CAPITOL UNIVERSITY

Cagayan de Oro City

SENIOR HIGH SCHOOL

LESSON PACKET

SUBJECT: Organization and Management MODULE 10

Essential Topics: Learning Objectives:
 Staffing in the Organization  Explain the nature of staffing and the staffing process;
 Discuss human resource planning and job analysis;
 Explain the steps in recruitment, selection, and placement process;
 Discuss employee training and development and its impact on the company.

 The Nature of Staffing

Staffing is now recognised as a separate management function. The reason of separating the staffing from organizing is to give proper emphasis
to the actual manning of organizational roles. It takes the greater role of modern management. Management has rapid advancement of technology,
increasing size of organizations and complex behaviour of human beings. Management needs importance in the staffing pattern.

Staffing is that process of management which is concerned with obtaining utilizing and maintaining a satisfactory and satisfied workforce.
Its purpose is to be established and maintain sound personnel relations at all levels in the organization so as to effective use by personnel to attain the
objectives of the organization and to provide personal and social satisfaction which personnel want. Staffing consists of wide range of a interrelated
activities.

According to Koontz and O’Donnell, “The managerial function of staffing involves manning the organizational structure through proper and
effective selection, appraisal and development of personnel to fill the roles designed into the structure.”

 Guidelines for Staffing

1. Staffing ensures that all positions in the organization are occupied by right persons who are competent and willing to discharge their
responsibilities duly.

2. The planning of an organization must be based on the typical nature and needs of the enterprise. Job analysis offers information about the job
contents, job duties and personal qualities for the job.

3. Scientific selection, training, compensation and appraisal are based upon the information given by job analysis. Planned staffing function
assures better employee qualities and employee performance.

4. Manpower inventory and forecasts are obtained on the basis of corporate objectives and manpower analysis. It gives realistic picture for new
additions through recruitment and selection.

5. Open competition in selection and placement assures employment of most competent and qualified staff in the organization.

6. Scientific training and development of all employees will build up adequate and fully competent staff to give the best productivity with
minimum control.

 Features of Staffing

1. Staffing is a universal function. It is the responsibility of every manager. In large organizations there exists generally a personnel department.
But this department only advises and helps the line managers in performing the staffing function.

2. Every manager is continuously engaged in performing the staffing function to ensure successful functioning of his department and to develop
his successors.

3. Staffing is a dynamic function. It is a never ending process. Management of human resources is a delicate task requiring sustained or regular
efforts. With changes in the size and environment of the organization, changes take place in personnel.

4. Staffing cannot be entrusted fully to personnel department of any other service department. Its scope is very wide.

5. The basic purpose of staffing is the accomplishment of organizational goals through team spirit and optimum contribution from every
employee.

 Elements of Staffing

I. Procurement:
Employment of proper number and kind of personnel is the first function of staffing. This involves:

1. Human Resource Planning

Human Resource Planning (HRP) identifies people with the right skills and assigns them corresponding tasks in the company. HRP is a critical
component in determining the organization’s manpower complement or the number of people that are currently employed in the organization.
2. Recruitment

Recruitment is the process of attracting qualified applicants to occupy vacant positions in the company. This consists of various activities that
entice and influence qualified applicants to work with the company. To ensure the success of recruitment, management must know the goals of the
organization and the reasons for hiring people. Next, the company should think of prioritizing jobs depending on the kind of job performance needed for
the vacant positions.

There are two types of applicants to job positions in the company:

a. Internal applicants are company employees who are considered for promotion to higher positions.
b. External applicants are individuals who are recruited by the company or directly apply to join the company.

3. Selection

Selection process starts when applicants who qualify after preliminary screening are scheduled for the preliminary interview and psychological
testing conducted by the Human Resource Department (HRD). The usual types of psychological tests given to the applicants are the following:

a. Mental Ability test or Intelligence (IQ) Test - This is a test of general knowledge that consisits of questions on linguistic and numerical abilities
and abstract reasoning.

b. Aptitude Test - This measures specific abilities and the applicant’s inclination to succeed in a particular field like engineering, encoding, and sales.
Examples include clerical tests, mechanical tests, sales tests, and dexterity tests.

c. Personality Test - This is a measure of aspects of behavior such as cooperation, initiative, dependability, responsibility, and sociability.

4. Placement

The last part of the hiring process is placement. When a candidate accepts the job offer, the next step is the submission of pre-employment
requirements and has to undergo medical examination. After the submission of requirements and the results of the medical exam, the candidate is
officially hired and signs the employment contract.

II. Training and Development:

After placing the individuals on various jobs. It is necessary to train them so that they can perform their jobs efficiently. Training and
development refer to two distinct processes in employee development. The company helps the employees improve their skills through training. It is an
organized activity that increases and enhances employees’ knowledge and skills on their job to improve their current performance. Development is the
enhancement of the competencies of employees by giving them opportunities for greater responsibilities as well as challenging tasks that will help them
achieve their total growth.

III. Compensation:

Compensating personnel means determining adequate and proper remuneration of personnel for their contributions to the organizational goal. It
is any tangible equivalent or reward for services rendered or for the performance of a task performed in the organization. They are classified in the
following ways:

a. Direct compensation is monetary in nature and given in the form of salaries, wages, commissions, bonuses, and allowances.

b. Indirect compensation is given in the form of services and non-monetary benefits such as hospitalization, summer outings, vacation leaves, and
sportsfests.

IV. Maintenance:

Maintenance involves provision of such facilities and services that are required to maintain the physical and mental health of employees from
pre-employment to post-employment. It includes health, safety, and comfort of employees. Various welfare services may consist of provision of
restrooms, counseling, group insurances, recreation club, education of children of employees etc.

Organization and Management by Cynthia A. Zarate