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STAFFING

Staffing is an important human resource activity that involves finding, selecting, and hiring qualified individuals for roles within an organization. This helps ensure talent acquisition, optimal use of resources, and higher employee performance. Key staffing activities include manpower planning to assess current and future needs, recruitment to attract candidates, and selection to assess and choose the best candidates through tools like interviews and background checks. Human resource planning determines organizational human resource needs through forecasting, programming goals, and evaluating plans. Sources of job applications include current employees, advertising, schools, referrals, recruitment firms, and competitors. The selection process aims to make the right hiring decision to avoid costs of a wrong decision. Candidate qualifications are determined through tools like application forms, references

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22 views3 pages

STAFFING

Staffing is an important human resource activity that involves finding, selecting, and hiring qualified individuals for roles within an organization. This helps ensure talent acquisition, optimal use of resources, and higher employee performance. Key staffing activities include manpower planning to assess current and future needs, recruitment to attract candidates, and selection to assess and choose the best candidates through tools like interviews and background checks. Human resource planning determines organizational human resource needs through forecasting, programming goals, and evaluating plans. Sources of job applications include current employees, advertising, schools, referrals, recruitment firms, and competitors. The selection process aims to make the right hiring decision to avoid costs of a wrong decision. Candidate qualifications are determined through tools like application forms, references

Uploaded by

shotsfiredsxiii
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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1. Why is staffing an important activity?

Talent Acquisition: Staffing involves finding, selecting, and hiring the right
individuals for specific roles within an organization.
Optimizing Resources: Effective staffing ensures that the available human resources
are utilized efficiently.
Employee Performance: A well-staffed organization can lead to higher employee
morale and productivity.
2. What activities are undertaken in staffing?
Manpower Planning: Assessing current and future staffing needs based on
organizational goals and objectives. This involves forecasting the number of employees
needed, the skills required, and the timeline for recruitment.
Recruitment: Actively seeking and attracting qualified candidates for open positions
through various channels such as job postings, career fairs, online platforms, and recruitment
agencies.
Selection: Assessing and choosing the best candidates from the pool of applicants.
This often involves interviews, assessments, background checks, and reference verification to
ensure candidates fit both the job requirements and the organizational culture.

3. What is the purpose of human resource planning?


4. How may human resource needs be determined?

Activities
1.Forecasting – assessment of future human resource needs
2.Programming – translating the forecasted h.r.n to personnel objectives and goals
3.Evaluation and Control – monitoring h.r action plans and evaluating their
success
Methods
1.Time Series Methods – use historical data to develop the forecasts of future
2.Explanatory or causal models – attempts to identify the major variables during
past conditions and use the current measures to predict future conditions
3. Monitoring Methods – provide early warning signals of significant changes so
that the manager can asses the impact and plan responses if required.

5. What are the possible sources of applications for vacant positions in the firm?

1. Organizations current employees 4. Referrals


2. Newspaper and advertising 5. Recruitment Firms
3. Schools 6. Competitors

6. What is the implication of the cost of the “wrong decision” in the selection process?
7. How may one determine the qualifications of a job candidate?

1. Application blanks – provides information about a person’s characteristics such as


age, marital status, address, experience and special interest. After reading it , the
evaluator will base on this whether to or not to proceed further in evaluating the
applicant
2. References – their statements may provide some vital application of the applicant
3. Interviews – by asking a series of relevant questions to the job candidate
4. Testing – involves an evaluation of future behavior or performance of an individual

8. How may the types of tests be described?

1. Psychological tests – objective standard measure of a sample behavior


a.) Aptitude test- capacity or potential ability to learn
b.) Performance test – knowledge of a subject
c.) Personality test – traits
d.) Interest test- persons interest in various field of work
2. Physical Examination – test to assess physical health of an applicant. It is to assure
that the health of the applicant is adequate to meet the job requirements

9. In induction, what are activities undertaken?

In induction, the new employee is provided with the necessary information about
the company.
 His duties, responsibilities and benefits relayed to him.
 Personnel and health forms are filled up, and passes are issued.
 The company history, its products and services and the organization
structure are explained.

In orientation, the new employee


 Introduced to working environment and co-workers
 The following are discussed: location, rules, equipment, procedures and
training plans
 Performance expectations are also discussed
 Socialization process by pairing him with an experienced employee and
having one-on-one discussion with the manager

10. How may the two general types of training be described?

Training for Non managers


1. On the job training
2. Vestibule School – placed in a situation almost exactly as the workplace
3. Apprenticeship Program
Training for Managers
1. In-basket – provided with notes, messages, telephone calls, letters and reports
Expected to handle the situation within the period of 1 or 2 hours
2. Management games – trainees are faced with a simulated situation and are
required to make an ongoing series of decisions
3. Case Studies –
Peformance Appraisal – measurement of employee performance
1. Rating Scale Method 5. Checklist method
2. Essay Method 6. Work standards method
3. Management by objectives method 7. Ranking method
4. Assessment center method 8. Critical incident method
Employment Decisions
1. Monetary Rewards
2. Promotion
3. Transfer
4. Demotion
Separation
Voluntary
Involuntary separation or termination

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