Concept of Staffing and Recruiting and HR

Concept of Staffing

1. CONCEPTCONCEPT
OFOF
STAFFINGSTAFFING

2. It is an operation of recruiting the
employees by evaluating their skills,
knowledge and then offering them specific
job roles.
Is the filling up of all organizational job
positions and,
keeping these positions filled with the
persons who are most qualified to do the
job.
STAFFINGSTAFFING

3. RECRUITMENT
SELECTION
TWO MAINTWO MAIN
COMPONENTSCOMPONENTS
OF STAFFINGOF STAFFING

4. RECRUITMENTRECRUITMENT
0101
0202
the process of finding people to work for a
company or become a new member of an
organization
the process of identifying and attracting the
people with necessary qualifications

5. Recruitment may
either external or
internal.

6. External recruitment - refers to
recruitment from outside sources
Internal recruitment - refers to
recruitment done within the
organization

7. SELECTIONSELECTION
0101
0202
the act of choosing someone
choosing who to hire

8. Job
Interview

9. TYPES OF JOB INTERVIEWSTYPES OF JOB INTERVIEWS
Structured interview
Unstructured interview
One-on-one interview
Panel interview

10. Structured interview
the interviewer asks the
applicant to answer a set
prepared questions

11. Unstructured interview
the interviewer has no
interview guide and may
ask questions freely

12. One-on-one interview
one interviewer is
assigned to interview
the applicant

13. Panel interview
several interviewers or a panel
interviewer may conduct the
interview of applicants; three to
five interviewers take turns in
asking questions.

14. FUNCTIONSFUNCTIONS
OFOF
STAFFINGSTAFFING

15. 1. To obtain qualified
personnel for different jobs
position in the organization
2. The right person is
recruited for the right jobs
that leads to maximum
productivity and higher
performance.
3. It helps in promoting
the optimum utilization of
human resource through
various aspects.
4. Job satisfaction and
morale of the workers
increases through the
recruitment of the right
person.
5. Staffing helps to ensure
better utilization of human
resources.
6. It ensures the
continuity and growth of
the organization.

16. ACTIVITIES OR PROCESSESACTIVITIES OR PROCESSES
INVOLVED IN STAFFINGINVOLVED IN STAFFING
Training
Development
Promotion
Transfer

17. NATURE OFNATURE OF
STAFFINGSTAFFING

18. 1. People centered - staffing is people centered and is
relevant in all types of organizations. It is concerned
with all categories of personnel from top to bottom of
the organization.
EXAMPLE:
Professionals (eg.-Chartered Accountant, Company
Secretary)
Managerial and Non Managerial personal
Blue collar workers (i.e.,those working on the
machines and engage in loading,unloading
etch.)and white collar workers (e.i.,clerical
employees)
NATURE OF STAFFINGNATURE OF STAFFING

19. 2. Responsibility of every manager -
Every manager is continuously
engaged in performing the staffing
function. He is actively associated
with recruitment, selection, training
and appraisal of his subordinates.
NATURE OF STAFFINGNATURE OF STAFFING

20. 3. Human skills - staffing function is
concerned with the training and
development of human resources.
Every manager should use human
relations skill in providing guidance
and training to the subordinates.
NATURE OF STAFFINGNATURE OF STAFFING

21. 4. Continuous function - staffing
function is to be performed
continuously. It is equally important
in the established organizations and
the new organizations.
NATURE OF STAFFINGNATURE OF STAFFING

22. STAFFINGSTAFFING
STEPSSTEPS
INCLUDE:INCLUDE:

23. 1.) the identifying of job
position vacancies,job
requirements, as well as work
force requirements;
2.) checking internal
environment of the
organization for human
resources;
3.)external recruiting;
5.)placing the selected
applicant;
6.)promoting;
7.)evaluating performance;
4.)selecting those with
essential qualifications for
the job opening;
8.)planning of employees's
career;
9.)training of human
resources; and
10.)compensating human
resources

24. HUMANHUMAN
RESOURCERESOURCE
PLANNINGPLANNING

25. Is the process of analyzing the
organization's staffing needs and
identifying actions to fill those
needs.
HR planning's goal is to make sure
that the most qualified people are
always in place when needed by the
company.
HUMAN RESOURCEHUMAN RESOURCE
PLANNINGPLANNING

26. FOUNDATIONSFOUNDATIONS
OF HROF HR
PLANNINGPLANNING

27. Job Analysis - It studies what is done
in a job.
1.
Job Description - details the duties
and responsibilities of a job
holder,consisting of the following:
job title,job code , department
boss/supervisor,job summary,and
duties / responsibilities
2.

28. 3.Job Specifications - list the
qualifications required of a job
holder.

29. Examples of Job Specifications:
Specialized knowledge/skills: General
knowledge of policies and practices
involved in Human Resource Management
Education/Experience:BSBA major in
Human Resource Management or any 4
year business degree at least 2-3 years
experience in analysis, design,and
administration of benefits

30. Examples of Job Specifications:
Work Environment: Fast-paced
general office environment
Physical Requirement: physically fit
for 8-hour per day regular office
work,5 days per week

31. HR FUNCTIONS:HR FUNCTIONS:
recruitment 1.
selection 2.
HR planning3.
Employee training and development 4.
career development 5.
performance management 6.
compensation7.
Safety and health 8.
labor relation9.

32. A. Identify what nature of staffing is discussed/described in each
situation.
1. Every manager is continuously engaged in performing the staffing
function.
2. Staffing function is to be performed continuously.
3. Every manager should use human relations skill in providing
guidance and training to the subordinates.
4. It is concerned with all categories of personnel from top to
bottom of the organization.

33. B. Identify the statement below whether it is a Job Description or Job
Specifications. Write JD for Job Description, and JS for Job
Specifications.
1. Specialized knowledge/skills: General knowledge of policies and
practices involved in Human Resource Management
2. Work Environment: Fast-paced general office environment
3. Job Title: Benefits Supervision
4. Education/Experience: BSBA major in Human Resources Management or
any 4 year business degree at least 2-3 years experience in analysis,
design, ani administration of benefits
5.JobCode:11-1438

34. 1. It studies what is done in a job.
a. HR planning
b. Job Analysis
c. Job Description
d. Job Specifications
2. It is the process of identifying and attracting the people with
necessary
qualifications.
a. Job Specifications
b. Job Analysis
c. selection
d. recruitment

35. 3. This refers to the filling up of all organizational job positions and keeping
these positions filled with the persons who are most qualified to do the job.
a. selection
b. recruitment
c. staffing
d. managing
4. Below are HR functions that must be considered when preparing job analysis,
job description and job specifications EXCEPT
a. career development
b. performance management
c. compensation
d. controlling

36. 5. Below are foundations of HR Planning EXCEPT
a. Job Analysis
b. Selection
c. Job Specifications
d. Job Description
6. This refers to the process of analyzing the organization's staffing
needs and identifying actions to fill those needs.
a. HR Planning
b. Analysis
c. Selection
d. Job Specifications

37. 7. of the following is a job specification?
a. Job Title: Benefits Supervision
b. Job Code: 11-1438
c. Work Environment: Fast-paced general office environment
d. recruiting
8. It's the list of the qualifications required of a job holder.
a. Job Analysis
b. Job Description
c. Job Specifications
d. Selection

38. 9. It refers to the details of the duties and
responsibilities of a job holder.
a. Job Analysis
b. Job Description
c. Job Specifications
d. Selection

39. 10. This covers the goal of human resource planning
a. To ensure the company's income.
b. To build strong relationship between employer and
employees.
c. To strengthen community relationship.
d . To make sure that the most qualified people are
always in place when needed by the company.

40. 11. It is type of an interview where the
interviewer has no interview guide and
may ask questions freely.
a. Unstructured interview
b. One-on-one Interview
c. Panel interview
d. Structured interview

41. 12. The interviewer asks the applicant to
answer a set prepared questions.
a. Unstructured Interview
b. One-on-one Interview
c. Panel interview
d. Structured Interview

42. Thank you