STAFFING

By Group 3.

These are the parts of the presentation that we will discuss:

• What is Staffing?
• Selection
• Orientation
• Training and Development
• Performance Appraisal
• Human Resources Movement

What is Staffing?
Staffing is the process of hiring eligible candidates in the organization or company for
specific positions.

Functions of Staffing
• The first and foremost function of staffing is to obtain qualified personnel for different
jobs position in the organization.
• In staffing, the right person is recruited for the right jobs, therefore it leads to maximum
productivity and higher performance.
• It helps in promoting the optimum utilization of human resource through various aspects.
• Job satisfaction and morale of the workers increases through the recruitment of the right
person.
• Staffing helps to ensure better utilization of human resources.
• It ensures the continuity and growth of the organization, through development managers.
Importance of Staffing

• Efficient Performance of Other Functions

• Effective Use of Technology and Other Resources
• Optimum Utilization of Human Resources
• Development of Human Capital
• The Motivation of Human Resources
• Building Higher Morale
Characteristics of Staffing

• People-Centered
 • Responsibility of Manager
• Human Skills
• Continuous Function
SELECTION
Selection is the process of picking or choosing the right candidate, who is most suitable for
a vacant job position in an organization. In others words, selection can also be explained as the
process of interviewing the candidates and evaluating their qualities, which are required for a
specific job and then choosing the suitable candidate for the position.
ADVANTAGES OF SELECTION
A good selection process offers the following advantages:
• It is cost-effective and reduces a lot of time and effort.
• It helps avoid any biasing while recruiting the right candidate.
• It helps eliminate the candidates who are lacking in knowledge, ability, and proficiency.
• It provides a guideline to evaluate the candidates further through strict verification and
reference-checking.
• It helps in comparing the different candidates in terms of their capabilities, knowledge,
skills, experience, work attitude, etc.
ORIENTATION
Orientation refers to a process of introducing new employees to the company and
assimilating them with its policies, benefits and culture. It's the first step in employee's continuous
socialization process.
Orientation is an introduction of the company and its existing employees to a new
employee who have accepted the appointment letter and joined the organization.

Orientation objectives
1. To gain employee commitment.
2. To reduce new hire's anxiety.
3. To help them understand company's expectations.
4. To convey what they can expect from the job and the company.
TRAINING AND DEVELOPMENT
• Training is a short-term reactive process meant for operatives and process while
development is designed continuous pro-active process meant for executives.
• In training employees' aim is to develop additional skills and in development, it is to
develop a total personality.
 • In training, the initiative is taken by the management with the objective of meeting the
present need of an employee.
• In development, initiative is taken by the individual with the objective to meet the future
need of an employee.
PERFORMANCE APPRAISAL
Performance Appraisal is the systematic evaluation of employees with respect to their
performance on the job and potential for development. it is crucial to the staffing process as it
helps with the assessment of job applicants' suitability for selection of staff and delegation. it helps
increase the productivity of an employee by means of motivation and self-assessment.
Use of performance appraisal:
• Administrative - assessment of an employees' job performance on the basis of merit (merit
rating).
• Development - improving the employees' overall performance and skills (self-
improvement).
HUMAN RESOURCES MOVEMENT
Human resources movement is the management of the planning and staffing of intellectual
and physical inputs, or people of different skill levels, needed for an organization to meet its
objectives. This means hiring the right people for each job in the organization.
We will focus on various activities involved in hiring and staffing in an organization, like:

• Making a hiring plan

• Recruitment
• Promotion
• Turnover
• Downsizing
• Job redesign
• Termination

Leader: Jay-ar D. Liedo

Members: Crisel Mae T. Asuncion 8/10

Grace Gabriel 8/10
John Carlo Evangelista 8/10
Kristine Pattaguan 8/10
Kristine F. Martinez 8/10
Ma. Cristina A. Ramil 8/10
Maricela F. Infante 8/10