Engineering organization are very sensitive to whatever staffing errors are made.

Placing the wrong

person in a highly specialized position like quality control, for instance, may bring untold damages to the
firm. Et, this refers to a single error only.

What is Staffing?

Staffing may be defined as the management function that determines human resources needs, recruits,
selects, trains, and develops human resources for jobs created by an organization.

Staffing is undertaken to match people with jobs so that the realization of the organization’s objectives
will be facilitated.

The Staffing Procedure

Human Resource planning

Recruitment

Selection

Induction and orientation

Training and development

Performance appraisal

Employment decision (monetary rewards, transfers, promotions, and demotions)

Separations

Human Resource Planning

The planned output of any organization will require a systematic deployment of human resources at
various levels.

Human Resource May Involve Three Activities as Follows:

1. Forecasting- which is an assessment of future human resource needs in relation to the current
capabilities of organization.
2. Programming- which means translating the forecasted human resource needs to personnel
objectives and goals.
3. Evaluation and control- which refers to monitoring human resource action plans and evaluating
their success.
Methods of Forecasting

1. Time series methods- which use historical data to develop forecasts of the future.
2. Explanatory or casual 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 the
variables to predict future conditions.

The three major types of explanatory models are as follows:

a. Regression models
b. Econometric models- a system of regression equations estimated from past time-series data and
used to show the effects of various independent variables on various dependent variables.
c. Leading indicators- refers to time series that anticipate business cycle turns.

3. Monitorting 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.

Recruitment

It 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.

Source of Applicants

1. The organization’s current employees

2. Newspaper advertising
3. Schools
4. Referrals from employees
5. Recruitment firms
6. Competitors

Selection

Refers to the act of choosing from those that are available the individuals most likely succeed on the job

To Evaluate each candidate and to pick the most suited for the positions available

The procedures may simple or complex depending on the cost of a decision

Types of Test
 1. Psychological test- which an objective, standard measure of a sample behavior. It is classified
into:
a) Aptitude test- one used to measure a person’s capacity or potential ability to learn.
b) Performance test- one used to measure a person’s current knowledge of a subject.
c) Personal test- one used to measure a personality’s traits as dominance, sociability, and
conformity.
d) Interest test- one used to measure a person’s interest in various fields of work.

2. Physical examination- assess the physical health of an applicant.

Induction and Orientation

Induction- the new employee is provided with the necessary information about the company

Orientation- the new employee is introduced to the immediate working environment and co-
workers

Training and Development

Refers to the learning that is provided in order to improve performance on the present job.

Two types of training program:

1. Training program of nonmanagers

2. Training program and educational program for executives

Training Program for Nonmanagers

The four methods under this type are:

1. On-the-job training- where the trainer is placed in an actual work situation.

2. Vestibule school- where the trainee is placed in a situation almost exactly the same as the
workplace.
3. Apprenticeship program- where combination of on-the-job training and experiences with
classroom instruction in particular subjects are provided to trainees.
4. Special courses- are those taken which provide more emphasis rather than training

Training Program for Managers

The training for managers may be classified into four areas:

1. Decision-making skills
2. Interpersonal skills
3. Job knowledge
4. Organizational knowledge