staffingSLIDESHOWPOWERPOINTPRESENTATION.pptx

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1. STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING Staffing THE ENGINEERING ORGANIZATION ICE BREAKER ICE BREAKER ICE BREAKER ICE BREAKER ICE BREAKER ICE BREAKER ICE BREAKER ICE BREAKER

2. ICE BREAKER ICE BREAKER ICE BREAKER ICE BREAKER ICE BREAKER ICE BREAKER ICE BREAKER ICE BREAKER STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING Ice Breaker

3. ICE BREAKER ICE BREAKER ICE BREAKER ICE BREAKER ICE BREAKER ICE BREAKER ICE BREAKER ICE BREAKER STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING Guess the Word Game Mechanics: Guess the word that links the pictures together. No searching for answers online please! The game master's decisions are final. Have Fun!

4. ICE BREAKER ICE BREAKER ICE BREAKER ICE BREAKER ICE BREAKER ICE BREAKER ICE BREAKER ICE BREAKER STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING Guess the Word may be defined as "the management function that determines human resource needs, recruits, selects, trains, and develops human resources for jobs created by an organization." (clue: 8 letters) Staffing

5. ICE BREAKER ICE BREAKER ICE BREAKER ICE BREAKER ICE BREAKER ICE BREAKER ICE BREAKER ICE BREAKER STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING Guess the Word The planned output of any organization will require a systematic deployment of human resources at various levels. To be able to do this, the engineer manager will have to involve himself with _____ ________ ________? Human Resources Planning

6. ICE BREAKER ICE BREAKER ICE BREAKER ICE BREAKER ICE BREAKER ICE BREAKER ICE BREAKER ICE BREAKER STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING Guess the Word either a voluntary or involuntary termination of an employee. (clue: 10 letters) Separation

7. ICE BREAKER ICE BREAKER ICE BREAKER ICE BREAKER ICE BREAKER ICE BREAKER ICE BREAKER ICE BREAKER STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING Guess the Word 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. (What is the word that links the four photos?) Recruitment

8. ICE BREAKER ICE BREAKER ICE BREAKER ICE BREAKER ICE BREAKER ICE BREAKER ICE BREAKER ICE BREAKER STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING Hiring for PERSONALITY is more relevant than hiring for EXPERIENCE.

9. STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING What is Staffing? Staffing may be defined as "the management function that determines human resource needs, recruits, selects, trains, and develops human resources for jobs created by an organization."

10. STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING The staffing process consists of the following series of steps: Human resource planning Recruitment Selection Induction and orientation Training and development Performance appraisal Employment decisions (monetary rewards, trans- fers , promotions and demotions) and Separations. The Staffing Procedure

11. Human Resource Planning the continuous process of systematic planning to achieve optimum use of an organization's most valuable asset—quality employees. To be able to do this, the engineer manager will have to involve himself with human resource planning. This will be done in conjunction with the efforts of the human resource officer, i.e., if the company has one.

12. the continuous process of systematic planning to achieve optimum use of an organization's most valuable asset—quality employees. To be able to do this, the engineer manager will have to involve himself with human resource planning. This will be done in conjunction with the efforts of the human resource officer, i.e., if the company has one. Human resource planning may involve three activities, as follows: Forecasting - which is an assessment of future human resource needs in relation to the current capabilities of the organization. Programming which means translating the forecasted human resource needs to personnel objectives and goals. Evaluation and control - which refers to monitoring human resource action plans and evaluating their success.

13. Methods of Forecasting Time series methods - which use historical data to develop forecasts of the future. Explanatory, or causal models which are attempts to identify the major 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: regression models (presented in Chapter 2)

14. econometric models-a system of regression equations estimated from past time-series data and used to show the effect of various independent variables on various dependent variables. leading indicators - refers to time series that anticipate business cycle turns. 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. STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING

15. Recruitment Recruitment STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING

16. Recruitment Recruitment STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING Source of Applicants When management wants to fill up certain vacancies, the following sources may be tapped: The Organization's Current Employees . Some of the organization's current employees may be qualified to occupy positions higher than the ones they are occupying. They should be considered. Newspaper Advertising . There are at least three major daily newspapers distributed throughout the Philippines. Readership is higher during Sundays. Schools. These are good sources of applicants. Representatives of companies may interview applicants inside campuses.

17. Recruitment Recruitment STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING Recruitment Firms . Some companies are specifically formed to assist client firms in recruiting qualified persons. Examples of these companies are the SGV Consulting and John Clements Consultants, Inc., (See Figure 5.1). Competitors. These are useful sources of qualified but underutilized personnel.

18. STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING STAFFING A productive leader must be very competent in staffing . – Dr. A.P.J Abdul Kalam Selection Selection Selection Selection Selection Selection Selection Selection Staffing the opportunities instead of the problems not only creates the most effective organization, it also creates enthusiasm and dedication. – Peter F. Drucker Recruitment Recruitment

19. Selection Selection Selection Selection Selection Selection Selection Selection Selection refers to the act of choosing from those that are available the individuals most likely to succeed on the job. A requisite for effective selection is the preparation of a list indicating that an adequate pool of candidates is available.

20. Selection Selection Selection Selection Selection Selection Selection Selection Ways of Determining the Qualifications of a Job Candidate Application Blanks . The application blank provides information about a person's characteristics such as age, marital status, address, educational background, experience, and special interests. References. References are those written by previous employers, co-workers, teachers, club officers, etc. Their statements may provide some vital information on the character of the applicant. Interviews . Information may be gathered in an interview by asking a series of relevant questions to the job candidate. Testing. This involves an evaluation of the future behavior or performance of an individual.

21. Selection Selection Selection Selection Selection Selection Selection Selection Types of Tests Psychological test is a standardized measure of a sample of a person’s behavior that is used to measure the individual differences that exist among people. It is classified into: aptitude test-one used to measure a person's capacity or potential ability to learn. performance test- one used to measure a person's current knowledge of a subject. personality test-one used to measure personality traits as dominance, sociability, and conformity. interest test-one used to measure a person's interest in various fields of work. Physical examination a type of test given to assess the physical health of an applicant. It is given "to assure that the health of the applicant is adequate to meet the job requirements."

22. Induction and Orientation Induction and Orientation In induction, the new employee is provided with the necessary information about the company. His duties, responsibilities, and benefits are relayed to him. In orientation, the new employee is introduced to the immediate working environment and co-workers. The following are discussed: location, rules, equipment, procedures, and training plans.

23. In induction, the new employee is provided with the necessary information about the company. His duties, responsibilities, and benefits are relayed to him. In orientation, the new employee is introduced to the immediate working environment and co-workers. The following are discussed: location, rules, equipment, procedures, and training plans. Induction and Orientation Induction and Orientation

24. Training and Development Training and Development

25. Training and Development Training and Development Training and development programs help employees learn and acquire new skills and gain the professional knowledge required to progress their careers. Training refers to the “learning that is provided in order to improve performance on the present job. Training programs consist of two general types, namely: training programs for nonmanagers training and educational programs for executives.

26. This type of training is directed to nonmanagers for specific increases in skill and knowledge to perform a particular job. The four methods under this type are: On-the-job training-where the trainer is placed in an actual work situation under the direction of his immediate supervisor, who acts as trainer. Vestibule school- where the trainee is placed in a situation almost the same as the workplace where machines, materials, and time constraints are present. Training Program for Nonmanagers

27. Apprenticeship program-where a combination of on-the-job training and experiences with classroom instruction in particular subjects are provided to trainees. Special courses- are those taken which provide more emphasis on education rather than training. Training Program for Nonmanagers

28. Training Programs for Managers Training needs of managers may be classified into four areas: decision-making skills, interpersonal skills, job knowledge, and organizational knowledge. The decision-making skills of the manager may be through any of the following methods of training: In-basket - where the trainee is provided with a set of notes, messages, telephone calls, letters, and reports, all pertaining to a certain company situation. Management games- is a training method where "trainees are faced with a simulated situation and are required to make an ongoing series of decisions about that situation.“ Case studies- this method presents actual situations in organizations and enable one to examine successful and unsuccessful operations

29. The Interpersonal Competence of t he Manager may be developed through any of the following methods: Role-playing - is a method by which the trainees are assigned roles to play in a given case incident. They are provided with a script, or a description of a given problem and of the key persons they are to play. Behavior Modeling- this method attempts to influence the trainee by "showing model persons behaving effectively in a problem situation.“ Sensitivity Training- under this method, aware- ness and sensitivity to behavioral patterns of oneself and others developed. Transactional Analysis- is a training method intended "to help individuals not only understand themselves and others but also improve their interpersonal communication skills.”

30. Actual job the manager is currently holding, the following methods are useful: On-the-job experience - this method provides valuable opportunities for the trainee to learn various skills while actually engaged in the performance of a job. Coaching - this method requires a senior manager to assist a lower level manager by teaching him the needed skills and generally providing directions, advice, and helpful criticism. Understudy - under this method, a manager works as assistant to a higher-level manager and participates in planning and other managerial functions until he is ready to assume such position himself.

31. To increase the trainee's knowledge of the total organization, the following methods are useful: 1. Position Rotation - under this method, the manager is given assignments in a variety of departments. 2. Multiple Management - this method is premised on the idea that junior executives must be provided with means to prepare them for higher management positions.

32. Nothing we do is more important than hiring and developing people. At the end of the day, you bet on people, not on strategies. APPRAISAL APPRAISAL APPRAISAL APPRAISAL APPRAISAL APPRAISAL

33. APPRAISAL APPRAISAL APPRAISAL APPRAISAL APPRAISAL APPRAISAL Performance Appraisal Performance Appraisal is the measurement of employee performance.

34. APPRAISAL APPRAISAL APPRAISAL APPRAISAL APPRAISAL APPRAISAL Purpose of Performance Appraisal To influence, in a positive manner, employee performance and development To determine the merit, pay increases To plan for future performance goals To determine training and development needs To assess promotional potential of employees

35. APPRAISAL APPRAISAL APPRAISAL APPRAISAL APPRAISAL APPRAISAL Ways of Appraising Performance Rating Scale Method Each trait/ characteristic to be rated is represented by a line or scale on which the rater indicates the degree to which the individual possesses the trait or characteristics.

36. APPRAISAL APPRAISAL APPRAISAL APPRAISAL APPRAISAL APPRAISAL Ways of Appraising Performance Essay Method Evaluator composes statements that best describe the person evaluated.

37. APPRAISAL APPRAISAL APPRAISAL APPRAISAL APPRAISAL APPRAISAL Ways of Appraising Performance Management by Objectives Method Specific goals are set collaboratively for the organization as a whole, for various subunits, and for each individual member. Individuals are, then, evaluated on the basis on how well they have achieved the results specified by the goals.

38. APPRAISAL APPRAISAL APPRAISAL APPRAISAL APPRAISAL APPRAISAL Ways of Appraising Performance Assessment Center Method One is evaluated by persons other than the immediate superior. This method is used for evaluating managers.

39. APPRAISAL APPRAISAL APPRAISAL APPRAISAL APPRAISAL APPRAISAL Ways of Appraising Performance Checklist Method Evaluator checks statements on the list that are deemed to characterize an employee’s behavior/ performance.

40. APPRAISAL APPRAISAL APPRAISAL APPRAISAL APPRAISAL APPRAISAL Ways of Appraising Performance Work Standards Method Standards are set for the realistic worker output and later on used in evaluating the performance of non-managerial employees.

41. APPRAISAL APPRAISAL APPRAISAL APPRAISAL APPRAISAL APPRAISAL Ways of Appraising Performance Ranking Method Each evaluator arranges employees in rank order from the best to the poorest.

42. APPRAISAL APPRAISAL APPRAISAL APPRAISAL APPRAISAL APPRAISAL Ways of Appraising Performance Critical Indicent Method Evaluator recalls and writes down specific (but critical) incident that indicate the employee’s performance. A critical incident occurs when employee’s behavior results in an unusual success or failure on some parts of the job.

43. APPRAISAL APPRAISAL APPRAISAL APPRAISAL APPRAISAL APPRAISAL Employment Decisions Monetary Rewards - Given to employees whose performance is at par or above standard requirements Promotion - Movement by a person into a position of higher pay and greater responsibilities and which is given as a reward for competence and ambition.

44. APPRAISAL APPRAISAL APPRAISAL APPRAISAL APPRAISAL APPRAISAL Transfer - Movement of a person to a different job at the same time or similar level of responsibility in the organization. It is made to provide growth opportunities for the persons involved or to get rid of a poor performing employee. Demotion - Movement form one position to another which has less pay or responsibilities attached to it. It is used as a form of punishment or as a temporary measure to keep an employee until he is offered a higher position. Staffing Staffing Staffing Staffing Staffing Staffing Staffing Staffing

45. Staffing Staffing Staffing Staffing Staffing Staffing Staffing Staffing Separation

46. Staffing Staffing Staffing Staffing Staffing Staffing Staffing Staffing Separation Refers to the end of an employee's working relationship with a company. This can happen when an employment contract or an at-will agreement between an employer and an employee end.

47. Staffing Staffing Staffing Staffing Staffing Staffing Staffing Staffing Voluntary Separation organization’s management must find out the real reason. If a presence of a defect in the organization is determined, corrective action is necessary.

48. Staffing Staffing Staffing Staffing Staffing Staffing Staffing Staffing Involuntary Separation (termination) last option that the management exercises when an employee’s performance is poor or when he/she committed an act violating the company’s rules and regulations. This is usually made after training efforts fail to produce positive results. Staffing Staffing Staffing Staffing Staffing Staffing Staffing Staffing

49. Thank you Staffing Staffing Staffing Staffing Staffing Staffing Staffing Staffing Staffing Staffing Staffing Staffing Staffing Staffing Staffing Staffing BSCE 3B