Chapter 5 : Staffing

1. Why is staffing and important activity?

 Staffing is important since it is concerned with assigning jobs with

the right personnel at the right time. Employees are the most important
asset in any organization that is why staffing is important for the
organization to function effectively and efficiently. With correct staffing
every employee would be assigned to the right job according to their
skills, ability, aptitude, talents, and specializations. In this way,
manpower is efficiently utilized.

2. What activities are undertaken in staffing?

 Staffing is consists of:

A. Human Resource Planning
B. Recruitment
C. Selection
D. Induction and Orientation
E. Training and Development
F. Performance Appraisal
G. Employment Decisions ( Monetary Rewards, transfers,
promotions, and Demotions)
H. Separations

3. What is the purpose of human resource planning?

 Human resource planning is essential to forecast human resource

requirements accurately so it would be easier to strike a balance
between demand and supply. Human resource planning helps the
organization to cope with changes in market conditions such as
regulatory framework,competition, and technology in an effective
way. It also ensures optimum use of available human resources.

4. How may human resource needs be determined?

Human resource needs are determined with forecasting which is the
assessment of the future human resource needs in relation to the
current capabilities of the organization.
5. What are the possible sources of applicants for vacant positions in
the firm?

 The possible sources of applicants for the vacant positions are

the organization’s current employees, newspaper advertising,
school, referrals from employees, recruitment firm, and competitor.

6. What is the implication of the cost of the “wrong decision” in the

selection process?

 Selection process could also be simple or complex looking on the

prices of wrong decisions. One of the most direct effect of hiring such an
unsuitable candidate is that the immediate financial one .The prices of
the initial hire, added to the prices of severance and hiring a
replacement some months down the road. When employees are within
the wrong position, they're more likely to depart the organization and
you wish to spend some time re-filling the role. this could mean you've
got go through the hiring process a second or perhaps third time and
spend time re-training new employees.

7. How may one determine the qualifications of a job candidate?

 One must know the application blanks, which are basic

information about the candidate’s characteristics such as marital
status, age, address, educational background, experience and etc.
Then the references, and interviews, wherein one may gather more
information about the applicant. Lastly , the testing, which may be
psychological test and physical examination.

8. How may types of tests be described?

 Test may be classified into psychological test and physical

examination. Under psychological test, there is aptitude test,
performance test , personality test, and interest test. Aptitude test is
used to determine an individual’s propensity to succeed. Performance
test measures the candidate’s knowledge. Personality test is used to
assess the candidate’s characteristic pattern of traits. Interest test
measure the candidate’s interest.

9. In induction, what activities are undertaken?

  In induction, the new employee goes through the process of
learning and adapting to the norms and expectations of the
organization to ensure maximum productivity in the organization. He
or she is given the necessary information about his or her job , and
the company so he that he or she is aware of his duties,
responsibilities, and benefits.

10. How may the two general types of training be described?

 There are two general types training , which are training

programs for nonmanagers, and training and educational programs
for executives. Training program for nonmanagers for specificied
increase in skill and knowledge, this compromise four methods
namely on-the-job training, vestibule school, apprenticeship
program, and special courses. Training for managers are classified
into four areas namely decision-making skills, interpersonal skill, job
knowledge, and organizational knowledge.