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Staffing: Organization's

The document outlines the staffing process, which includes human resource planning, recruitment, and selection, along with methods for forecasting human resource needs. It also discusses communication processes, motivation theories, leadership styles, and management skills necessary for achieving organizational objectives. Key components include various tests for selection, forms of communication, motivation techniques, and different leadership approaches.

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11 views1 page

Staffing: Organization's

The document outlines the staffing process, which includes human resource planning, recruitment, and selection, along with methods for forecasting human resource needs. It also discusses communication processes, motivation theories, leadership styles, and management skills necessary for achieving organizational objectives. Key components include various tests for selection, forms of communication, motivation techniques, and different leadership approaches.

Uploaded by

rey025803
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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Staffing - is undertaken to match people with jobs so that the realization of the organization’s objectives will be facilitated.

The staffing process consists of the following series of steps.


1. Human Resource Planning
- 1. Forecasting - which is an assessment of future human resource needs in relation to the current capabilities of the organization.
- 2. Programming – which means translating the forecasted human resource needs to personnel objectives and goals.
- 3. Evaluation and control – which refers to monitoring human resources action plans
Methods of forecasting.
- 1. Time series methods – which use historical data to develop forecasts of the future.
- 2. Explanatory, or casual models – which are attempts to identify the majora variables that are related to or have caused particular
past conditions and then use current measures of these variables to predict future conditions.
- The three major types of explanatory models are as follows:
- a. Regression models, b. Econometric models, c. Leading indicators
- 3. Monitoring methods – are those that provide early warning signals of significant changes in established patterns and
relationships so that the engineer manager can assess the likely impact and plan responses if required.
2. Recruitment refers to attracting qualified persons to apply for vacant positions in the company so that those who are best suited to serve
the company may be selected.
- a. The organization’s current employees., b. Newspaper advertising., c. Schools., d. Referrals from employees,
e. Recruitment firms. Examples of these companies are the SGV Consulting and John Clements Consultants, Inc., f. Competitors.
3. Selection refers to the act of choosing from those that are available the individuals most likely to succeed
Types of Tests
1. Psychological tests
a. Aptitude test, b. Performance test, c. Personality test, d. Interest test
2. Physical examination
4. Induction and Orientation, 5. Training and Development, 6. Performance Appraisal 7. Employment Decisions, 8. Separation
Communication - process of sharing information through symbols, including words and message
Functions of Communications
1. Information function, 2. Motivation, 3. Control function, 4. Emotive function
The Communication Process
1. Develop an idea, 2. Encode, 3. Transmit, 4. Receive, 5. Decode, 6. Accept, 7. Use
Forms of Communication
a. Verbal Communication, b. Nonverbal Communication
1. Personal Barriers, 2. Physical Barriers, 3. Semantic Barrier
Motivation- refers to the act of “giving employees reasons or incentives to work to achieve organizational objectives”.
Theories of Motivation
1. Maslow’s Needs Hierarchy Theory
Physiological Needs., Security Needs, Social Needs., Esteem Needs., Self-Actualization Needs.
2. Hezberg’s Two-Factor Theory, 3. Expectancy Theory, 4. Goal Setting Theory
Techniques in Motivation
a. Motivation through job design, b. Motivation through rewards, c. Motivation through employee participation
Motivating Through Rewards material and psychological benefits to employees for performing
tasks in the workplace. Rewards may be classified into two categories: a. Extrinsic, b. Intrinsic rewards
LEADING - involves influencing others to engage in the work behaviors necessary to reach organizational goals
Bases of Power
1. Legitimate Power, 2. Reward Power, 3. Coercive Power, 4. Referent Power, 5. Expert Power
Traits of Effective Leaders
1. A high level of personal drive., 2. The desire to lead., 3. Personal integrity., 4. Self-confidence. , 5. Analytical ability or judgement., 6.
Knowledge of the company, industry or technology., 7. Charisma., 8. Creativity.,9. Flexibility.
Leadership Skills
1. Technical Skills., 2. Human Skills., 3. Conceptual Skills
Ways Leaders Uses Power
Leadership styles also very according to how power is used. They are as follows: (1) autocratic; (2) participative, and (3) free-rein.
Contingency Approaches to Leadership Style
an effort to determine through research which managerial
practices and techniques are appropriate in specific situations”.
1. Fiedler’s Contingency Model
2. Hersey and Blanchard Situational Leadership Model
3. Path-Goal Model of Leadership
4. Vroom’s Decision- Making Model
Management Skills
1. Interpersonal Skills, 2. Technical Skills, 3. Conceptual Skills

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