEVELOPMENT

TRAINING & DEVELOPMENTTHE PRINCIPAL OBJECTIVE:

Make sure the availability of a skilled and willing workforce to an organization

4 Other Objectives1. Individual Objectives2. Organizational Objectives3. Functional Objectives4. Societal Objectives

THE NEED FOR TRAINING & DEVELOPMENT

CHANGE

DEVELOPMENT

DIFFERENT TYPES OF TRAINING & DEVELOPMENT TECHNIQUES

1. ON- THE- JOB TRAINING AND LECTURES

2. PROGRAMMED INSTRUCTION (PI)3. COMPUTER- ASSITED INSTRUCTION

(CAD)4. AUDIOVISUAL TECHNIQUES5. SIMULATIONS6. BUSINESS GAMES

REMUNERATION

REMUNERATION- IS THE OVERALL COMPENSATION THAT AN EMPLOYEE RECEIVES IN EXCHANGE FOR THE SERVICES HE PERFORMED FOR THE EMPLOYER.

TWO TYPES OF EMPLOYEE REMUNERATION

1. TIME RATE METHOD

2. PIECE RATE METHOD

REMUNERATION PACKAGES

Employee benefits or fringe benefits Deferred payment (for example pension

system) Relate to time (paid holidays, sick pay) Relate to payment in kind (subsidized meals or

transport) or items such as company cars which may be provided as a reward and sign of status in the organizational hierarchy rather than as tools for the performance of the job

PERFORMANCE APPRAISAL

- Is a review and discussion of an employee’s performance of assigned duties and

responsibilities

WAYS IN PERFORMANCE APPRAISAL

The supervisors measures the pay of employees and compare it with targets and plans

The supervisor analysis the factors behind work performance of employees

The employers are in position to guide the employees for a better performance

OBJECTIVES OF PERFORMANCE APPRAISAL

To keep records to decide on compensation packages, wages structure, salaries raises, etc.

To identify the strengths and weaknesses of employees in order to place right men on right job

To assess the potentials present in a person for further growth and development

OBJECTIVES OF PERFORMANCE APPRAISAL

To offer a feedback to employees about their performance and related status

To serve as a basis for persuading working habits of the employees.

To appraise and preserve the promotional and other training programs

ADVANTAGE OF PERFORMANCE APPRAISAL

Promotion Compensation Employee Development Selection Validation Communication Motivation

PROMOTION & TRANSFERPromotion

- Is the appointment of a member to another position within the same department or elsewhere in the organization, involving duties and responsibilities of a more demanding and is recognized by a higher pay grade and salary.

TRANSFER- Is the appointment of a member to

another position within the same department or elsewhere in the organization, involving duties and responsibilities of a similar nature and having a comparable pay grade and salary. In some situations, the transfer may be at a lesser pay grade or salary.

LATERAL TRANSFER- Is a move to a position with

the same or similar job title in the same pay grade

SENIORITY VS. MERIT PROMOTIONSSENIORITY

Is an employee’s length of service in a position, job grouping, or farm operationMERIT

Refers to “worth” or “excellence”

1. Promotion By Seniority2. Promotion By Merit

SENIORITY VS. MERIT IN LAYOFFS

LAYOFFS- Are usually considered

terminations based on lack of work or capital, rather than poor employee performance

- Are often temporary

PROMOTION FROM WITHIN OR OUTSIDE HIRE

Promotion from inside, supports employees to look at the organization as one offering them career growth

Promoting within may also mean missing the privilege of filling positions with well- qualified personnel

THANKYOU!