STAFFING Integral part of general management - Staffing is

Nature of Staffing an integral part of the general management. It is very

It is obvious that the management must ensure a much a part of every line manager’s responsibility.
constant availability of sufficient number of efficient Science as well as art - Staffing is a science of
executives in an enterprise for the efficient functioning human engineering. It is an organized body of
of the enterprise. It is a continuous process. knowledge consisting of principles and techniques. It is
The term ‘Staffing’ relates to the recruitment, also an art as it involves skills to deal with people
selection, development, training and compensation of
the managerial personnel. It is the third step next 7 Step Process of Staffing
planning and organizing. 1. Estimating Manpower Requirements/Manpower
Staffing is defined as a managerial function of Planning
filling and keeping filled the positions in the One is an analysis for determining the quantitative
organizational structure. needs of the organization, i.e., how many people will be
Staffing, according to Dyck and Neubert (2012), is needed in the future. It ensures a fair number or
the Human Resource function of identifying, attracting, personnel in each department and at each level. It
hiring, and retaining people with the necessary should neither be too high nor too low leading to
qualifications to fill the responsibilities of current and overstaffing or under-staffing respectively.
future jobs in the organization. The other part is the qualitative analysis to
Basic Nature of Staffing determine what qualities and characteristics are
People-oriented - Staffing deals with efficient required for performing a job. It ensures a proper fit
utilization of human resources in an organization. between the job requirement and the requirement on
Development-oriented - It is concerned with the part of personnel in terms of qualification,
developing potentialities of personnel in the experience and personality orientation.
organization. It develops their personality, interests, and 2. Recruitment and Selection
skills. Recruitment aims at stimulating and attracting job
Pervasive function - Staffing is required in every applicants for positions in the organization.
organization. It is a major sub-system in the total Selection consists of making choice among
management system that can be applied to both profit applicants. the process of selection tries to find out how
making and non-profit making organizations. far a job applicant fulfils those characteristics or traits
Continuous function - Staffing is a continuous and needed to successfully perform the job.
never-ending process. It requires constant alertness and 3. Placement and Orientation
awareness of human relations and their importance in Placement refers to place the right person on the
every operation. right job. Once the job offer has been accepted by the
Human objectives - It develops potentialities of selected candidate, he is placed on his new job.
employees so that they can derive maximum Orientation/Induction is concerned with the
satisfaction from their work. process of introduction or orienting a new employee to
Individuals as well as group-oriented - Staffing is the organization.
concerned with employees both as individuals and as 4. Training Development
group in attaining goals. It establishes proper It is more accurately considered as a process of skill
organizational structure to satisfy individual needs and formation and behavioral change. It is a continuous
group efforts. process of the staffing function. Training is more
Developing cordial working environment - It effectively conducted when the actual content of jobs
develops a cordial environment in the enterprise where for which people are being trained and developed is
each employee contributes his best for the achievement known. Training programs should be devised to impart
of organizational goals. 5. Performance Appraisal
Interdisciplinary nature - Staffing has its roots in It means evaluating a performance employee’s
social sciences. It uses concepts drawn from various current and past performance as against certain
disciplines such as psychology, sociology, anthropology, predetermined standards. This process includes defining
and management.
the job, appraising performance and providing These are applications from individuals who took
feedback. the initiative to apply even though the company did not
6. Promotion and Carrier Planning indicate that they need a new staff.
Managers must encourage employees to grow and Internet Recruiting
realize their full potential. Promotions are an integral p Independent job boards of the web commonly
art of people’s career. They usually mean more pay, used by job seekers and recruiters to gather and
responsibility and job satisfaction. disseminate job opening information. Examples are
7. Compensation jobstreet.com, jobfinderph.com, OnlineJobs PH, and
It refers to all forms of pay or rewards paid to many more.
employees by the employer/firm. It may be in the form Employee Referrals
of direct financial payments (Time based or Are recommendations from the organization’s
Performance based) like salaries and indirect payments present employees who usually refer to friends and
like paid leaves. relatives who they think are qualified for the job.
Educational institutions
These are good sources of young applicants or new
graduates who have formal training but with very little
work experience.
Public and Private Employment Agencies
This may also be good sources of applicants for
different types of job vacancies for they usually offer
free services while private one’s charge fees from both
job applicants and employers soliciting referrals from
them.

Internal Recruitment External recruitment

Advantages Advantages
 Cheaper and  Outside people
quicker to bring in new
recruit. ideas
 People already  A larger pool of
Recruitment and Selection Process familiar with workers from
Recruitment is a set of activities designed to business and which to find the
how it operates. best candidate.
attract qualified applicants for job position vacancies in
 Provides  People have a
an organization.
opportunities for wider range of
External Recruitment method considers outside promotion with experience.
sources in locating potential individuals who might want in the business.
to join the organization and encouraging them to apply Disadvantages Disadvantages
for actual or anticipated job vacancies.  The business  Longer process.
Internal Recruitment is a process of filling job already knows  More expensive
vacancies through promotions or transfers of employees the strengths and process due to
who are already part of the organization. In other weaknesses of advertisements
words, recruitment is within the organization. the candidates. and interviews
Methods of External Recruitment  Limits number of required.
Advertisements potential  The selection
This can be done through websites, newspapers, applicants. process may not
 No new ideas can be effective
trade journals, radio, television, billboards, posters, and
be introduced enough to reveal
emails among others.
from outside. the best
Unsolicited applications
 May cause candidate.
resentment
 amongst characteristics and abilities towards the job that he/she
candidates not is applying for.
appointed. Verifying Information Provided by The Applicant
 Creates another This is done to check if the applicants are not
vacancy which telling false information to the company.
needs to be Requesting The Applicant to Undergo Psychological
filled.
and Physical Examination
This is very important because having a healthy
Selection - is the process of choosing individuals
mind and a healthy body is important for good job
who have the required qualifications to fill the present
performance.
and expected job opening.
Informing The Applicant That He or She Has Been
Chosen for The Position Applied to
Establishing the Selection Criteria
This can be done verbally or in writing by the
This includes the citation of the nature and
managers who give the final decision regarding the
purpose of the job position which has to be filled. This
applicant’s hiring. Final instructions regarding the
may include the skills that the company is looking for in
company’s rules and regulations for hiring an applicant
an employee.
must be given in this step.

COMPENSATION/WAGES AND PERFROMANCE

EVALUATION
Examples:
Compensation/ Wages - All forms of pay given by
Formal Education – i.e. Must be a college graduate.
employers to their employees for the performance of
Experience and Past Performance – i.e. Must have at
their jobs.
least five-year experience in related work.
Performance evaluation - A process undertaken by
the organization, usually done once a year, designed to
Requesting Applicants to Complete the Application
measure employee’s work performance.
Form
Types of Compensation
Application forms must be filled by the applicants
 Direct Compensation- Includes worker's
with the necessary information that the company is
salaries, incentive pay, bonuses, and
asking so that it will be easy for managers to decide
commissions.
whether the applicants meet the minimum
 Indirect Compensation - Include benefits given
requirements or not.
by employers other than financial
Screening by Listing Applicants Who Seem To Meet The
remunerations; for example: travel, educational
Set of Criteria
and health benefits and others
This is the time when the company’s human
 Nonfinancial Compensation - Includes
resource team will assess who among the applicants
recognition programs, being assigned to do
meet the minimum criteria and who will proceed to the
rewarding jobs, or enjoying management
next step. This is to minimize the cost of time spent in
support, ideal work environment, and
interviews with applicants who do not meet the criteria
convenient work hours.
for the job opening.
Connecting compensation to organizational
Screening Interview to Identify More Promising
objectives
Applicants
The daily minimum wage rate differs in relation
This is the time where shortlisted applicants will
to factors such as geographical area and industry or
undergo a formal interview and will be assessed more
sector. The National Wages and Productivity
closely if he/she fits the job.
Commission is the government agency concerned
Interview by The Supervisor/Manager or Panel
with minimum wage determination in the country.
Interviewers
Compensation: A motivation factor to employees
This is when the supervisors/managers will assess
Compensation pay represents a reward that an
if the applicants are well oriented with his/her
employee receives for good performance that
 contributes to the company's success; in relation to Performance Appraisal methods
this, the following must be considered: Some appraisal methods in use today are the following:
• Pay Equity- related to fairness; the Equity • Trait Methods- performance evaluation method
Theory is a motivation theory focusing on designed to find out if the employee possess
employee's response to the pay that they important wok characteristics such as
receive and the feeling that they receive less or conscientiousness, creativity, emotional
more than they deserve. stability, and others
• Expectancy Theory- another theory of • Graphic rating scales- performance appraisal
motivation which predicts that employees are method where each characteristics to be
motivated to work well because of the evaluated is represented by a scale on which
attractiveness of the rewards or benefits that the evaluator or rater indicates the degree to
they may possibly receive from job assignment. which an employee possesses that
Bass for Compensation characteristic
Employees may be compensated on the following • Forced- choice Method- performance
bases: evaluation that requires the rater to choose
• Piecework basis- when pay is computed from two statements purposely designed to
according to the number of units produced. distinguish between positive or negative
• Hourly basis- when pay is computed according performance; for example: works seriously-
to the number of work hours rendered works fast; shows leadership- has initiative.
• Daily basis- when pay is computed according to • Behaviorally anchored rating scale (BARS)- a
the number of work days rendered. behavioral approach to performance appraisal
• Weekly basis- when pay is computed according that includes five to ten vertical scales, one for
to the number of work weeks rendered. each important strategy for doing the job and
• Monthly basis- when pay is computed according numbered according to its importance.
to the number of work months rendered. • Behavior observation scale(BOS)- a behavioral
approach to performance to appraisal that
Purposes of performance evaluation: measures the frequency of observed behavior.
administrative and developmental Why some evaluation programs fail?
Administrative Purposes- these are fulfilled through  inadequate orientation of the evaluates
appraisal / evaluation programs that provide regarding the objectives of the program.
information that may be used as basis for compensation  incomplete cooperation of the evaluates (e.g.
decisions, promotions, transfers, and terminations. proper answering of evaluation questionnaire).
Developmental Purposes- these are fulfilled through  bias exhibited by evaluators.
appraisal/evaluation programs that provide information  inadequate time for answering the
about employees' performance and their strengths and evaluatioforms.
weaknesses that may be used as basis for identifying  ambiguous language used in the evaluation
their training and development needs. questionnaire .
 Administrative Purposes- these are fulfilled  inflated ratings resulting from evaluator's
through appraisal / evaluation programs that avoidance of giving low scores.
provide information that may be used as basis  unhealthy personality of the evaluator.
for compensation decisions, promotions,  evaluator may be influenced by organizational
transfers, and terminations. politics.
 Developmental Purposes- these are fulfilled
through appraisal/evaluation programs that
provide information about employees'
performance and their strengths and EMPLOYEE RELATION
weaknesses that may be used as basis for What is employee relation
identifying their training and development ◦ An organization's most important asset is its
needs. employees, who work together and perform to
 achieve the goals and objectives of the ◦ Organize birthday parties, Christmas parties,
organization. New Year parties etc.
◦ Every individual shares a certain relationship
with his colleagues at the workplace. The EMPLOYEE MOVEMENTS
relationship can be between any one in the Employee Movement – Is A series of actions
organization - between co workers, between an initiated by employee groups toward an end or specific
employee and his superior, between two goal.
members in the management and so on. It is Labor Union - Is a formal union of
important that the employees share a healthy employees/workers that deals with employers,
relationship with each other to deliver their representing workers in their pursuit of justice and
best performances. fairness and in their fight for collective or common
interests.
An organization's most important asset is its Reasons why employees or workers unionize:.
employees, who work together and perform to achieve Financial Needs – complaints regarding wages or
the goals and objectives of the organization Every salaries and benefits given to them by the management
individual shares a certain relationship with his are the usual reasons why employees join labor unions.
colleagues at the workplace. The relationship can be Unfair management practices – perceptions of
between any one in the organization - between co employees regarding unfair or biased managerial
workers, between an employee and his superior, actions are also reasons why they join mass movements.
between two members in the management and so on. It Social and leadership concerns - some join unions
is important that the employees share a healthy for the satisfaction of their need for affiliation with a
relationship with each other to deliver their best group and for the prestige associated with coworkers’
performances. recognition of one’s leadership qualities.
Importance of employee relations
◦ There are several issues on which an individual REWARD SYSTEM
cannot take decisions alone. Rewards - gift, prize or recompense for merit,
◦ Work becomes easy if it is shared among all. service or achievement, which may have a motivating
◦ The organization becomes a happy place to effect on the employee.
work if the employees work together as a Types of Rewards
family.  Monetary reward
◦ Healthy employee relations also discourage  Nonmonetary reward
conflicts and fights among individuals. 
◦ A healthy employee relation reduces the Monetary Reward - rewards which pertain to money,
problem of absenteeism at the work place. finance, or currency.
It is wise to share a warm relation with the fellow pay/salary – financial remuneration given in
workers, because we never know when we need exchange for work performance that will help the
them. organization attain its goals; examples: weekly, monthly,
Improve Employee Relations or hourly pay, piecework compensation, etc.
◦ Involve the team members. benefits – indirect forms of compensation given to
◦ Encourage individuals to share their work with employees/workers for the purpose of improving the
each other. quality of their work and personal lives.
◦ Assign them targets and ask all the team Incentives – it establishes a baseline performance
members to contribute equally. level that employees or groups of employees must
◦ Encourage effective communication among the reach in order to be given such reward or payment.
team members. executive pay – a compensation package for
◦ Written modes of communication must be executives of organizations which consists of five
promoted among the employees for better components: basic salary, bonuses, stock plans,
transparency. benefits, and perquisites.
 stock options – are plans that grant employees the
right to buy a specific number of shares of the
organization’s stock at a guaranteed price during a
selected period of time.
Nonmonetary Reward
rewards which do not pertain to money, finance, or
currency. Refer to intrinsic rewards that are self-granted
and which have positive psychological effect on the
employee who receives them.

award – nonmonetary reward that may be given to

individual employees or groups/teams for meritorious
service or outstanding performance.
praise – a form of nonmonetary, intrinsic reward
given by superiors to their subordinates when they
express oral or verbal appreciation for excellent job
performance.