Module 2

Objectives:

After going through this lesson, students are

expected to:
 Define staffing;
 Explain the definition and nature of staffing;
 Prepare job analysis.
Activity 1
Directions: Put in all the terms related to the function
of management –staffing otherwise put X.

______ 1. Authority ______ 7. Recruitment

______ 2. Customer ______ 8. Promotion
______ 3. Employee ______ 9. Manpower
______ 4. Goal ______ 10. Salary
______ 5.Time ______ 11. Business
______ 6. Training ______ 12. Selection
DEFINITION OF STAFFING

Staffing is defined as the filling and keeping

filled positions in the organizational structure.
This is done by identifying work-force
requirements, inventorying the people available,
recruiting, selecting, placing, promoting,
appraising, planning the careers, compensating,
training, developing existing staff or new
recruits, so that they can accomplish their tasks
effectively and efficiently.”
The definitions of the staffing function as
given by the different management experts
are given below.
 “The managerial function of staffing involves operating the
organizational structure through proper and effective selection,
appraisal and development of personnel to fill the roles designed
into the structure.” – Koontz and O’ Donnell

 “Staffing relates to the recruitment, selection, development,

training, compensation of subordinate managers.” – Theo
Haimann

 “Staffing is the function by which managers build an

organization through the recruitment, selection, and
development of individuals as capable employees.” – McFarland
“
 Staffing 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.” – Dyck and Neubert
 Staffing the process involved in identifying, assessing,
placing, evaluating and directing individuals at work.” – S.
Benjamin

 “Staffing is the function by which managers build an

organization through the recruitment, selection, and
development of individuals as capable employees.” –
McFarland.
NATURE OF STAFFING

 Staffing is an important managerial function. Staffing

function is normally the sub function of the organizing
function. All the five functions of the management;
planning, organizing, directing, coordinating, and
controlling depend upon the employees of the
organization which are made available through the
staffing function.
 Staffing is a pervasive activity. It is carried out in every
organization and at all the levels of the management in
the organization.
 Staffingis a continuous activity. This is due
to the fact that the function of staffing
continues throughout the life of the
organization.
 The basis of staffing function is the efficient
management of personnel. The process
involved in the staffing function in the
organization is efficiently managed by a
system or with well-tried procedures.
 The function of staffing helps in placing right
men at the right job. It can be done effectively
through proper recruitment procedures and
then finally selecting the most suitable
candidate as per the job requirements.
 Staffing involves people. This emphasizes
that people are considered a valuable resource
in any organization. It is concerned with all
people in all levels of the organization.
 Staffing requires application of human skills
.Staffing function is concerned with training
and developing people. Every manager
should use their human and interpersonal
skill in providing guidance and training to the
subordinates.
CHARACTERISTICS OF STAFFING

 It is an essential element of
management.
 It is goal-oriented.
 It is performed within the enterprise
by all the managers at all the times.
It is intangible in nature.
 It is concerned with matching the people
with the jobs.
 It is a process, not an isolated function.
 It is concerned with total management
system.
 Its efficiency varies from one enterprise
to another, and from one time period to
another even within an enterprise.
FUNCTIONS OF STAFFING

 Attracting a quality workforce. Staffing

attract talented and skilled people into the
organization in an effort to find the best
people suitable for the job
 Developing quality workforce. Staffing
focuses on making sure that employees
admitted to the organization know how to
perform their duties properly
 Maintaining a quality workforce. Staffing
should be able to encourage employees to
stay in the organization by providing them
with opportunities to make their work and
work setting convenient as well as
opportunities to grow both on and outside of
their jobs.
OBJECTIVES OF STAFFING

To help the organization meet its goals

To make use of the skills and abilities of
the organization’s workforce
effectively
To provide the organization with
employees who are fit for the job
To give employees with job
satisfaction and self-actualization
To enable employees to develop and
maintain a quality work-life balance
STEPS IN THE STAFFING PROCESS

1. Manpower planning. It involves

determining the quantitative and
qualitative requirements of manpower
or labor in an organization
2. Recruitment. This is the process of
searching for prospective employees
and enticing them to apply for various
jobs and positions in an organization
3. Selection. This process of
selecting the persons who are most
suitable for the jobs in an
organization
4. Placement. This means putting a
particular person on the job for
which he or she was selected
5. Induction. This is where a new employee is
provided the necessary information he or she has
to know about the company
6. Orientation. This is where a new employee is
introduced to his/her immediate work
environment and co-employees.
7. Training This involves providing the employee
with the necessary skills, abilities, and
competencies he or she needs to function
properly with his or her current jobs
8. Development. This involves providing employees
with opportunities for promotion to future or higher
jobs
9. Compensation or Remuneration. This involves
providing a reasonable and equitable monetary
equivalent to an employee’s nature of work.
10. Performance evaluation or appraisal. This involves
determining how efficiently an employee performs
his or her job and knowing his or her aptitudes and
other qualities necessary for performing the jobs
assigned to him or her from the company
11. Promotion. This is the process of upgrading an
employee to a higher position involving an increase in
rank, prestige or status, and responsibilities.
12. Demotion. This is the process of moving down an
employee to a lower position which less pay and/or
responsibility
13. Transfer. This involves movement of an employee
from one job to another with or without any increase
in pay, status, or responsibilities.
14. Separation. This is when an employee is separated
from the company
 Business Situation

Xian’s Supply Co. located in the New Housemate Market, having six
different locations, needed immediate temporary workers to meet
their workers’ demands due to heavy storms that passed in the city.
They had never previously hired temporary workers in the company,
but due to the urgency, they made a decision to partner with
Recruitment Agencies. They made this decision due to the high
number of employees they needed and the lack of the workers they
had locally. The skills, experience and education of the needed
employees was a wide range and would require different recruiters to
handle each. These positions included: warehouseman, general
labors, clerical, purchasing, warehouse managers and sales clerk.
There was a time frame of two weeks to set up and deliver a total of
140 people in the first month.
CASE ANALYSIS WORKSHEET

1. What are the positions urgently needed in the company?

2. What are the key issues or problems of the case? How did they find solution to their
problems?

3. Do you think their decision to look for temporary workers through external sources
are effective? Why? Make other suggestion.