Staffing

R.A. SLIDES
 Staffing
 is the managerial function of recruitment, selection,
training, developing, promotion and compensation of
personnel.
 may be defined as the process of hiring and developing
the required personnel to fill in the various positions in
the organization.
 is the process of identifying, assessing, placing,
developing and evaluating individuals at work.

R.A. SLIDES
 “The managerial function of staffing
involves manuring the organizational
structure through proper and effective
selection, appraisal and development of
personnel to fill the roles designed into
the structure.”`
According to Koontz and O’Donnell:

R.A. SLIDES
 IMPORTANCE

 1. Staffing helps in discovering and obtaining competent and personnel for

various jobs.
 2. It helps to improve the quantity and quality of the output by putting the
right person on the right job.
 3. It helps to improve job satisfaction of employees.
 4. It facilitates higher productive performance by appointing right man for
right job.
 5. It reduces the cost of personnel by avoiding wastage of human resources.
 6. It facilitates growth and diversification of business.
 7. It provides continuous survival and growth of the business through
development of employees.

R.A. SLIDES
 RECRUITMENT AND SELECTION

 Recruiting --involves attracting candidate to fill

the positions in the organization structure.

R.A. SLIDES
  “The term recruitment applies to the process of
attracting potential employees of the company.”
(Mc Fariand)
 “Recruitment is the process of searching
prospective employees and stimulating them to
apply for the jobs in the organization.” (Flippo)

R.A. SLIDES
 Need of recruitment

 The need of recruitment may arise due to following situations:

 1. Vacancies due to transfer, promotion,

retirement, permanent disability or death of
worker.
 2. Creation of vacancies due to expansion,
diversification or growth.

R.A. SLIDES
 PROCESS OF SELECTION

 Selection --means the taking up the different workers by

various acts from the application forms invited through
different sources of internal and externals.

 “Selection is the process in which candidates by

employment are divided into two classes those who are to
be offered employment and those who are not.”
According to Dale Yoder

R.A. SLIDES
 Selection Procedure :

 1) Receiving and screening the

application :
 2) Sending the Blank application form :
 3) Preliminary Interview :
 4) Administering Tests :

R.A. SLIDES
  i) Achievement Test
 ii) Aptitude test
 iii) Trade Test
 iv) Interest Test
 v) Intelligence Test etc.

R.A. SLIDES
  ) Checking References on
5
Investigation of Previous History :
6) Interviewing :
7) Final Selection :

R.A. SLIDES
 TRAINING

 is an instrument of developing the employees by

increasing their skills and improving their
behavior.
 is required to be given to new employees as well
as existing employees
 leads to overall personal development.
 is an act of increasing the knowledge and skill of
an employee for doing a particular job.”

R.A. SLIDES
 Importance of training and development:

 1. Reduction in learning time

 2. Better performance
 3. Reduced supervision
 4. Increases Morale of the employees
 5. Facilitates organizational stability and flexibility
 6. Develops employees skills, talents, competency
 7. Decreased accidents
 8. Better use of raw material and other resources
 9. Increase in production

R.A. SLIDES
 Methods of training:

ON the job OFF the job

Instruction method Lecture method

Apprenticeship method Conferences
Training by supervisors Seminars
Vestibule training Role play
Training by experienced persons Case studies

R.A. SLIDES
 promotion, which occurs when an employee that already works in the
organization is recruited into a position 'up the ladder' from his or her existing
job. A promotion like this generally includes new responsibilities, new
expectations, and often an increase in authority and compensation.
 Transfer is a type of mobility of employees which involves a change in the
job, accompanied by a change in the place of the job, without a change in
responsibilities or remuneration.
 Transfer can be defined as “…the moving of an employee from one job to
another.” It may involve a promotion, demotion or no change in job status
other than moving from one job to another.
 Transfer is “a lateral shift, causing movement of individuals from one position
to another usually without involving any marked change in duties,
responsibilities, skills needed or compensation”.
Reason for Transfers:

 (a) To meet the organisational requirement when there are changes in technology,
volume of production, change in organisational structure, fluctuation in market
conditions etc.
 (b) To satisfy employees’ needs and their desire to work in a friendly atmosphere,
in a department where scope for individual growth is high, in or near their native
place or place of interest.
 (c) To utilize employee’s skills and knowledge where it best suits or required.
 (d) To improve interpersonal relationship and thereby reduce interpersonal
conflicts.
 (e) To give relief to the employees who are over burdened or doing complicated or
risky work for a long period.
 (f) To help the employees whose working hours or place of work is inconvenient to
them.
 (g) To punish employees for violating the disciplinary rules.
 The legal basis for “off-detailing” is Art. 286 of the Labor Code which has
been applied in many industries when, as a consequence of the bona fide
suspension of the operation of a business or undertaking, an employer is
constrained to put employees on floating status for a period not exceeding 6
months.
Floating status

 is defined as a stage for a staff where he is not currently doing work for any
paying client while under the active employ of still under the active employ
of the company.

There are at least 3 possible reasons why staff is placed on a floating status:

• LET GO - the client was not happy with the performance of the staff either
because of attendance/punctuality issues or performance issue.

• CONTRACT TERMINATION – the client did not renew agreement

• CLIENT SUSPENSION OR TERMINATION DUE TO NON-PAYMENT – due to client’s

non settlement of invoice/s the company has decided to pull out all staff
under the account
Suspension

 is when an employee is sent home from work, usually while receiving full pay.
Employers are entitled to suspend an employee pending an investigation
of gross misconduct or other serious disciplinary matter. The right to suspend
will usually be set out in employees' contract of employment or the staff
handbook (if any). Whilst a suspension is not a disciplinary action by itself, it
often leads to disciplinary proceedings.
Why might an employee be suspended?

 To highlight the seriousness of the matter.

 To stop the employee carrying on the gross misconduct that is being alleged.
 To stop the employee interacting with other employees or clients/customers
of the employer, which may otherwise cause a detrimental effect to the
business.
 To enable the employer to properly investigate a disciplinary matter without
hindrance from the employee.
Termination by Employer

 According to Article 282 of the Labor Code, an employer can terminate an

employee for just causes, which could be any of the following:
 serious misconduct or willful disobedience by the employee of the lawful
orders of his employer or representative in connection with his work;
 gross and habitual neglect by the employee of his duties;
 fraud or willful breach by the employee of the trust reposed in him by his
employer or duly authorized representatives;
 commission of a crime or offense by the employee against the person of his
employer or any immediate member of his family or his duly authorized
representatives; and
 other similar causes.
 Employers can also terminate an employee based on authorized causes like
business and health reasons. Art. 283 of the Labor Code states that an employee
can be terminated due to business reasons such as:
 installation of labor-saving devices;
 redundancy;
 retrenchment (reduction of costs) to prevent losses; or
 the closing or cessation of operation.
 For termination of employment based on health reasons, employers are allowed to
terminate employees found suffering from any disease and whose continued
employment is prohibited by law or is prejudicial to his health as well as to the
health of his co-workers (Art. 284, Labor Code). The employer must obtain from a
competent public health authority a certification that the employee’s disease is of
such a nature and at such a stage that it can no longer be cured within a period of
six (6) months even with medical attention.
Voluntary Resignation

 This type of termination is strengthened by the provisions of Art. 285 of the

Labor Code which recognizes two kinds of termination an employee can
initiate – without just cause and with just cause. If the resignation is without
just cause, the employee must give a one (1) month advance written notice
for resignation (commonly referred to as a “resignation letter”) to the
employer to enable them to look for a replacement and prevent work
disruption. If the employee fails to provide a resignation letter, he or she runs
the risk of incurring liability for damages.
Due Process in Termination of Employment

 Due process in the context of employment termination is the right of an

employee to be notified of the reason for his or her dismissal and, in case of
just causes, to be provided the opportunity to defend himself or herself.
 The due process is different for both authorized and just causes. Just cause
involves a two-notice rule while authorized cause requires a 30-day notice. If
due process is not accorded to the employee before termination of the
employment or the termination itself is declared illegal, the employee is
entitled to receive reinstatement and full backwages (Art. 279, Labor Code).
If reinstatement is no longer possible where the dismissal was unjust,
separation pay may be granted.
Dismissals based on just causes involve the
two-notice rule:

 A written notice, commonly referred to as a notice to explain specifying the

grounds for termination and giving the employee ample opportunity to
explain their side;
 A hearing or conference to allow the employee to respond to the charge/s,
present evidence, or rebut the evidence presented against them; and
 A notice of decision indicating the justification for termination as well as the
corresponding sanctions (if any) after due consideration of all evidence.
Due Process for Authorized Causes

 Dismissals based on authorized causes involve the following:

 Submission of a written notice of dismissal to the employee specifying the
grounds for dismissal at least 30 days before the date of termination; and
 A copy of the notice which shall be provided to the Regional Office of the
Department of Labor and Employment (DOLE) where the employer is located.
2019 PHILIPPINES BENEFITS SUMMARY

 Holidays: Ten (10) paid national regular holidays and Eight (8) national
special holidays per year as provided under Proclamation No. 555 (2019
Declared Holidays)
 Vacation: Thirteen (13) vacation leave, with additional 1 day every year
starting on the 3rd year of service and convertible to cash at the end of
each year. Maximum vacation leave is 18 days.
 Retirement: The plan is 100% funded by the company calculated at one
month’s base salary per year of service based on the employee’s latest
basic rate upon normal retirement at age 60, death or total and
permanent disability. Early retirement benefit can be available to 10 years
of service equal to 50% of normal retirement benefit.
 Healthcare: The plan provides a comprehensive health care coverage for employees and
eligible dependents through Medicard’s accredited hospitals and doctors nationwide. The
annual premium for Principal/Employees is 100% shouldered by the company. For direct
dependents, OSPI covers 53% of the cost and the rest of the 47% is on employees
account. The company also maintains an onsite medical clinic manned by a company
nurse per shift and a group of company doctors who reports to the clinic six days a week
on specified time schedules providing free medical consultations, emergency medicines,
minor and first-aid treatments and health counseling. As part of preventive health care,
free multivitamins are also provided to employees while on duty and all employees are
required to undergo an annual medical, dental and eye check-up conducted onsite.
 • Dental: Free dental benefits are likewise provided with two (2) dentists alternately
visiting the factory rendering unlimited dental consultations, unlimited simple tooth
extractions and permanent/temporary fillings, annual oral prophylaxis, re-cementation of
jacket crown inlays and onlays, simple adjustment of dentures and emergency
treatments.
 • Outpatient Medicine Reimbursement: The Company reimburses expenses for outpatient
medicines for employees and dependents. Out-patient medicines are 100% reimbursable
while Php 2,000 per year is provided for dependents. Approval of reimbursement
requires submission of prescription and official receipts.
 • Maternity Grant: Assistance is provided to regular female employees & legal spouse of
male employees: Php 3,000 for miscarriage; Php 1,500 for home delivery; Php 5,000 for
normal delivery; 80% (Employer) - 20% (Employee) for caesarian delivery.
OTHER LEAVES:

 • Sick Leave: Twelve (12) days for the first two years of service and additional
1 day every year starting on the 3rd year. Maximum total sick leave is 15 days.
All unused leave are convertible to cash at the end of the year.
 • Paternity Leave: All married male employees are eligible for 7 working days
up to four (4) child birth including miscarriage of legitimate spouse to be
availed within sixty (60) days from delivery/miscarriage.
 • Bereavement: Three (3) days applicable to immediate family member which
includes the employee’s children, parents, grandparents, brother, sister,
spouse, and parents-in-law.
 • Solo Parent Leave: Seven (7) working days
 Calamity Leave: Two (2) days leave for employees who were affected by flood,
fire and typhoon (must be supported by a Government proclamation or maybe
declared by the Company)
 • Magna Carta for Women (Special Leave): Sixty (60) calendar days leave. This
is given to all female employees who underwent surgery caused by
gynecological disorders and who have rendered at least six (6) months
continuous aggregate employment service for the last twelve (12) months prior
to surgery.
 • Leave for Victims of Violence against Women and Their Children: Ten (10)
days leave benefit shall cover the days that the woman employee has to attend
to medical and legal concerns. The usage of the ten-day leave shall be at the
option of the woman employee. In the event that the leave benefit is not
availed of, it shall not be convertible into cash and shall not be cumulative.
 DISABILITY/LIFE INSURANCE: Employee life insurance is 100% funded by the
Company, provides insurance benefits to the employee’s designated
beneficiaries in the event of disability, terminal/critical illness and death due
to illness or accident. The amount of benefits is specified below:
 Life Insurance Benefit Limit - 26 x monthly base salary base on the employee’s
latest basic rate.
 Accident, Death and Disability Benefit Limit - 24 x monthly base salary based
on the employee’s latest basic rate.
 Total Permanent Disability Benefit Limit - 26 x monthly base salary based on
the employee’s latest basic rate.
 Terminal Illness Benefit Limit – 50% of Life, maximum of Php 3.5M
 Critical Illness Benefit – 60% of Life, maximum of Php 1M
 Burial Benefit - 7.5% of Life (max of 100k)
OTHER BENEFITS:

 • 13th month: The Company grants a 13th month pay equivalent to one (1)
month’s pay to all eligible employees provided that they worked for at least
one (1) month during a calendar year.
 • Mid-year Bonus: The company grants bonus equivalent to a half month pay to
all probationary and regular employees.
 • Rice Allowance: The Company provides a tax-free rice subsidy to all regular
and probationary employees and credited to their payroll account every 30th
of the month
 • Meal Subsidy: The Company provides its employees with a meal allowance to
partially cover daily meals expenses. An employee must have rendered the
minimum number of hours per day to get a full or half-meal credit.
 • Tuition Fee Subsidy: Php 2,500 is given to regular and probationary
employees every April.
 Employee’s Educational Assistance Program: Provides reimbursement of duly
approved educational expenses upon satisfactory completion of the course
provided that the degree or course taken is relevant to the employee’s present
or prospective job assignment. Maximum reimbursement per term is P 10,000.
All regular employees are eligible to this benefit.
 • Kapwa Tulong Club: Cash assistance provided to an employee (KTC members
only) for death of immediate dependents and during calamity. The company
matches the contribution of employees thru the Kapwa Tulong Program which
is administered through salary deduction.
 • Attendance Bonus: A bonus equivalent to one day pay given to all Regular and
Probationary Employees who are Job Grade 8 & below, and all Technicians.
Associates must have perfect attendance in one (1) month with no tardiness,
undertime or unexcused absence.
 Prolong Sickness (PSL) Benefits: It is given to all employees with at least four months of service.
Purpose of this benefit is to provide regular employees with salary protection during
recuperation period from certain medical conditions. The condition may include but not limited
to; o Chronic ailments requiring at least one month of treatment whether through
hospitalization or outpatient basis.

 Major Operative procedures such as, but not limited to, general and specialized surgeries, and
major gynecological operation. Obstetrical surgical procedures such as caesarian section are not
included under this benefit.
 Post-injury conditions which warrant long recuperation period.
 • Loyalty Token – Employees are recognized for their loyal and dedicated service to the
company for every five years of continuous service by the way of gift check or token, plus
plaque of appreciation during the service award ceremony.
 COMPLIANCEGUIDE
 *will be paid by the Government
 ** employing not more than 10 workers