STAFFING
The Nature of Staffing
Staffing is a human resource management process which
consists of eight activities necessary for filling in and keeping the
positions in the organization structure filled in with the best and
qualified individuals.
HUMAN
SEPARATION RESOURCE RECRUITMENT
PLANNING
EMPLOYMENT
DECISION STAFFING SELECTION
PROCEDURE
PERFORMANCE
ORIENTATION
APPRAISAL TRAINING AND
DEVELOPMENT
HUMAN RESOURCE PLANNING
• Is a process by which managers hire, in a timely manner, the
right number of people with appropriate qualifications who
could capably help carry out the oraganization plan.
• Information about each employee such a name, education,
training, previous employment, special capabilities,
language spoken, and specialized training are maintained.
RECRUITMENT
Recruitment is the initial
attraction and screening of
a pool of candidates or
human resource prospects
available to fill in a
position.
JOB ANALYSIS
• The determination of the tasks and responsibilities of
the a job position and the characteristics of the
individual that should be hired for the job.
• Includes examining the task and sequences of tasks
necessary to perform the job. It considered the areas
of the knowledge and skills needed from the job.
PROCESS OF JOB ANALYSIS
Defining Objectives
Preparing Job Analysis
Performing Job Analyis
Designing Job Descriptions
and Job Specifications
Controlling Job Descriptions
and Job Specifications
JOB DESCRIPTION
Documentation of tasks and responsibilities specific to a
job position.
JOB SPECIFICATION
A list of the kind of
people for the job.
Job description and specification
includes the following:
1. work activities like teaching, encoding, painting and
selling;
2. human behavior like communicating, writing, and
deciding;
Selection
In the recruitement process, a pool of
applicants are sourced internally and
externally from which an employee will
be hired.These applications are subjected
to the process of selection consisting of
steps in a process that applicants have to
go through in order to be hired.
PROCESS OF SELECTION
PRELIMINARY SCREENING
INTERVIEW
SELECTION TEST
REFERENCE AND BACKGROUND
CHECKS
DIAGNOSTIC INTERVIEW
PHYSICAL EXAMINATION
Preliminary Screening
The application go through the first step where
educational and performance records, as indicated in
the applications, are assessed vis-à-vis the requirement
of the job.
INTERVIEW
-where the recruiter asseses the
applicants personality,skills,and
attitudes.
SELECTION TEST
-Applicants take examinations designed
to test certain abilities required of the
job.
REFERENCE AND BACKGROUND
CHECKS
-Recruiter contacts the applicants’
references as they try to get reports
or information on the applicants
Physical examination
This is the last step in selction process, Physical
examination is another component in the staffing
process. It is conducted after the final decision has been
taken to select an applicant for the job.
After all these steps have been done for all those
initially recruited,the number of candidates would have
been significally reduced until the person most qualified
and available for the position is hired.
TRAINING
• Is subsequently provided to the new life as well as to
those who have been working in the company to
develop various employee skills. It is important in
human resource management activity.
• It is the process of developing skills in employees that
helps them to be effective on their tasks and to
contribute to organizational success.
TYPES OF TRAINING
can be distinguished according to the skills imparted
and the mode of delivery.
PERSONAL SKILL TRAINING
Is anchored on the employee's personal development.
TECHNICAL SKILL TRAINING
Is directed towards the various tasks an employee
performs daily.
DECISION-MAKING TRAINING
Provides employee's away to look at problems, make
decision, create ideas.
HUMAN RELATION TRAINING
Covers skills for managing people such as leadership,
conflict resolution, team building, diversity.
Safety Skill Training
Involves equipping employee's with the knowledge and
skills about safety within the work environment.
Training can also be delivered traditionally.
Here's are some examples:
• Classroom Training
in this type of training, information is transmitted
through lectures.
• On-the -job Training
this is an example of learning by doing. Employees
learn how to do the tasks simply by performing them.
Simulation
Employees participate in role playing and other
experential exercise.
TYPES OF SIMULATION:
FLIGHT SIMULATION
SHIP SIMULATION
DRIVING SIMULATION
AIR TRAFFIC CONTROL SIMULATION
HEALTHCARE SIMULATION
MILITARY SIMULATION
JOB ROTATION
This calls for exposure on different jobs.
PERFORMANCE APPRAISAL
The process of asssesing the contribution of the employee to the
achievement of organizational goals through the measurement
and evaluation of his productive activity.
OBJECTIVES OF PERFORMANCE APPRAISAL
• To maintain records in order to determine compensation
packages, wage structure, salaries raises, etc.
• To identify the strengths and weaknesses of employees to
place right men on right job.
• To maintain and assess the potential present in a person for
further growth and development.
• To provide a feedback to employees regarding their
performance and related status.
• It serves as a basis for influencing working habits of the
employees.
• To review and retain the promotional and other training
programmes.
ADVANTAGES OF PERFORMANCE APPRAISAL
• Promotion
• Compensation
• Employees Development
• Selection Validation
• Communication
• Motivation
Performance Appraisal Tools and
Techniques
• Ranking method
• Forced distribution method
• Critical Insident techniques
• Checklists and Weighted checklist
COMPENSATION AND REWARD SYSTEM
• refers to moentary and non-monetary benefits given to
employees to reward them for the job knowledge, skills,
and abilities they can demonstrate.
• it is designed to boost company performance by
stimulating employees to perform well and to
strengthen employee morale.
COMPENSATION
The total cash and non-cash payments that you give to
an employee in exchange for the work they do for your
business. It is typically one of the biggest expenses for
businesses with employees. Compensation is more than
an employee’s regular paid wages. It also includes many
other types of wages and benefits.
DIFFERENT TYPES OF COMPENSATION
• Base Pay(Wages and salaries)
• Commissions
• Overtime Pay
• Bonuses, Profit Sharing, Merit Pay
• Stock Options
• Travel/Meal/Housing Allowance
• Benefits including: dental, insurance, medical, vacation,
leaves, retirement, taxes
EMPLOYMENT DECISIONS OR EMPLOYEE
MOVEMENTS
This depends on the employee’s response in terms
of decision or movement with regards to his/ her
work.
EMPLOYMENT DECISIONS OR EMPLOYEE
MOVEMENTS CAN INVOLVE THE FOLLOWING:
1.PROMOTION/ REASSIGNMENT
2.TERMINATION
3.RETIREMENT
4.RESIGNATION
EMPLOYEE RELATIONS
• This defines the terms of employment between the
manager and the employee and form the basis of
providing fair and consistent treatment to all
employees and the employees’fulfillment of their
obligations to the organization.
• Managing the relationship of employees with the
organization and with each other.
According to a video created by Gregg
Lindberg, EMPLOYEE RELATIONS INVOLVE
THE FOLLOWING:
• Organizational Culture
• Employee Engagement
• Conflict Resolution
• Workplace Investigations
• Employee Discipline
REWARD SYSTEM
• Refers to programs set up by a company to reward
performance and motivate employees on individual an/or
group levels.
• Rewards systems serve several purposes in organizations.
Effective reward system help an organization to be more
competetive, retain key employees, and reduce turnover.
• Wilson (1995) defines reward system as process within an
organization that encourages, reinforce, or compensate
people for taking a particular set of action. It may be formal
or informal, cash or non cash, immediate or delayed.
