WHOLE BRAIN LEARNING SYSTEM

OUTCOME-BASED EDUCATION

SENIOR HIGH SCHOOL Grade

Organization and Management 11

LEARNING QUARTER II

MODULE WEEK
1-2

WBLS-OBE MELC-Aligned Self-Learning Module Organization and Management 1

 Module in
Organization and Management

Quarter II
Week 1-2

Staffing

Development Teams
Writer: Eliza G. Salvador
Editor: Veronica S. Rabang Clarafina P. Verzosa
Reviewer: Lourdes B. Arucan Romeo G. Uganiza
Layout Artist: Richard B. Paulino
Management Team:
Vilma D. Eda Joye D. Madalipay
Lourdes B. Arucan Juanito S. Labao

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Most Essential Learning Competencies
 Discuss the concept and nature of staffing (ABM_AOM11-IIa-13&14)

 Analyze the process of recruiting, selecting and training employees

After going through this module, you are expected to:

1. Discuss the nature of staffing
2. Explain the steps in recruitment process
3. Recognize the different training programs

Choose the letter of the best answer and write it on a separate sheet of paper.

1. Mang Nestor applied for a job at a nearby laundry shop as a machine operator. To
determine if he will be hired from the pool of applicants where Mang Nestor belongs,
this staffing function should be done.
A. Job specification B. Performance appraisal
C. Recruitment D. Selection

2. The ASM Group of Companies is in need of an acountant. They prefer to use the
television in letting or attracting the interested and qualified applicants informed about
the job offer. This component of staffing is called_____________.
A. rewards and appraisal B. recruitment
C. selection D. training and development

3. This is a test that measures factors such as dependability, carefulness, responsibility,

and honesty.
A. Integrity test B. Knowledge test
C. Personality test D. Simulation test

4. Training involves the following, EXCEPT _________.

A. sharpening of skills
B. change of attitudes
C. acquisition of knowledge
D. employers knowing the applicant

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 5. Ayne Gel prepared set of questions – situational, job knowledge, job
simulation and worker requirement questions for the interview she will conduct
to the applicants). Ayne Gel will be using _____________ type of interview.
A. one-on-one B. panel
C. structured D. unstructured

Match Column A with Column B. Write the letter only on a separate sheet of paper.

A B
6. This staffing activity provides new employees with basic A. On-the-job-
background information about the enterprise. training
7. In this staffing activity, the new hire is tasked to learn a job B. Job orientation
by actually doing it.
8. The staffing function where a pool of job applicants is C. Training and
developed. development
9. This staffing function determines where decision is made D. Recruitment
on who to hire from the pool.
10. This staffing function involves the design and E. Selection
operationalization of continuous workforce improvement

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Lesson

1
Definition and Nature of Staffing

Managers often consider human resources as their organization’s most

important resource. To emphasize their importance, human resources are also
called human capital, intellectual assets, or management or company talents.
These imply that human resources are the drivers of the organization’s
performance; hence, staffing is a crucial function of managers.

In this module, we will be talking about:

 The nature of staffing
 Steps in the recruitment and selection process
 Different training programs.

Activity I. Identify the keywords that we are going to study on this module by
arranging the jumbled letters below.
JUMBLED ARRANGED
CRUREITNTEM
NIOTEESLC
NNGIIART
ENTPOLMEVED
FFNGITAS

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Definition and Nature of Staffing

Staffing, according to Dyck and Neuert (2012), is the Human Resource function of
identifying, attracting, hiring, and retaining people with the necessary qualifications to fill the
responsibilities of current and future jobs in the organization.

Staffing is the function by which managers build an organization through the

recruitment, selection, development, of individuals as capable employees. The staffing
function of management consists of few interrelated activities such as planning of human
resource, recruitment, selection, placement, training and development, remuneration,
performance appraisal, promotion and transfers. All these activities make up the elements of
the process of staffing. – Dalton E. McFarland

Staffing is concerned with manning various positions in the organization. Staffing

involves the determination of manpower requirements of the enterprise and providing it with
adequate competent people at all its levels. Thus, manpower planning, procurement (i.e.,
selection and placement), training and development, appraisal and remuneration of workers
are included in staffing.

Staffing function of management are as follows:

 Staffing is an important function of management.
 The basic concern of staffing is management of manpower or human resources.
 Staffing helps in getting right types of persons on right jobs.
 Staffing is a pervasive function. It is performed by the managers at all levels of
management.

Important objectives of staffing:

 To hire the right type of personnel for right jobs
 To train and develop human resources
 To develop personnel policies as regards transfer, promotion, etc.
 To mould effectively the human resources and motivate them for higher performance
 To establish desirable working relationship between employers and employees and
between groups of employees
 To ensure satisfaction of the needs of the workers so that they become loyal and
committed to the organization
 To build high morale among employees by maintaining good human relations

The tasks of structuring organizations, staffing it, keeping it flexible while

simultaneously maintaining the levels, are vested in the human resource (HR) unit, selected
tasks of which include the following;
1. Recruitment, which involves activities related to the development of a pool of
applicants for jobs in the organization;

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 2. Selection, which is related to decisions on who to hire from the pool created by
recruitment tasks;
3. Training and development, which involves the continuous development of the
workplace;
4. Reward system design, which includes the plans for monetary and fringe benefits
of employees.

Lesson

2
Recruitment

A business needs to establish

procedures in the hiring of employees. The Definition of Terms
criteria as to what are to be considered need to
Recruitment - a set of activities
be set, including a job analysis requirement.
designed to attract qualified applicants
Job analysis is the procedure through which the
for job position vacancies in an
duties given job positions and the characteristics
organization.
of people who should fill them are determined.
As job positions need to be staffed, the job Staffing- refers to filling in all
requirements need to be spelled out and used to organizational job positions.
develop job descriptions and specifications. A
job description is a list of what the job entails, Systems approach to staffing - is the
while a job specification is a list of the kind of step-by-step way of filling job positions
people for the job. in organizations, considering variables
Job descriptions and specifications such as numbers and kinds of human
include the following: resources needed, open managerial and
nonmanagerial positions, potential
1. Work activities, like teaching, successors to open job positions, etc.
encoding, painting, and selling;
2. Human behavior, like communicating, writing and deciding;
3. Tools used, such as computers, sewing machines, and power tools;
4. Performance standards, like one hundred sewn dresses per eight-hour shift and
ten cars sold per month;
5. Job context, like work at night, teaching on weekends and holidays, and work
from home; and
6. Human requirements, like a masters’ degree for college teachers, board passers
for accountants, work experience for supervisory work, specific physical
characteristics for computers, and computer literacy for most jobs.

Job analysis information is used to decide or determine:

1. the person to hire;

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2. the compensation for the job;
3. job standards as basis for actual performance;
4. training and development programs; and
5. unassigned tasks and duplication of assignments.

Recruitment may either be external or internal. In external recruitment, outside

sources are considered in the process of locating potential individuals who might want to join
the organization. In internal recruitment, filling job vacancies can be done through
promotions or transfer of employees who are already part of the organization. In other
words, recruitment is within the organization.

External recruitment includes:

a) advertisements through websites, newspapers, television, billboards, and e-mails
among others;
b) unsolicited applications received by employers from individuals who may or may not be
qualified for the job openings;
c) internet recruiting on the web commonly used by job seekers and recruiters to gather
and disseminate job opening;
d) employee referrals or recommendations from the organization’s present employees who
usually refer friends and relatives who they think are qualified for the job.
e) executive search firms or known as “head hunters”. Firms seek out candidates with
qualifications that match the requirements of the job openings that their client company
hopes to fill;
f) educational institutions;
g) professional associations;
h) labor unions;
i) public and private employment agencies.

As mentioned earlier, internal recruitment is done within the organization. Most

managers prefer to follow a policy of filling job openings through promotions and transfer.
Recruitment may be done by using company bulletin boards, company intranet, company
newsletters, and recommendations from department or unit heads, among others.

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Below is the recruitment process.

Figure 1.1 The Recruitment Process Flowchart

The selection process typically includes the following steps:

1. Establishing the selection criteria. Selecting human resources in an organization

requires understanding of the nature and purpose of the job position which has to be filled.

2. Requesting applicants to complete the application form. Application forms must be

completed because these provide the needed information about the applicant.

3. Screening by listing applicants who seem to meet the set criteria. This involves the
preparation of shortlist of applicants who meet the minimum requirements of the job position
to be filled.

4. Screening interview to identify more promising applicants. Included in the list are the
applicants who will be asked to undergo formal interview by the supervisor/manager.
Applicants who are deemed to be the most fitted for the job opening belong to this shorter
list.

5. Interview by the supervisor/manager or panel interviewers. Through formal interview

of the most promising applicants, other characteristics of the applicants may be revealed or
observed by the supervisor/manager or panel interviewers. Such characteristics include the
applicants’ self-confidence, positive or negative self-esteem, honesty, ability to relate well
with others, and positive or negative life experiences which may affect his or her job
performance.

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Types of Job Interviews

 Structured interviews- The interviewer asks the applicant to answer a set

of prepared questions-situational, job knowledge, job simulation, and worker
requirement questions.

 Unstructured interview - the interviewer has no interview guide and may

ask questions freely.

 One-on-one interview- one interviewer is assigned to interview the

applicant

 Panel interview - several interviewers or a panel interviewer may conduct

the interview of applicants; three to five interviewers take turns in asking
questions.

6. Verifying information provided by the applicant. Background checking must be done

to make sure that the applicant has not given false information about himself or herself.

7. Requesting the applicant to undergo psychological and physical examination.

Having a healthy mind and a healthy body is important for good job performance. Hence, an
applicant must be requested to undergo psychological and physical examinations prior to
hiring.

Types of Employment Tests

 Intelligence Test - designed to measure the applicant’s mental capacity.

 Proficiency and aptitude tests - tests his or her present skills and potential
for learning other skills.

 Personality Tests - designed to reveal the applicant’s personal

characteristics and ability to relate with others.

 Vocational Tests - tests that show the occupation best suited to an applicant.

8. Informing the applicant that he or she has been chosen for the position applied for.
Informing the applicant may be done verbally or in writing by the managers who give the final
decision regarding the applicant’s hiring. Orientation of the applicant with regards to the
rules and regulations of the company must be done in this step.

After the applicant is hired, he/she goes through job orientation. Job orientation is
the procedure for providing new employees with basic background information about the
enterprise. This information covers personnel policies on working hours, performance
review, salaries, remuneration, vacation leaves and other employee benefits, and safety
rules and regulations.

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Lesson

3
Training and Development

Both training and development are essential to achieve success in today’s

organizations. In order to have an edge over their rival organizations, managers must see to
it that their human resources have the necessary knowledge and expertise; training and
development work toward this end by providing continuous learning activities and
opportunities.

The Following are the Objectives of Training

 Productivity – to make the employee do his/her job more efficiently and effectively

 Effectiveness on the present job – to make the employee improve or increase

his/her skills or knowledge in areas that the training endeavors to develop

 Qualification for a better job – to prepare him for another job that is either more
difficult or higher in category so that he can overcome obsolescence

 Morale booster – to improve the employee’s attitude

The Training Process

1. Training Needs Analysis – It refers to the process used to determine if training is

necessary; it identifies specific job performance deficiencies and increases productivity.
This is to avoid spending for the training of employees who no longer need it.

2. Designing the Training Programs/ Training Objectives – After determining training

needs, objectives must be established to meet those needs. This phase involves stating
the instructional objectives that describe the knowledge, skills and attitudes that have to
be acquired or enhance to be able to perform well.

3. Validation – Introduce and validate the training before a representative audience

usually to the head of the departments or the head of human resource

4. Implementation of the Training Program – Completing the training design does not
mean that the work is done because implementation phase requires continual adjusting,
redesigning and refining.

5. Training Evaluation – This check whether training has had the desired effect

Training methods are as follows:

 Cognitive methods – dwell on giving theoretical training to the trainees

1. Lecture/ Discussion Approach

2. Demonstrations/ Hands-on Method

3. Computer Based Training

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 4. Virtual Reality

 Behavioral methods – are more of giving practical training to the trainees

1. Games and Simulations

2. Case Studies and Role Playing

3. On-the-Job Training

Employee training and development may be given while the employee is on the job
or away from the job. It may be in any of the following forms:

 Orientation of new employee

 Job rotation

 On-the-Job training (OJT)

 Apprenticeship training

 Special projects or assignments

 Guidance & counselling

 Conferences, lectures, seminars

 Supervisory training

 Travel or observation tours

 Study grants

 Internet/intranet (distance learning)

 Study abroad

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Activity II. Gail Shian is a newly hired staff of the Human Resource Department
(HRD) of ESG Enterprise. As a new member of the department, she is given one-
week training and she needs to familiarize herself of the recruitment process. Help
Gail Shian memorize the process by filling-out the spaces on the ladder from step 1
to the 8th step.

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Activity III. Fill in the blanks to complete the sentences below.
(1) __________ refers to the filling in all organizational job positions. There
are five activities involved in staffing. They are (2) __________, (3) ____________,
(4) __________, (5) __________ and reward system design. Sources of recruitment
can be from internal or (6) __________. To select the applicant that best fits the job,
he or she should undergo the selection process, and interview is one of them.
Interview can be done through one-on-one or (7) __________. After the applicant is
hired, he/she goes through a procedure that provides new employees with basic
background information about the enterprise called (8) __________. To
continuously improve the performance of the workforce, the company should design
(9) __________ and (10) __________ that fits the needs of each of the employees.

Directions: Time to reflect from what you have learned. Answer each question
briefly. Explain your answer with at least three (3) sentences. You will be guided by
the rubrics. GOOD LUCK AND ENJOY LEARNING!
1. In your opinion, which among the internal and external source of recruitment is
better? Why do you say so?
2. If you were an applicant, which would you prefer, the one-on-one or the panel
interview? Explain your choice.
3. Which should be analyzed first in training needs assessment organization, the
tasks or the persons? Explain your answer.
Rubrics for Scoring
Criteria Score
The content and idea are CORRECT and the response directly answers 25
the question
MOST of the content and idea is CORRECT and the response relatively 22
answers the question.
FEW content and idea are CORRECT and the response to the question 18
is not clear.
ALMOST all of the content and idea is NOT CORRECT and the 15
response to the question is not clear
NO CORRECT information at all. 5

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Direction: Choose the letter of the best answer and write it on a separate sheet of paper.

1. Training involves the following, EXCEPT ______.

A. sharpening of skills
B. change of attitudes
C. acquisition of knowledge
D. employers will know the applicant

2. The ASM Group of Companies is in need of an accountant. They preferred to use the
television in letting or attracting the interested and qualified applicants informed about
the job offer. This component of staffing is called_____________.
A. rewards and Appraisal B. recruitment
C. selection D. training and Development

3. Ayne Gel prepared set of questions – situational, job knowledge, job simulation and
worker requirement questions for the interview she will conduct to the applicants. Ayne
Gel will be using _____________ type of interview.
A. one-on-one B. panel
C. structured D. unstructured
4. This is a test that measure factors such as dependability, carefulness, responsibility,
and honesty.
A. Integrity test B. Knowledge test
C. Personality test D. Simulation test

5. Mang Nestor applied for a job at a nearby laundry shop as a machine operator. To
determine if he will be hired from the pool applicants where Mang Nestor belongs, this
staffing function should be done.
A. Job specification B. Performance appraisal
C.Recruitment D. Selection

Match Column A with Column B. Write the letter only on a separate sheet of paper.

A B
6. This staffing activity provides new employees with basic A. Training and
background information about the enterprise. development
7. In this staffing activity, the new hire is tasked to learn a job by B. Job orientation
actually doing it.
8. The staffing function where a pool of job applicants is developed. C. On-the-job-
training
9. This staffing function determines where decision is made on who D. Selection
to hire from the pool
10. This staffing function involves the design and operationalization E. Recruitment
of continuous workforce improvement

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 Answer Key

WBLS-OBE MELC-Aligned Self-Learning Module Organization and Management 16

WBLS-OBE MELC-Aligned Self-Learning Module Organization and Management 17
References:

Bateman, Thomas S., and Scott A. Snell, Management: Leading and Collaborating in a
Competitive World. New York: McGraw Hill, 2008

Helena Ma. F. Cabrera, Anthony DC. Altejeros, Riaz Benjamin, Organization and
Management Textbook for Senior High School, Department of Education, Vibal
Group, Inc. Quezon City, Phillippines, 2016.

Orjalo, Victoria Garalde, Pefianco, Erlinda C., Organization and Management: Concepts,
Caselets, and Exercises, The Phoenix Publishing House Inc., Quezon City,
Philippines 2016

Robbins, Stephen P. and Mary Coulter. Management. Singapore: Pearson Education

South Asia, 2009

Ruhaniika, S. Staffing retrieved from https://www.economicsdiscussion.net/

organisation/staffing/31866 on October 31, 2020

For inquiries or feedback, please write or call:

Department of Education – Schools Division of Laoag City

Curriculum Implementation Division
Brgy. 23 San Matias, Laoag City, 2900
Contact Number: (077)-771-3678
Email Address: laoag.city@deped.gov.ph

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