SHS

GRADE
11

ORGANIZATION AND
MANAGEMENT
QUARTER 2 – MODULE 9 & 10
STAFFING

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Objectives:
At the end of this module, you are expected to:
1. Discuss the concept and nature of staffing
2. Analyze the process of recruiting, selecting and training
employees

Lesson Proper
Nature of Staffing
The management function of staffing is defined as filling and keeping
filled, positions created in the organization structure. This is done by
identifying workforce requirements, inventorying, selecting, placing,
promoting, appraising or developing job holders or candidate so that they
can able be to accomplish their tasks effectively. Consequently staffing is
involved in human resources management and it is utilize effectively
employees’ talents in the attainment of organizational objectives. For all this
to be possible there are specific duties which have to be performed.
Staffing Duties. The management function of staffing necessitates the
performance of several duties necessary for the work better. These duties we
are going to discuss below:
1. Personnel Policy: Policy is the guide to action. It provides basis for
organizational activities. In respect in human resource management all
issues relating to staffing must be reflected in the personnel policy of the
organization. Such issues include appropriate methods of calculating the
salaries and wages of the employees, training and promotion among others.
Once the policy framework has been provided, there should be no deviation
from it. It has to be followed religiously.
2. Recruitment: Recruitment is announcing to the general public the
existence of the vacancies in an organization from suitability qualified
candidates. Once the applications are received and short listed, that is the
end of recruitment. Short listing application means picking the ones that the
organization thinks have the prospect of being employed. There are basis for
recruitment which manager has to consider.

RECRUITMENT
Applicant’s recruitment and employee selection form a major part of
an organization’s overall resourcing strategies, which identify and secure
people needed for the organization to survive and succeed in the short to
medium term. Recruitment activities need to be responsive to the

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increasingly competitive market to secure qualified and capable recruits at
all levels.
Bases for Recruitment
1. Job Analysis: means the breaking down of the main content of a job.
That is the basic activity that needs to be performed by whosoever is
going to occupy that position.
2. Job Description: involves a written report which is based on the job
analysis. In describing the job, the manager’s talks about the expected
outcome when the activities already identified in the job analysis are
carried out. Job title must also be given because every position must
have a job title. Again job description will be showing what mental and
physical skills that will be needed to do the job.
3. Job Classification: Job classifications involves the grouping together
of several positions into a single class and then assign common salary
rates and benefits to all of them. As an example, supervisors in
personnel department, marketing department and finance department
can be grouped together into one class and assigned the same rate.
4. Job Specification: as the name implies, is to specify what type of
personnel can reasonably performs the task that has been analyzed
and described. It points out among others, the special attributed that
will required to successfully do the job.

SELECTION
Interview/Selection
Interview is used interchangeably with the selection. The essence of
interviewing candidate is to verify what they can claim to posses in their
application letter or application form are true. There is always a panel
consisting of a panel member of interviewers. As much as possible the
applicant, that is, the person looking for the job must be seated and put at
ease. As much as possible, the atmosphere must be cordial and friendly.
interview can be oral or written. An interview may also need demonstration
of practical skills or knowledge depending on the job in the question. While
going for an interview the candidates should bring the original copy of their
credentials. Any alteration on the credentials is suspicious and should be
investigated. The member also look for consideration in the statements of
the candidates/applicants.

TRAININGS AND DEVELOPMENT

There may be need for training, not only for the new employees but
also for existing job holder. Training is supposed to make up for any
deficiency in skills. For a new employee, training is designed to make him
familiar with his new work environment, finance, personnel and even

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engineering. Older employees can also benefit from training through
updating of skills. This is important because the skills and knowledge of
today may become outdated tomorrow.
There are different types of training:
1. On the job training where an employee is put through a specific
assignment by an older employee.
2. Off the job training where the employee leaves the organization to
undergo the training.
3. Apprenticeship Training this is where a person learns some
technical skills within a defined period of time. He serves as an
apprentice within that period.
4. Technical Training here the trainee learns theoretical knowledge and
practical skills necessary to perform the job
5. Supervisory Training is necessary for huma relations skills apart
from on technical training
6. Executive Training this is important for manager being prepared for
top level management job. Human skills, design skill and conceptual
skills are emphasized. There is less emphasis on technical skill.
7. Simulated Training: this is a type of training that makes use of
models made exactly like real life objects or environment.

REMUNERATION/SALARIES AND WAGES ADMINISTRATION

Adequate salaries and wages should be given as part of remuneration
package to the employees due to sentiments and emotions commonly
attached to salaries and wages. Consequently, trade union members are
involved in working out what should be a living wage for the employees.
Remuneration can be worked out through hourly rate, piece rate or a
combination of the two or any other acceptable basis. Whichever method is
employed, the outcome should be fair and the amount similar to what is
paid toother employees in similar organizations.
PERFORMANCE APPRAISAL
This is a system of measuring workers output or productivity or
efficiency either qualified or quantitatively. Through this technique, the
activities of workers are monitored and measured with the aim of according
reward or some form of motivation. It is also a method of accountability and
corrections for improvement. Appraisal is a process of review of employees,
department heads, other senior employees on the individual’s staff
competencies, performance and professional needs.
Activity
Answer the question
1. Discuss different training programs and give some examples.

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2. Discuss some policy guidelines on compensation and performance
evaluation. Cite specific organization.

REFERENCES
https://www.slideshare.net/reycastro1/the-nature-of-organization-95439047?qid=160a32bd-a934-
4dc7-bb14-d58c7d82d132&v=&b=&from_search=2

https://www.slideshare.net/RawahaShah/the-nature-of-organization-148102495?qid=160a32bd-
a934-4dc7-bb14-d58c7d82d132&v=&b=&from_search=1

Checked by:

Robert Francisco Virginia Gulinao Roldan Liwanag Antonio Basco

Principal Principal Principal Principal
JPI Sta. Maria JPI Muzon JPI Plaridel JPI San Jose