STAFFING
STAFFING
Is define as filling and keeping filled,
positions created in the
organization structure.
This is done by identifying
workforce requirements,
inventorying, selecting, placing,
promoting, appraising or developing
job holders or candidates so that
they can be able to accomplish
their tasks effectively.
 1. Personnel Policy- Policy is a guide to
action. It provides basis for
organizational activities. In respect of
human resource management all issues
relating to staffing must be reflected in
STAFFING
the personnel policy of the
DUTIES: organization. Once the policy
framework has been provided, there
should be no deviation from it. It has
to be followed religiously.
2. Recruitment- recruitment is
announcing to the general public the
existence of vacancies in an organization
from suitably qualified candidates. Once
the applications are received and short
listed, that is the end of recruitment.
Short listing applications means picking
the ones that the organization thinks have
the prospect of being employed.
BASES FOR RECRUITMENT

Job description- involves a

written report which is based
Job analysis- means the
on job analysis. This is the
breaking down of the main
basic activity that needs to be
content of a job.
performed by whosoever is
going to occupy that position.
3. Job Classification- involves
the grouping together of
several positions into a
single class and then assign
common salary rates and
benefits to all of them.
4. Job specification- as the
name implies, is to specify
what type of personnel can
reasonably perform the task
that has been analyzed and
described.
SELECTION
Interview/ Selection- the essence of
interviewing candidates is to verify what
they claim to possess in their application
letter or application form are true.
There is always a panel consisting of
panel members of interviewers. While
going for an interview the candidates
should bring the original copy of their
credentials.
PLACEMENT
• Candidates assessed to meet the
recruitments for the job are selected
and placed on the job they have
applied for. As much as possible, the
right candidate should be picked so
that placement will not be a problem.
For example, you can not place an
engineer to do the work of an
accountant or vice versa.
TRAINING AND DEVELOPMENT
• There may be a need for training, not
only for the new employees but also
for existing job holders.
• Training is supposed to make up for
any deficiency in skills.
• For a new employee, training is
designed to make him familiar with his
new work environment; this is
orientation.
DIFFERENT TYPES OF TRAINING
On the job training- where an employee is put through a specific
assignment by an older employee.

Off the job training- where the employee leaves the

organization to undergo the training.

Apprenticeship training- this is where the person learns some

technical skills within a defined period of time.

Technical training- here, the trainee learns theoretical

knowledge and practical skills necessary to perform the job.
5. Supervisory training- is necessary for human relations skills apart from technical
training.

6. Executive training- this is important for mangers being prepared for top level
management job. Human skill, design skill and conceptual skill are emphasized.

7. Simulated training- this is a type of training that makes use of models made exactly
like real life objects or environment. The essence is to minimize making mistakes that
they can be very fatal not only for the equipment and machines but also lives.
PERFORMANCE APPRAISAL
• Appraisal is a process of review of employees,
department heads, other senior employees
on the individual staff competencies,
performance and professional needs.
• This is a system of measuring workers output
or productivity or efficiency either
quantitatively or qualitatively.
• Through this techniques, the activities of
workers are monitored and measured with
the aim of according reward or some form of
motivation.
DEVELOPMENT
• A successful Human Resources Development
program prepares the individual to undertake
a higher level of work.
• Human Resources Development is the
framework that focuses on the organizations’
competencies at the first stage, training, and
then developing the employee, through
education, to satisfy organization’s long-term
need and the individual’s career goals and
employee value to the present and future
employers.
EMPLOYEE MOVEMENT-PROMOTION
AND TRANSFER
• Promotion- generally, means the shifting of
an employee to a new position in which his
status, salaries and responsibilities are
increased. This is Vertical Promotion.
• Horizontal Promotion- here, an employee
gets more salary without necessary being
shifted up to a new position, length of
service, performance, personal qualities,
qualifications among others should be
considered when carrying out promotion
exercise.
REMUNERATION/SALARIES AND
WAGES ADMINISTRATION
• Adequate salaries and wages should be
given as a part of remuneration
package to the employees due to
sentiments and emotions commonly
attached to salaries and wages.
• Consequently, trade union members
are involved in working out what
should be a living wage for the
employees.
STAFF WELFARE
• This is ensured by maintaining all safety
regulations and factory rules as well as office
rules.
• Safety is also ensured by retaining the
services of a medical doctor for quick
attention to the sick.
• There is also a need for social welfare which
involves providing recreational facilities, meal
subsidy among others.
REWARD SYSTEM
Having the right people in the right job at the right time is only one part of
management’s responsibility to develop and maintain effective personnel policies.

Each organization must make several interrelated decisions concerning the

relative magnitude of its wages and salaries(as compared with those in another
organizations)and the relative rates for different jobs within the organization.
The cost of employee compensation is not limited exclusively to wages and
salaries. Another source is “fringe benefits”.
ASSIGNMENT

• Take a national newspaper, preferably Daily Inquirer or Manila

Bulletin. Look for the advertisements for existing vacancies from at
least two organizations. Identify job titles , positions, job
descriptions, salaries if available. Put it on a short bond paper.
• Look and bring a sample of a resume and two pieces A4 Bond
paper.