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Staffing: A Managerial Function and Its Process

People or employees are essential for the organization’s operations and processes. And they have been considered as the most significant asset an organization may have. Thus, the importance of a defined work-force system and staffing procedure must be integrated for the realization of the organization’s objectives and growth. Staffing may be defined as the management function that determines human resources needs, recruits, selects, trains and develops human resource for jobs created by an organization.

The Staffing Procedure

The staffing process consists of the following series of steps: 1. Human resource planning

Activities of human resource planning:

a.	Forecasting- this is an assessment of future human resource needs of the organization in relation to its current capabilities

Methods of forecasting: 1.	Time series methods- use historical data to develop forecasts of the future. 2.	Explanatory or casual models- attempts to identify the major variables that are related to or have caused particular past conditions and then use current measures of these variables to predict future conditions. 3.	Monitoring methods- are those that provide early warning signals of significant changes in established patterns and relationships so that the manager can assess the likely impact and plan responses if required.

b.	Programming- this means translating the forecasted human resource needs to personal objectives and goals

c.	Evaluation and control- this refers to monitoring human resource action plans and evaluating their success

2. Recruitment- This refers to attracting qualified persons to apply for vacant positions in the company so that those who are best suited to serve the company may be selected.

Sources of applicants: a.	The organization’s current employees b.	Newspaper advertising c.	Schools d.	Referrals from employees e.	Recruitment firms f.	Competitors

3. Selection- This refers to the act of choosing from that are available the individuals most likely to succeed on the job.

Ways to determining the Qualifications of a Job Candidate a.	Application blanks b.	References c.	Interviews d.	Testing Types of tests: 1.	Psychological Test- this is an objective, standard measure of a sample behavior of the individual. a. Aptitude test-This is used to measure a person’s capacity or potential ability to learn. b. Performance test- This test is used to measure a person’s current knowledge of a subject. c. Personality test- this is used to measure personality traits as dominance, sociability and conformity. d. Interest test – this is a test to measure a person’s interest in various fields of work. 2.	Physical Examination-this is a type of test given to assess the physical health of an applicant.

4. Induction and orientation- In induction, the new employee is provided with the necessary information about the company, his duties, responsibilities, benefits, company history,products and services and the organization structure. In orientation, the new employee is introduced to the immediate working environment and co-workers.

5. Training and development- Training refers to the learning that is provided in order to improve performance on the present job.

Classifications of training programs:

a.	Training programs for non-managers: 1. On-the-job training 2. Vestibule school 3. Apprenticeship program 4. Special courses

b.	Training and educational programs for executives: 1. In-basket 2. Management games 3. Case studies 6.	Performance appraisal- is the measurement of employee performance.

Ways of appraising performance: a.	Rating scale method b.	Essay method c.	Management by objectives method d.	Assessment center method e.	Checklist method f.	Work standards method g.	Ranking method h.	Critical-incident method

7.	Employment decisions-done after evaluating the performance of employees, and may consist of the following: a.	Monetary rewards b.	Promotion c.	Transfer d.	Demotion

8.	Separation- It is either a voluntary or involuntary termination of an employee’s services. a.	Lay-off b.	Discharge c.	Resignation d.	Retirement Several unique procedures may be incorporated and practiced by an organization to fully utilize employees’ potential and ability. And it is not limited to the procedures discussed above. Considerations of internal factors, as well as, external factors, technology innovation,will support the goal of effective staffing function.