Chapter 5 – Staffing

Organization and Management

( K to 12 Senior High School ABM Specialized Subject)

Prepared by: MR. ARIEL D. CASTILLO

12 ABM – St. Teresa of Avila
As you read and study this chapter, concentrate
on the following learning objectives, and at the
end of the chapter be able to:

1. Discuss the nature of staffing;

2. Explain the steps in the recruitment and selection
process;
3. Recognize the different training programs;
4. Identify the policy guidelines on compensation,
wages, and performance evaluation or appraisal;
5. Discuss the importance of employee relations;
6. Differentiate various employee movements; and
7. Realize the importance of adopting an effective
rewards systems.
Lesson 1: Definition and Nature of Staffing

Staffing, according to Dyck and Neubert (2012), is

the human resource function of identifying,
attracting, hiring, and retaining people with the
necessary qualifications to fill the responsibilities of
current and future jobs in the organization.
• process of recruiting, selecting, and training
men.
• putting the right men on the right jobs.
(2) Two main components of Staffing
1. RECRUITMENT- is the process of
encouraging or influencing applicants to
apply for a certain vacant position.

2. SELECTION- is the process of getting the

most qualified applicant from among
different job seekers.
HIRING - accepting the applicants based on
the standards.
ORIENTATION - giving the bird’s eye view
about the company and duties and
responsibilities.
TRAINING AND DEVELOPMENT - is the
systematic development of the
attitude/knowledge/behavior patterns for
the adequate performance of a given job or
task.
PERFORMANCE APPRAISAL - evaluation of
employees.
Staffing includes the following steps:
1. The identifying of job position vacancies.
2. Checking internal environment of the organization for
human resources.
3. External recruiting.
4. Selecting those with essential qualifications for the jobs
opening.
5. Placing the selected applicant.
6. Promoting
7. Evaluating performance
8. Planning of employee’s career
9. Training of human resources, and
10. Compensating human resources.
Lesson 2: Recruitment

Recruitment - a set of activities designed to

attract qualified applicants for a of position
vacancies in an organization.

External Recruitment – refers to recruitment

from outside sources.
Internal Recruitment – refers to recruitment
done within the organization.
Department of Labor and Employment (DOLE) - is the
national government agency mandated to formulate
policies and implement programs in the field of labor and
employment.

Methods of External Recruitment includes;

1. Advertisements - through websites, newspaper, trade
journal, radio, television, billboards, poster, and e-mails
among others.
2. Unsolicited Application – received by employers from
individuals who may or may not be qualified for the job
openings.
3. Internet Recruiting – independent job board on the Web
commonly used by seekers and recruiters to gather and
disseminate job opening information.
4. Employee Referrals – are recommendations from the organizations
present employees who usually refers friends and relatives who they
think are qualified for the job.
5. Executive Search Firms – also known as head hunters help employers
find the right person for a job. Such firms seek out candidates with
qualifications that match the requirements of the job opening that their
client company hopes to fill.
6. Educational Institutions – good sources of young applicant or new
graduates who have formal training but with very little work experience.
7. Professional Associations – may offer placement services to their
members who seek employment.
8. Labor Unions - possible sources of applicants for blue-collar and
professional jobs.
9. Public and Private Employment Agencies – may also be good sources
of applicant for different types of jobs vacancies for they usually offer free
services while private ones charge fees from both the job applicant and
the employers soliciting referrals from them.
Lesson 3: Selection

Selection - the process of choosing

individuals who have the required
qualifications to fill present and expected job
openings.
Interview - the determining of an applicants
qualifications in order to gauge his or her
ability to do the job.
The Selection Process typically includes the following steps:

1. Establishing the selection criteria.

2. Requesting applicants to complete the application form.
3. Screening by listing applicants who seem to meet the set
criteria.
4. Screening interview to identify more promising applicants.
5. Interviews by the supervisor/manager or panel
interviewers.
6. Verifying information provided by the applicants.
7. Requesting the applicant to undergo psychological and
physical examination.
8. Informing the applicant that he or she has been chosen for
the position applied for.
Types of Job Interviews

Structures Interview - the interviewer asks the applicant

to answer a set of prepared questions – situational, job
knowledge, job simulation, and worker requirements
questions.
Unstructured Interview - the interviewer has no
interview guide and may ask questions freely.
One-on-one Interview - one interviewer is assigned to
interview the applicant.
Panel Interview - several interviewers or a panel
interviewer may conduct the interview of applicant;
three to five interviewers take turns in asking questions.
Types of employment tests

Intelligence Test - designed to measure the applicants

mental capacity; test his or her capacity, speed of
thinking, and ability to see relationship in problematic
situations.
Proficiency and Aptitude Tests - tests his or her present
skills and potential for learning other skills.
Personality Tests - designed to reveal the applicants
personal characteristics and ability to relate with others.
Vocational Tests - tests that show the occupation best
suited to an applicant.
Lesson 4: Training and Development

Both training and development are essential to achieve

success in today’s organizations. In order to have an edge
over their rival organizations, managers must to it that their
human resources have the necessary knowledge and
expertise; training and development work toward this end by
providing continuous learning activities and opportunities.
Training - refers to learning given by organizations to
its employees that concentrates on short-term job
performance and acquisition or improvement of job-
related skills.
Development - refers to learning given by informations to
its employees that is geared towards the individuals
acquisition and expansion of his or her skills in preparation
for future job appointments and other responsibilities.
Implementing the Training Program
Various types of training program implementation
include; on-the-job training, apprenticeship training,
classroom instruction, audio-visual method,
simulation method, and e-learning.
Lesson 5: Compensation / Wages and
Performance Evaluation

Compensation/Wages - all forms of pay given

by employees to their employees for the
performance of their jobs.

Performance Evaluation - a process undertaken

by the organization, usually done once a year,
designed to measure employees work
performance.
Types of Compensation
Direct Compensation - includes workers salaries,
incentives pays, bonuses, and commissions.
Indirect Compensation - includes benefits given
by employees other than financial
remunerations; for example travel. Educational
and health benefits, and others.
Non-Financial Compensation - includes
recognition programs, being assigned to do
rewarding jobs, or enjoying management
support, ideal work environment, and convenient
work hours.
Bases for Compensation
Employees may be compensated based on the
following:
Pieces Basis - when pay is computed according to the
number of units produced.
Hourly Basis - when pay is computed according to the
number of work days rendered.
Daily Basis - when pay is computed according to the
number of work week rendered.
Weekly Basis - when pay is computed according to the
number of work weeks rendered.
Monthly Basis – when pay is computed according to
the number of months rendered.
Lesson 6: Employee Relations

Employee Relations - the connection created among

employees/workers as they do their assigned tasks for
the organization to which they belong.
(3) Three types of Employees
1. Engaged - employees who work with passion and
feel a deep connection with their company.
2. Not Engaged - they put time, but not energy or
passion, into their work.
3. Actively Disengaged - employees who are not only
unhappy at work, but also act out their unhappiness.
 Importance of Employee Relations
1. There are several issues on which an individual cannot
take decisions alone.
2. Work becomes easy if it is shared among all.
3. The organization becomes a happy place to work if the
employees work together as a family. 
4. An individual feels motivated in the company of others
whom he can trust and fall back on whenever needed. 
5. Healthy employee relations also discourage conflicts
and fights among individuals. 
6. It is wise to share a warm relation with your fellow
workers, because you never know when you need
them.   
Lesson 7: Employee Movements

Labor Union - is a formal union of employees/workers

that deals with employees, representing workers in
their pursuit of justice and fairness and in their fight
for their collective or common interests.
Employee Movements - series of actions initiated by
employee groups towards an end or specific goal.
Unionism - the principle of combination for unity of
purpose and action.
Grievance Procedure - is a formal procedure that
authorizes the union to represent its members in
processing a grievance or complaint.
Steps in Union Organizing
Terry Moser, an expert union organizer, was
credited by Snell and Bohlander (2011) for the
following union-organizing steps:
Step 1. Employee/Union Contact
Step 2. Initial Organizational meeting
Step 3. Formation of in-house organizing committee
Step 4. If a sufficient number of employees support
the union movement, the organizer request for a
representation election or certification election.
Step 5. End of Union organizing
Lesson 8: Rewards System

Reward System - gift, prize or recompense for

merit, service or achievement, which may have
a motivating effect on the employee.
(2) Types of Rewards
1. Monetary Rewards - refers to money, finance or
currency reward, includes pay/salary, benefits,
incentives, executive pay and stock options.
2. Non-monetary Rewards - refers to intrinsic
rewards which do not pertain to money or finance,
includes awards and praise.
 Activity 5
Answer the following questions in a yellow pad
paper:
1. What are the interventions done by DOLE to
address unemployment in the Philippines?
2. In your opinion, which is a better method of
job interview, structured or unstructured?
Explain your choice.
3. How important is effective employee
relations in achieving the goals of the
company?