• It is the process of encouraging

applicants to apply for a certain

vacant position.
• It provides the organization
with a pool of qualified job
candidates from which to
choose.
• Step 1 (Job Analysis)
Job Description
Duties and
Responsibilities
Job Specifications
• Step 2 (Requisition of New
Employee)
• Name :
• Position : School Librarian
• Reports To : School library and building principal
• Supervises : Paraprofessional(s) who comprise the
school library staff, and, if applicable,
volunteers and student assistants
• Leader as a leader the school librarian creates an environment where
collaboration and creative problem solving thrive.

• Instructional Partner -as an instructional partner the school librarian

works with teachers and other educators.
• Information Specialist -as information specialist, the school librarian
provides leadership and expertise in the selection, acquisition, evaluation, and
organization of information resources and technologies.
• Teacher -as a teacher, the school librarian empowers students to become
critical thinkers, enthusiastic readers, skillful researchers, and ethical users of
information.
• Program Administrator -as program administrator, the school librarian
works collaboratively with members of the learning community to define the
policies of the school library program, and to guide and direct all activities
related to it.
 Qualifications:

• A master’s degree from a program accredited by the

American Library Association, the appropriate
professional degree for school librarians.

• A highly qualified candidate will also hold appropriate

state certification as a school librarian and have
completed a teacher preparation program and/or
educational degree.
• To inform the personnel
department, department head.
• To establish a valid need for the
new position, indicate that
funding and space are available,
and provide a source
document for posting the
 Sources of Applicants

Internal Recruitment
Sources of
Recruitment
External Recruitment
 SELECTION

• Is the process of getting the

most qualified applicant from
among different job seekers.
 Steps in Selection
• Step one- Reception of Applicants
• Step two- Preliminary Interview
• Step three- Applicant Form
• Step four- Employment Test
• Step Five- Final Selection by Immediate
Supervisor or Department Head
• Step six- Physical and Medical Examination
• Step seven- Hiring
• Step eight-
Orientation/Induction/Indoctrination
Training
 Training
– Is the systematic development of
attitude/knowledge/behavior patterns for
adequate performance of a given job or
task.
Identifying Training Needs
 Training need identification
• is a tool utilized to identify what
educational courses or activities should
be provided to employees to improve
their work productivity.
COMMON TYPES OF TRAINING

• On-the-job Training and Job Rotation

- given by a senior employee or
supervisor. The trainee is shown how to
perform the job and allowed to do it under the
trainer’s supervision.
• Vestibule Training
- procedure and equipment similar to
those used in the actual job are set up in a
special working area called vestibule. The
trainee is then taught ho to perform the job
by skilled person.
• Apprenticeship Training

- it is frequently used to train personnel

in skilled trades.
• Classroom Training
- is conducted off the job and is
probably the most familiar method of
training. This training is an effective means
of quickly getting information to large
groups with limited or no knowledge of the
subject being presented.
• Programming Instruction
- it requires the trainee to read material
on a particular subject and then to answer
questions about the subject.
• Management Development Program
- is systematic process of training and
growth by which individuals gain and apply
knowledge, skills, insights and attitudes to
manage work organizations effectively.
Management Development

Off-the-job methods
On-the-job methods • Lecture/Seminar
•Coaching • Case studies
•Understudy • Role playing
•Job Rotation • In – basket
•Special projects and Technique
Committee assignments • Business
Management
Games
1. On-the-job Management Development
Methods
• Management development takes place on the job.It is
learning by doing in the context of real work
environment.
2. Off-the-job Management development
Methods
• Most management development takes place off the
job. Managers are removed from the stresses and
demands of the workplace.They can focus on
learning experience.
Coaching
 Understudy Assignments
Advantages
• The understudy managers gain valuable knowledge and
experience.
• They become important source for filling up vacants posts in
future.

Disadvantages
• The trainee may be unable to make major decisions
• The chances for errors are high
 Job Rotation
Advantages
• Managers can broaden their experience and become familiar
with variety of jobs
• Specialists managers can be developed as generalists
• Boredom and monotony in jobs are reduced
• Managers evaluation is facilitated
Disadvantages
o Rotated managers have little knowledge when shifted to new
tasks. Productivity may suffer.
o Costs of rotation may be high
 Lectures
Advantages
• Lectures can cover large group of audience
simultaneously at low cost.
• Large amount of information can be covered in short
time.
Disadvantages
• Lectures lack active involvement of learners
• There is no feedback from learners
Case Studies
In-Basket Technique
• Experience – learn on their own
• Special Projects and Committee
Assignments - require employee to learn
about a specific subject.
• Role Playing- trainees are required to act
out assigned roles in a realistic situation.
• University and Professional Association
Seminars
Human
Asset
Accounting
 Human Asset (or human resources)
Accounting

Attempts to place a value on an organization’s

human asset.

Evaluates costs incurred by organizations in

recruiting, hiring, training and developing their
human assets.
Methods in Finding the Value
of Human Resources

• Start up costs
• Replacement cost
• Present-value-method
• Goodwill method
 MOVEMENTS
OF PERSONNEL
• Transfer

– the term transfer refers to the shifting of an

employee from one position to another
without increasing his duties, responsibilities,
or pay.
• Promotion
- The term promotion refers to the
shifting of an employee to a new position
to which both his status and
responsibilities are increased.
• Separation
 Lay –off is temporary and involuntary
 A discharge is a permanent separation of an
employee
 Resignation is the voluntary and permanent
separation of an employee due to low morale,
salary etc.
 Retirement can either be voluntary or
involuntary.
THANK YOU!!!