Functions of Management_Staffing_OrgMANG

Staffing

1. Functions of Management: Staffing Mr. Michael C. Pagaduan, LPT Organization and Management Subject Teacher

2. Can you tell me a little about yourself?

3. What are your biggest strengths?

4. What are your biggest weaknesses?

5. Why should we hire you?

6. Where do you see yourself in five years

7. Tell me about a challenge or conflict you've faced at work/school, and how you dealt with it.

8. Where do you see yourself in five years?

9. What's your dream job?

10. What do you feel I need to know that we haven't discussed?

11. If you could get a do-over on one of my questions, how would you answer it now?

12. "Some people can do one thing magnificently, like Michelangelo, and others make things like semiconductors or build 747 airplanes -- that type of work requires legions of people. In order to do things well, that can't be done by one person, you must find extraordinary people.“ - Steve Jobs

13. Staffing refers to the continuous process of finding, selecting evaluating and developing a working relationship with current or future employees.

14. Human Resource Planning This means to assess precisely how many persons are required for the various positions in the organization, how many persons does the organization already haves and how many more will have to be appointed.

15. Human Resource Planning Environmental Scanning – What are the factors affecting the labor market? Forecasting and estimating the firms manpower complement – How many are the regular and contractual employees? Gap analysis – determine if there is a gap or difference between demand and supply in human resources.

16. Job Analysis is the procedure for determining the duties and skill requirements for a job or position. The ff. information can be collected through this analysis. Specific tasks and activities Required behavior Required job standards Knowledge, tools and equipment used Work conditions Personal characteristics and requirements

17. Recruitment it means to search the prospective candidates to be considered for employment it examines the different sources of manpower supply, assesses their suitability, chooses the proper source or sources and invites applications from the prospective candidate for different jobs in the enterprises

18. Sources of Applicants Internal applicants – are company employees who are considered for promotion to higher positions.

19. Sources of Applicants External applicants – are individuals who are recruited by the company or directly apply or join the company.

20. Sources of Applicants Referrals Newspaper Ads Job websites School placement office Job fairs Private employment agencies

21. Equal Employment Opportunity a concept that emphasis that opportunities in employment should be freely available to all citizens irrespective of a person’s ethnic origin, political association, religion, sex, race, color, gender, pregnancy, spirituality, belief, disability, military status, genetic information and age that has no bearing on his qualification, performance, and ability.

22. Selection the process through which unsuitable candidate are rejected and the suitable ones are chosen.

23. Selection Mental Ability (IQ)Test Aptitude Test Personality Test

24. Placement and Induction Induction (onboarding) means that the manager orients the newly appointed employee to his job and to the whole organization in general.

25. Placement and Induction The purpose of induction or orientation of the newly appointed employee should be to: Give him a bird’s eye view of the organization; Familiarize him with the important spots of the organization; Apprise him of the expectations from him; and Ensure him that he will get full support for the constructive purposes.

26. Placement and Induction Training is an important investment a company can make with their employees.

27. Compensation and Wages Compensation is any tangible equivalent or reward for services rendered or for the performance of a task in the organization

28. Compensation and Wages – Common Modes of Payment Payment for time worked Flat rates Compensation through incentives Merit Pay – this is given in recognition of outstanding performance and result of a performance evaluation Piece rate pay – given to employees who are paid a fixed rate per product Compensation through incentives Commission – this is compensation based on achieved sales quota Group Incentives

29. Compensation and Wages – Common Modes of Payment Payment based on skills Payment based on knowledge or credentials Executive payment (for Top Management i.e., CEO, CFO, CTO)

30. Compensation and Wages – Common Modes of Payment Special Payment Overtime pay – this covers work done beyond the normal schedule of eight hours a day and is given on top of the basic salary. For the work in excess of eight hour performed on ordinary working days, overtime pay is 25% of the hourly rate

31. Compensation and Wages – Common Modes of Payment Special Payment Holiday Pay – this is payment for an unworked regular holiday based on the employee’s daily rate. Premium pay – this is payment given to employees who work on special holidays and rest days.

32. Compensation and Wages – Common Modes of Payment Special Payment Night differential pay – this is an additional 10% of basic rate for each hour of work performed between 10 p.m. to 6 a.m. Cost of Living Allowance (COLA) is not included in the computation of the night differential.

33. Compensation and Wages – Common Modes of Payment Special Payment Service Charge (i.e., tips) Severance or Separation Pay – pay given to employees who are terminated with authorized cause Retrenchment Closure of the business Illness that may affect performance

34. Compensation and Wages – Common Modes of Payment Special Payment Retirement Pay 13 th /14 th Month Pay

35. Employee Benefits Statutory benefits – “statute” or provided by a law SSS/GSIS – Loans, Pensions, Disability, Death, and Funeral Benefits PAGIBIG Fund – Loans (Multi-purpose, Housing, etc.) PhilHealth Maternity/Paternity/Solo Parents Benefits Service Incentives