CONCEPT AND NATURE

OF STAFFING
MODULE 2
What I Know

1. What is the terminology for the management

function that determines human resource needs,
recruits, selects, and trains to match people for job
created by an organization?
A. Selection
B. Organizing
C. Staffing
D. Controlling
What I Know

2. What is the characteristic of staffing that includes

policies connected with the employees?

A. Internal and External

B. Essential at managers level
C. Separate managerial function
D. Social responsibility
What I Know

3. Which of the following policies is NOT included in

internal environment of the enterprise that affects the
performance of staffing?

A. Demotion
B. Transfer
C. Geographic
D. Promotion
What I Know

4. What factor in staffing design pattern that

determines the location of the business units?

A. Financial
B. Geographic
C. Organization site
D. Skills type
What I Know

5. This is one of the important sub-functions of staffing

functions in management. What is this?

A. Recruitment
B. Selection
C. Training and development
D. On-the-job training
What is It

DEFINITION OF STAFFING?
 Is a management function that determines human resource needs,
recruits, selects, and trains to match people for job created by an
organization.

 Staffing is the function of human relationship in the organizational

structure with competent staff.

 Staffing is in that part of the management function which is

concerned with people at work and with their relationship within the
organization.
What is It

FUNCTIONS OF STAFFING

1. The first and foremost function of staffing is to

obtain qualified personnel for different job
position in the organization.

2. In staffing, the right person is recruited for the

right jobs; therefore, it leads to maximum productivity
and higher performance.
What is It

FUNCTIONS OF STAFFING

3. It helps in promoting the optimum utilization of

human resource through various aspects.

4. Job satisfaction and morale of the workers increases

through the recruitment of the right person.
What is It

FUNCTIONS OF STAFFING

5. Staffing helps to ensure better utilization of human

resources.

6. It ensures the continuity and growth of the

organization, through development of managers.
What is It

CHARACTERISTICS OF STAFFING

1. Related to Human Beings:

The first important characteristic of staffing is its

relationship with human beings. It means that unlike
planning and organising it is not mere paperwork but
involves the appointment of competent persons on
various posts.
What is It

CHARACTERISTICS OF STAFFING
2. Separate Managerial Function:
The second important characteristic of staffing is that
it is a separate managerial
function. Separate managerial function means that far
from being a major part of
some function, it is in itself a major function.
What is It

CHARACTERISTICS OF STAFFING
3. Essential at All Managerial Levels:
Staffing is essential at all managerial levels. The Board
of Directors performs the function of staffing by
appointing General Manager. The General Manager
does so by appointing departmental managers, while
the departmental managers perform this function by
appointing their subordinates.
What is It

CHARACTERISTICS OF STAFFING
4. Related to Social Responsibility:

Staffing deals with human beings and man is a social

animal. Since it is connected with human beings, the
social responsibility of this function is born.
What is It

CHARACTERISTICS OF STAFFING
5. Effect of Internal and External Environment:

The performance of staffing is affected by the internal

and external environment of the enterprise. The
internal environment of the enterprise includes
policies connected with the employees — like the
promotion policy, demotion policy, transfer policy, etc.
What is It

CATEGORIES OF PERSONNEL OF THE

ORGANIZATION
• Blue collar workers (i.e., those working on the machines and
engaged in loading, unloading, or hard manual labor.) and white-
collar workers are those who are typically performed in an office
environment (clerical employees).

• Managerial and Non-Managerial personnel.

• Professionals (eg.- Chartered Accountant, Company Secretary).

What is It

factors that are followed in every

organization to
design a staffing pattern:

(1) Size of the Organization.

The quantum of human resources of organisation is
determined by the size of the organisation.
What is It

factors that are followed in every

organization to
design a staffing pattern:

(2) Size of the Organization.

The type of skills needed by the organiZation also
influences the staffing pattern. Normally, there types
of skills are identified in workers – (a) Skilled workers
(b) Semiskilled workers and (c) Unskilled workers.
What is It

factors that are followed in every

organization to
design a staffing pattern:

(3) Employee’s Number.

The total number of employees required in an

organization also determines the staffing pattern.
What is It

factors that are followed in every

organization to
design a staffing pattern:

(4) Clients and Customers.

Consumer behavior towards the organization also
determines the staffing. If the clientele is more, the
activity of the organization will be high and requires
more personnel.
What is It

factors that are followed in every

organization to
design a staffing pattern:

(5) Financial Posture.

The financial constraints may come in the way of
recruiting the required staff; On the other hand, sound
financial position may have way of availing required
staff.
What is It

factors that are followed in every

organization to
design a staffing pattern:

(6) Geographic Location.

Business units close to business centers may operate
with less staff and distant units may have to work with
more staff..
What is It

IMPORTANCE OF STAFFING

1. Identifies Competent Personnel.

Staffing identifies the requirement of workforce to fill
in the positions in the organizational structure and
selects right people for the right job. It ensures that
people with adequate competencies are employed.
What is It

IMPORTANCE OF STAFFING

2. Improved Performance.
By deploying right people on the right job helps
business enterprises to use physical resources in the
most optimum manner leading to higher productivity,
better efficiency and improved performance.
What is It

IMPORTANCE OF STAFFING

3. Continuous Survival and Growth.

Proper training and employee development

programmes updates managers with the changes in
business environment.
What is It

IMPORTANCE OF STAFFING

4. Optimum Utilisation of the Human Resources.

Staffing identifies the workforce requirements and
plans appointment of people accordingly. This ensures
that there are adequate personnel available to avoid
under- utilisation or disruption of work due to under-
staffing.
What is It

IMPORTANCE OF STAFFING

5. Provides Job Satisfaction and Builds Morale.

Staffing provides opportunities for growth through
internal promotions, appreciates and rewards the
contribution through continuous appraisals. This
keeps the workforce satisfied and in high morale.
What is It

THE STAFFING PROCEDURE

1. Manpower Planning.
Manpower planning can be regarded as the
quantitative and qualitative measurement of labor
force required in an enterprise.
What is It

Human Resource Planning involves the

following activities:
1. FORCASTING
o is an assessment of future human resource needs of the
organization in relation to its current activity.
2. PROGRAMMING
o means translating the forecasted human resource needs to
personnel objectives and goals
3.EVALUATION AND CONTROL
o refers to monitoring human resource action plans and evaluating
their success.
What is It

THE STAFFING PROCEDURE

2. Recruitment
When the different positions had been identified as
necessary and the decision to fill them with persons
had been made, the next logical step is recruitment.
What is It

SOURCES OF APPLICANTS

The Organization’s Current Employees - Some of the

organization’s current employees may be qualified to
occupy positions higher than the ones they are
occupying. They should be considered..
What is It

SOURCES OF APPLICANTS

Newspaper advertising –
There are at least three major daily newspapers
distributed throughout the Philippines. Readership
appears to be highest during Sundays.
What is It

SOURCES OF APPLICANTS

Schools –
These are places where potential employees may be
asked to apply. Representatives of companies may
interview applicants inside campuses. Job fairs
organized by the placement offices of universities in
cooperation with some companies have become
common.
What is It

SOURCES OF APPLICANTS

Referrals from Employees –

Current employees sometimes recommend relatives
and friend who may be qualified.
What is It

SOURCES OF APPLICANTS

Recruitment Firms
These are companies organized specifically to assist
client firms in recruiting qualified persons.
Advertisements of recruitment firms are regular
features of the advertising sections of major
newspapers. Most of them specialize in recruiting
applicants for executive positions.
What is It

SOURCES OF APPLICANTS

Competitors –
These are useful sources of qualified but underutilized
personnel. The recruiting firm has the advantage of
hiring personnel who may have been previously
trained by competitors.
What is It

THE STAFFING PROCEDURE

3. Selection
Refers to the act of choosing from those that are
available the individuals most likely to succeed on the
job.
A requisite for effective selection is the preparation
of a list indicating an adequate pool of candidates is
available.
What is It

WAYS TO DETERMINE QUALIFIED

CANDIDATES: (SELECTION)

APPLICATION BLANKS
The application blank provides information about a
person’s characteristics such as age, marital status,
address, educational background, experience and
special interests.
What is It

WAYS TO DETERMINE QUALIFIED

CANDIDATES(SELECTION)

REFERENCES
Those written by previous employers, co-workers,
teachers, club officers etc., about a person are called
references. Such statements may provide some vital
information on the character of the applicant.
What is It

WAYS TO DETERMINE QUALIFIED

CANDIDATES (SELECTION)

INTERVIEWS
Information may be gathered in an interview by asking
a series of relevant questions to the job candidate.
What is It

WAYS TO DETERMINE QUALIFIED

CANDIDATES(SELECTION)

INTERVIEWS
Information may be gathered in an interview by asking
a series of relevant questions to the job candidate.
What is It

WAYS TO DETERMINE QUALIFIED

CANDIDATES(SELECTION)

TESTING
This involves an evaluation of the future behavior or
performance of an individual.
What is It

THE STAFFING PROCEDURE

4. TRAINING AND DEVELOPMENT

After the selection of people for various jobs, the next
function of staffing is to arrange for their training and
development.
What is It

THE STAFFING PROCEDURE

5. PLACEMENT AND ORIENTATION.

Placement refers to place the right person on the right
job. Once the job offer has been accepted by the
selected candidate, he is placed on his new job.
What is It

THE STAFFING PROCEDURE

6. PERFORMANCE APPRAISAL.
Performance appraisal is one of the important sub-
functions of staffing function in management. Human
behavior is a complex phenomenon because no one
can anticipate accurately what exactly a man is going
to do. It is the measurement of employee
performance.
What is It

THE STAFFING PROCEDURE

6. Performance Appraisal. (PURPOSE)

a. To influence, in a positive manner, employee
performance and development;
b. To determine merit pay increase;
c. To plan for future performance goals;
d. To determine training and development needs; and
e. To assess the promotion potential of employees
What is It

WAYS IN APPRAISING PERFORMANCE

Rating Scale Method

each trait or characteristic to be rated is represented
by a line on which the rater indicates the degree to
which the individual possesses the trait or
characteristic.
What is It

WAYS IN APPRAISING PERFORMANCE

Essay Method
the evaluator in this method composes statements
that best describe the person evaluated.
What is It

WAYS IN APPRAISING PERFORMANCE

Management by objectives Method

specific goals are set collaboratively for the
organization as a whole, for various subunits, and for
each individual member. Individuals are evaluated on
the basis of how well they have achieved the
objectives.
What is It

WAYS IN APPRAISING PERFORMANCE

Assessment Center Method

one is evaluated by persons other than the immediate
superior. This method is used in evaluating managers.
What is It

WAYS IN APPRAISING PERFORMANCE

Checklist Method
the evaluator checks statement on a list that are
deemed to characterize an employee’s behavior or
performance..
What is It

WAYS IN APPRAISING PERFORMANCE

Work Standards Method

are set of realistic worker output and later on used in
evaluating the performance of non-managerial
employees.
What is It

WAYS IN APPRAISING PERFORMANCE

Ranking Method
each evaluator arranges employee’s names in rank
order from the best to the poorest.
What is It

WAYS IN APPRAISING PERFORMANCE

Critical-incident Method
The evaluator recalls and writes down specific (but
critical) incidents that indicate the employee’s
performance. A critical incident refers to the specific
instance of inferior or superior performance of the
employee.
What is It

THE STAFFING PROCEDURE

7. Employment Decisions.
After evaluating the performance of employees
(managerial or otherwise) the management will now
be ready to make employment decisions.
What is It

THE STAFFING PROCEDURE

7. Employment Decisions.
After evaluating the performance of employees
(managerial or otherwise) the management will now
be ready to make employment decisions.
What is It

THE STAFFING PROCEDURE

7. Employment Decisions CONSISTS OF:

a. Monetary Rewards – are given to employees whose performance
is at par or above standard requirements.
b. Promotion – refers to the movement by a person into position of
higher pay and greater responsibilities and which is given as a
reward for competence and ambition.
c. Transfer – is the movement of a person to a different job at the
same or similar level of responsibility in the organization.
What is It

THE STAFFING PROCEDURE

7. Employment Decisions CONSISTS OF:

d. Demotion – is a movement from one person to another which
has less pay or responsibility attached to it. Demotion is used as a
form of punishment or as a temporary measure to keep an
employee until he is offered a higher position.
What is It

THE STAFFING PROCEDURE

8. Employee Separation.
Employee separation is a sensitive issue for any
organization.Usually, an employee leaves the
organization after several years of service.
What is It

THE STAFFING PROCEDURE

8. Employee Separation.
Thus, the permanent separation of employees from an
organization requires discretion, empathy and a great deal of
planning. An employee may be separated as consequence of
resignation, removal, death, permanent incapacity, discharge or
retirement. The employee may also be separated due to the
expiration of an employment contract or as part of downsizing
of the workforce.
ASSSESSMENT

1. What is the next function of staffing

after the selection of people for
various jobs?
A. Training and development
B. Selection
C. Separation
D. Recruitment
ASSSESSMENT

2. What procedure in staffing is

regarded as the qualitative and
quantitative measurement of labor
force required in an enterprise?
A. Manpower Planning
B. Training and development
C. Separation
D. Selection
ASSSESSMENT

3. What category of personnel is

engaging in working on the machines
and in loading, unloading, or hard
manual labor?
A. White collar workers
B. Managerial position
C. Blue Collar workers
D. Professionals
ASSSESSMENT

4. What is the terminology in 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?

A. Selection
B. Recruitment
C. Manpower planning
D. Appraisal
ASSSESSMENT

5. What type of employment separation wherein

workers decided to quit job for professional and
personal reasons?

A. Selection
B. Recruitment
C. Manpower planning
D. Performance Appraisal
What is It

WAYS IN APPRAISING PERFORMANCE

Checklist Method – the evaluator
checks statement on a list that are
deemed to
characterize an employee’s behavior
or performance.