ORGANIZATIONAL MANAGEMENT\

Staffing
As you read and study this chapter, concentrate on the following objectives, and at the end of the chapter be
able to:
1. discuss the nature of staffing;
2. explain the steps in the recruitment and selection process;
3. recognize the different training programs;
4. identify the policy guidelines on compensation and wages and performance evaluation or appraisal;
5. discuss the importance of employee relations;
6. differentiate various employee movements; and
7.Realize the importance of adopting an effective rewards system.

Definition and Nature of Staffing

Staffing, according to Dyck and Neubert (2012), is the Human Resource function of identifying, attracting, hiring,
and retaining people with the necessary qualifications to fill the responsiblities of current and future jobs in the
organization
Recruitment
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 positions
Systems approach to staffing – is the step-by-step way of filling job positions in organizations, considering
variables such as numbers and kinds of human resources needed, open managerial and nonmanagerial
positions, potential successors to open job positions, etc.

Methods of External and Internal Recruitment

External recruitment methods include:

Advertisements – through websites, newspapers, trade journals, radio, television, billboards, posters, and e-
mails among others
Unsolicited applications – received by employers from individuals who may or may not be qualified for the job
openings.
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 who they think are qualified for the job.
Executive search firms – also known as “head hunters;” help employers find the right person for a job. Such
firms seek out candidates with qualifications that match the requirements of the job openings that their client
company hopes to fill.

Educational institutions – good sources of young applicants or new graduates who have formal training but with
very little work experience.For technical and managerial positions, schools may refer some of their alumni who
may have the necessary qualifications needed for the said job positions.
Professional associations – may offer placement services to their members who seek employment. Employers
may make use of the listings that they publish in their journals regarding members who are available for possible
recruitment or hiring.
Labor unions – possible sources of applicants for blue-collar and professional jobs.
Public and private employment agencies – may also be good sources of applicants for different types of job
vacancies for they usually offer free services while private ones charge fees from both the job applicant and the
employers soliciting referrals from them.

External Recruitment Advantages

1. Advertising and recruiting through the Internet reach a large 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

External Recruitment Disadvantages

1. The cost and time required by external recruitment are the typical disadvantages of using 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 tertaining 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 con-
sidered 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
6
Exercise
1. Devise an advertisement for a
job opening in a first-class, fine
dining restaurant. Be ready to
present it in class.

2. Browse through the classified ads

section of a leading newspaper.
Choose an advertisement for a job
opening that has caught your
attention. Cut and paste it on a
piece of bond paper. Give an
estimate of its cost and do a simple
cost-benefit analysis. Again, be
ready for class presentation.