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Engineering Management - Selection Process and Staffing

This document discusses several topics related to staffing procedures in organizations: 1. It outlines the typical staffing process, including human resource planning, recruitment, selection, orientation, training, performance evaluation, employment decisions, and separation. This ensures personnel are aligned with organizational goals. 2. It states that communication in organizations can provide critical information for decision making, motivate employees, facilitate control, and create a healthy work environment. 3. It gives an example from the construction industry where an engineer communicated changes to painting plans through his secretary and the foreman to ensure workers followed the client's new requests. Effective communication ensured the project proceeded as intended.

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Jesimie Orias
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58 views3 pages

Engineering Management - Selection Process and Staffing

This document discusses several topics related to staffing procedures in organizations: 1. It outlines the typical staffing process, including human resource planning, recruitment, selection, orientation, training, performance evaluation, employment decisions, and separation. This ensures personnel are aligned with organizational goals. 2. It states that communication in organizations can provide critical information for decision making, motivate employees, facilitate control, and create a healthy work environment. 3. It gives an example from the construction industry where an engineer communicated changes to painting plans through his secretary and the foreman to ensure workers followed the client's new requests. Effective communication ensured the project proceeded as intended.

Uploaded by

Jesimie Orias
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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NORTH EASTERN MINDANAO STATE UNIVERSITY

BS CIVIL ENGINEERING
ENGINEERING MANAGEMENT
MIDTERM EXAM

1. What is the implication of the cost of the “wrong decision” in the


selection process?
The implication of the cost of the wrong decision can have negative
effects in an organization. Hiring the wrong individuals has a detrimental
impact on everyday business and productivity, not simply money. Bad hiring
selections may harm business in a variety of ways. During this downtime,
time, money, and energy are lost, as well as the expense of further recruiting
and training. A vacant job harms a firm in a variety of ways, including lost
productivity, the annoyance of constant retraining, and the inability to move
forward with corporate projects. The morale and productivity of good
employees might also be harmed by a poor hiring in recruiting and selection
processes.
In the face of continually making bad decisions, good employees may
lose faith in their management team. If they can't teach or inspire the terrible
recruit, or if they were engaged in the hiring process, managers may lose faith
in their own talents as well. Managers and small business owners must also
cope with the employee's termination as well as remorse and stress.
2. How is the staffing procedure be done?
First step is for the human resource planning, which includes the
systematic deployment of human resources at various levels. This is also the
stage where the forecasting, programming and evaluation and control is
involved to ensure that the personnel will be aligned by the organization’s
objectives and goals.
Second step is recruitment. After planning the human resource and
identifying the different positions, the organization can now start recruiting
qualified person to apply for vacant positions. The organization can source out
applicants by posting advertisements, flyers, referrals or by promoting and
hiring the current or past employees of the company.
Next is selection – the process where those who are best suited to
serve an organization may be selected. It includes the process of choosing
from those who are applicants and are available that will most likely succeed
on the job. This step maybe simple or complex and is at risk of the cost wrong
decision. The process might take as long like as few days or as short as a few
hours.
After carefully selecting the persons suited for the job, the next step is
for them to undergone induction and orientation. This is where new
employees are filled in with the necessary information about the organization
as well as the duties, responsibilities and benefits applicable. The new
employees are also set to be introduced to the working environment, co-
workers, rules, equipment and training plans.
Then training and development is subjected. As the employee is still
new, skills are first attested to be lacking. Thus, training is provided for the
employee to learn and improve his performance.
To measure the employee’s performance, performance appraisal is
made. It aims to influence, determine merit increases, determine additional
training and development needs and asses potential promotion for
outstanding workers.
Employment decisions is done after the evaluation. The employee
can either receive monetary awards, be promoted, be transferred, or be
demoted - if performance-wise no improvement and the employee only cause
more damage to an organization.
The final step of staffing is separation. This is when an employee
either voluntarily or involuntarily decide to terminate his/her contract.
3. For what purposes may communication be used in the organization?
The most important role or purpose of communication is to provide
information that is critical for the decision making at various levels inside an
organization. It can also be used as for motivation functions, where each of
the workers or employees can play their part to help motivate everyone inside
the organization to be committed and productive in line with the organizations’
objectives. Communication is also vital in facilitating control in an
organization. It realizes reports, policies, plans, roles, duties, authorities and
responsibilities in a clear way. It can also serve an emotive function, wherein
the employees of an organization can have a choice to tell their feelings to a
representative or a coworker to reduce the aftermaths of stress and anxiety
which can greatly affect the performance and productivity of the person
concerned. To sum it up, the purpose of communication is to create bridges,
connect people and make a healthy environment inside an organization.
4. Cite a concrete example in construction setting where the message flow
be delivered.
After taking in different ideas and inspirations, with the presence of the
building designer as well, the client decided that he did not want deep color -
originally planned, to be painted to the walls outside but wants it to be painted
inside on the second floor instead. He called the engineer manager and told
him that he changes his plans. Unfortunately, the engineer was not on site
and has an important errand outside the town. Knowing that the painting
session for the building was about to start that day, he called his personal
secretary and specifically told him to meet the foreman on site and tell him
about the changes asked by the clients. The secretary arrived onsite in time
and talked to the foreman about what the engineer had told him, the foreman
then halted the workers for a while and instructed them the new plan. The
workers learned the new plan and went with that. Thus, everything went
according to the requests made by the client.

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