SlideShare una empresa de Scribd logo
1 de 15
Descargar para leer sin conexión
1
Chapter 5: Staffing
Learning Objectives
At the end of the chapter, you are all expected to understand
the following:
 Definition of Staffing
 Nature of Staffing
 Recruitment
 Selection
 Training
 Identifying Training Needs
 Types of Training
 Human Asset Accounting
 Movements of Personnel
What is Staffing?
 the process of recruiting, selecting and training of
men.
 putting the right men on the right jobs.
 involves manning the organizational structure
through proper and effective evaluation, selection and
development of people to perform the roles.
Nature of Staffing
 All business organizations should focus their
attention and be concerned about the
effectiveness and efficiency of their employees
especially their managers.
 the staffing function includes the
determination of manpower needs, the
discovery of persons to fill these needs, their
recruitment and employment, their
replacement and orientation and the
rearrangement of team members through
promotion and transfers.
What is Recruitment?
 the process of encouraging, inducing, or
influencing applicants to apply for a certain
vacant position.
 whenever there are vacancies, it is
necessary to find a person to fill those
vacancies .
 some organizations do not wait until the
vacancy arises, but they anticipate such
vacancies and new openings in the short
and long run and thus plan for the future
needs.
Steps in Recruitment
Step One – Studying the Different Jobs in the Company and
Writing Description and Specifications (Job Analysis)
Job description defines the duties and responsibilities of a particular
position. A description of the duties and responsibilities attached to
the job enables the employment officer to determine the special
qualification which an individual must possess in order to do the job
successfully. Job specification gives the specific qualifications
required for the position: amount and type of experience, special
training, skull and physical demands, age, and others.
Principles of Management Chapter 5 Staffing
Principles of Management Chapter 5 Staffing
Steps in Recruitment
Step Two – Requisition of New Employee
 To inform the personnel department, the line supervisor or the department head
concerned should accomplish a formal requisition form, indicating the position to be
filled, the date when the new employee will be needed, the pay rate, the required
qualifications, job description, approval by the responsible official of the company and
others.
Step Three – Actual Recruitment of Applicants
 Process by which prospective applicants are induced to apply in the company in
order that their qualifications for present and anticipated vacancies can be evaluated
through sound screening and selection procedures.
Sources of Labor/Applicants:
a. Internal – employees recruited within the company.
b. External – applicants recruited through schools, references, advertisements,
placements agencies, etc.
Selection
 the process of getting the most qualified applicant among different job
seekers.
Step 1 – Reception of Applicants – Preliminary screening or sight
screening to eliminate undesirable applicants. Applicants are being
interviewed to be considered or not for further interviews or examination.
Step 2 – Preliminary Interview – Purposes: 1. how qualified the applicant,
2. to provide information of the job, 3. to create goodwill to the company.
Interviewer uses the applicant’s resume, employment tests and background
investigation.
Step 3 – Application Form – Used for the following:
1. As a guide when interviewing the applicant
2. Basis for eliminating applicants with unfavorable personal data
3. Matching the qualifications of the applicant
4. For checking applicant’s records
5. As part of employee’s permanent record
Selection
Step 4 – Employment Test – Testing the applicant’s abilities
Step 5 – Final Selection by Immediate Supervisor or Department Head
1. Management’s Decision – Applicant’s best fit for the job.
2. Applicant’s Decision – If the job is really for him.
3. Supervisor Decision – If the applicant can work for him and the team.
Step 6 – Physical and Medical Examination – Must pass the medical and
physical exam to prevent contamination of contagious disease and hiring of
liability employees.
Step 7 – Hiring – After steps 1 – 6, applicant to the HR dept for the
completion of the hiring process.
Step 8 – Orientation/Induction/Indoctrination – New employees are
oriented on company policies, rules and regulations, etc.
Training
 According to Labor Code of the Philippines, it is the
systematic development of the attitude, knowledge, behavior
patterns for adequate performance of a given job or task.
 It is a day to day, year-round task.
 All employees on a new job undergo a learning process
whether or not formal training exists.
Identifying Training Needs
 Training must be aimed at the accomplishment of some organizational goals, such as more efficient
production methods, improved quality product/services, or reduced operating costs.
Common Types of Training
1. On-the-Job Training and Job Rotation – Normally given by a senior employee or supervisor. Trainee
is shown how to perform the job and allowed to do it under the trainer’s supervision. Job-rotation or
cross-training allows flexibility in the department.
2. Vestibule Training – Procedure and equipment similar to those used in the actual job are set up in a
special working area. Trainee is taught how to perform the job at a comfortable pace without the
pressure of production schedule.
3. Apprenticeship Training – Generally lasts from one month to a year. During this time, the trainee
works under the guidance of a skilled worker.
4. Classroom Training – Use of classroom for teaching actual material, concepts, principles and theories.
5. Programming Instructions – Training is facilitated through computers in text form and/or computer
video displays.
6. Management Development Program – a systematic process of training and growth by which
individuals gain and apply knowledge, skills, insights and attitude to manage work organizations
effectively. Popular methods: Understudy assignment, Coaching, Experience, Job Rotation, Special
Projects, Lectures, Case Studies, Role Playing, In-Basket Techniques, Business Management Games
and University and Professional Association Seminars.
Human Asset Accounting
 it evaluates costs incurred by organization in recruiting, hiring, training, and
developing their human assets.
Methods in finding the financial value:
1. Start up costs – derive the original cost of hiring and training personnel as well
as the costs of developing working relationships.
2. Replacement costs – estimate costs of replacing current employees with others
of equivalent talents and experiences.
3. Present-value-method – multiply the present value of the wage payment for the
future five years.
4. Goodwill method – allocates a portion of the company’s earnings in excess to
the industry average to HR.
Movement of Personnel
Transfer – refers to shifting of an employee from one position to
another without increasing his duties, responsibilities, or pay.
Promotion – refers to shifting of an employee to a new position to
which both his status and responsibilities are increase. Higher salary
does not always accompany it but at least will follow soon.
Separation – may either be temporary, permanent, voluntary or
involuntary
1. Lay-off – Temporary and involuntary usually traceable to a
negative business condition.
2. Discharged – Permanent separation of an employee at a will of
the employer.
3. Resignation – Voluntary and permanent due to low morale, low
salary, etc.
4. Retirement – Either voluntary or involuntary. Voluntary if employee
retires upon reaching the number of years of service in the
company. Involuntary if the employee reached the retirement age
of 65.

Más contenido relacionado

La actualidad más candente

Robbins mgmt11 ppt02(1)
Robbins mgmt11 ppt02(1)Robbins mgmt11 ppt02(1)
Robbins mgmt11 ppt02(1)chohan111
 
Ch 6 managers as decision makers
Ch 6 managers as decision makersCh 6 managers as decision makers
Ch 6 managers as decision makersNardin A
 
Chapter 14 management (10 th edition) by robbins and coulter
Chapter 14 management (10 th edition) by robbins and coulterChapter 14 management (10 th edition) by robbins and coulter
Chapter 14 management (10 th edition) by robbins and coulterMd. Abul Ala
 
Chapter 12 management (9 th edition) by robbins and coulter
Chapter 12 management (9 th edition) by robbins and coulterChapter 12 management (9 th edition) by robbins and coulter
Chapter 12 management (9 th edition) by robbins and coulterMd. Abul Ala
 
Ch 10 managing human resources
Ch 10 managing human resourcesCh 10 managing human resources
Ch 10 managing human resourcesNardin A
 
Chapter 1 challenges of human resource management
Chapter 1 challenges of human resource managementChapter 1 challenges of human resource management
Chapter 1 challenges of human resource managementAhmed Muse Ismail
 
Chapter 11 management (10 th edition) by robbins and coulter
Chapter 11 management (10 th edition) by robbins and coulterChapter 11 management (10 th edition) by robbins and coulter
Chapter 11 management (10 th edition) by robbins and coulterMd. Abul Ala
 
Chapter 4 management (10 th edition) by robbins and coulter
Chapter 4 management (10 th edition) by robbins and coulterChapter 4 management (10 th edition) by robbins and coulter
Chapter 4 management (10 th edition) by robbins and coulterMd. Abul Ala
 
Foundations of Planning ( Management Chapter 7 )
Foundations of Planning ( Management Chapter 7 )Foundations of Planning ( Management Chapter 7 )
Foundations of Planning ( Management Chapter 7 )Qamar Farooq
 
Ch 17 introduction to controlling
Ch 17 introduction to controllingCh 17 introduction to controlling
Ch 17 introduction to controllingNardin A
 
10erobbins ppt01 r
10erobbins ppt01   r10erobbins ppt01   r
10erobbins ppt01 rSara Ibrahim
 
Ch 9 organizational structure and design
Ch 9 organizational structure and designCh 9 organizational structure and design
Ch 9 organizational structure and designNardin A
 
Chapter 6: Managers as Decision Makers
Chapter 6: Managers as Decision MakersChapter 6: Managers as Decision Makers
Chapter 6: Managers as Decision MakersNardin A
 
Ch 5 social responsibility and managerial ethics
Ch 5 social responsibility and managerial ethicsCh 5 social responsibility and managerial ethics
Ch 5 social responsibility and managerial ethicsNardin A
 
Ch 8 strategic management
Ch 8 strategic managementCh 8 strategic management
Ch 8 strategic managementNardin A
 
Chapter 10 management (10 th edition) by robbins and coulter
Chapter 10 management (10 th edition) by robbins and coulterChapter 10 management (10 th edition) by robbins and coulter
Chapter 10 management (10 th edition) by robbins and coulterMd. Abul Ala
 
Chapter 13 management (10 th edition) by robbins and coulter
Chapter 13 management (10 th edition) by robbins and coulterChapter 13 management (10 th edition) by robbins and coulter
Chapter 13 management (10 th edition) by robbins and coulterMd. Abul Ala
 
Ch 10 basic organization design
Ch 10 basic organization designCh 10 basic organization design
Ch 10 basic organization designErum Iqbal
 
Ch 1 introduction to management and organizations
Ch 1 introduction to management and organizationsCh 1 introduction to management and organizations
Ch 1 introduction to management and organizationsNardin A
 

La actualidad más candente (20)

Chapter 4 hr
Chapter 4 hrChapter 4 hr
Chapter 4 hr
 
Robbins mgmt11 ppt02(1)
Robbins mgmt11 ppt02(1)Robbins mgmt11 ppt02(1)
Robbins mgmt11 ppt02(1)
 
Ch 6 managers as decision makers
Ch 6 managers as decision makersCh 6 managers as decision makers
Ch 6 managers as decision makers
 
Chapter 14 management (10 th edition) by robbins and coulter
Chapter 14 management (10 th edition) by robbins and coulterChapter 14 management (10 th edition) by robbins and coulter
Chapter 14 management (10 th edition) by robbins and coulter
 
Chapter 12 management (9 th edition) by robbins and coulter
Chapter 12 management (9 th edition) by robbins and coulterChapter 12 management (9 th edition) by robbins and coulter
Chapter 12 management (9 th edition) by robbins and coulter
 
Ch 10 managing human resources
Ch 10 managing human resourcesCh 10 managing human resources
Ch 10 managing human resources
 
Chapter 1 challenges of human resource management
Chapter 1 challenges of human resource managementChapter 1 challenges of human resource management
Chapter 1 challenges of human resource management
 
Chapter 11 management (10 th edition) by robbins and coulter
Chapter 11 management (10 th edition) by robbins and coulterChapter 11 management (10 th edition) by robbins and coulter
Chapter 11 management (10 th edition) by robbins and coulter
 
Chapter 4 management (10 th edition) by robbins and coulter
Chapter 4 management (10 th edition) by robbins and coulterChapter 4 management (10 th edition) by robbins and coulter
Chapter 4 management (10 th edition) by robbins and coulter
 
Foundations of Planning ( Management Chapter 7 )
Foundations of Planning ( Management Chapter 7 )Foundations of Planning ( Management Chapter 7 )
Foundations of Planning ( Management Chapter 7 )
 
Ch 17 introduction to controlling
Ch 17 introduction to controllingCh 17 introduction to controlling
Ch 17 introduction to controlling
 
10erobbins ppt01 r
10erobbins ppt01   r10erobbins ppt01   r
10erobbins ppt01 r
 
Ch 9 organizational structure and design
Ch 9 organizational structure and designCh 9 organizational structure and design
Ch 9 organizational structure and design
 
Chapter 6: Managers as Decision Makers
Chapter 6: Managers as Decision MakersChapter 6: Managers as Decision Makers
Chapter 6: Managers as Decision Makers
 
Ch 5 social responsibility and managerial ethics
Ch 5 social responsibility and managerial ethicsCh 5 social responsibility and managerial ethics
Ch 5 social responsibility and managerial ethics
 
Ch 8 strategic management
Ch 8 strategic managementCh 8 strategic management
Ch 8 strategic management
 
Chapter 10 management (10 th edition) by robbins and coulter
Chapter 10 management (10 th edition) by robbins and coulterChapter 10 management (10 th edition) by robbins and coulter
Chapter 10 management (10 th edition) by robbins and coulter
 
Chapter 13 management (10 th edition) by robbins and coulter
Chapter 13 management (10 th edition) by robbins and coulterChapter 13 management (10 th edition) by robbins and coulter
Chapter 13 management (10 th edition) by robbins and coulter
 
Ch 10 basic organization design
Ch 10 basic organization designCh 10 basic organization design
Ch 10 basic organization design
 
Ch 1 introduction to management and organizations
Ch 1 introduction to management and organizationsCh 1 introduction to management and organizations
Ch 1 introduction to management and organizations
 

Destacado

Chapter 04 Directing function of management
Chapter 04 Directing function of managementChapter 04 Directing function of management
Chapter 04 Directing function of managementPatel Jay
 
Directing as management function
Directing as management functionDirecting as management function
Directing as management functionPragati Jain
 
Malimu organization of health services
Malimu organization of health servicesMalimu organization of health services
Malimu organization of health servicesMiharbi Ignasm
 
Principles of Management Controlling
Principles of Management ControllingPrinciples of Management Controlling
Principles of Management ControllingDr. John V. Padua
 
Health care system of nepal
Health care system of nepalHealth care system of nepal
Health care system of nepalroshan khadka
 
Staffing,estmn,scheduling
Staffing,estmn,schedulingStaffing,estmn,scheduling
Staffing,estmn,schedulingligi xavier
 
National nutrition programs
National nutrition programsNational nutrition programs
National nutrition programssurendra sharma
 
Organization Management, business presentations
Organization Management, business presentationsOrganization Management, business presentations
Organization Management, business presentationshttp://www.drawpack.com
 
Directing ppt
Directing pptDirecting ppt
Directing pptSrv Saboo
 
Staffing- Principles of Management
Staffing- Principles of ManagementStaffing- Principles of Management
Staffing- Principles of Managementsaniejoie gestosani
 
Slideshare.Com Powerpoint
Slideshare.Com PowerpointSlideshare.Com Powerpoint
Slideshare.Com Powerpointguested929b
 
Staffing - Management
Staffing - ManagementStaffing - Management
Staffing - ManagementSanchit
 

Destacado (14)

Chapter 04 Directing function of management
Chapter 04 Directing function of managementChapter 04 Directing function of management
Chapter 04 Directing function of management
 
Directing as management function
Directing as management functionDirecting as management function
Directing as management function
 
Malimu organization of health services
Malimu organization of health servicesMalimu organization of health services
Malimu organization of health services
 
Principles of Management Controlling
Principles of Management ControllingPrinciples of Management Controlling
Principles of Management Controlling
 
Nature of Staffing
Nature of Staffing Nature of Staffing
Nature of Staffing
 
Health care system of nepal
Health care system of nepalHealth care system of nepal
Health care system of nepal
 
Staffing,estmn,scheduling
Staffing,estmn,schedulingStaffing,estmn,scheduling
Staffing,estmn,scheduling
 
National nutrition programs
National nutrition programsNational nutrition programs
National nutrition programs
 
Organization Management, business presentations
Organization Management, business presentationsOrganization Management, business presentations
Organization Management, business presentations
 
Directing ppt
Directing pptDirecting ppt
Directing ppt
 
Staffing- Principles of Management
Staffing- Principles of ManagementStaffing- Principles of Management
Staffing- Principles of Management
 
Staffing Process
Staffing ProcessStaffing Process
Staffing Process
 
Slideshare.Com Powerpoint
Slideshare.Com PowerpointSlideshare.Com Powerpoint
Slideshare.Com Powerpoint
 
Staffing - Management
Staffing - ManagementStaffing - Management
Staffing - Management
 

Similar a Principles of Management Chapter 5 Staffing

Organization-Management-_20231122_053053_0000 (1).pdf
Organization-Management-_20231122_053053_0000 (1).pdfOrganization-Management-_20231122_053053_0000 (1).pdf
Organization-Management-_20231122_053053_0000 (1).pdfbacanijovielyn09
 
( ORG AND MANAGEMENT (GROUP 1).pptx
( ORG AND MANAGEMENT (GROUP 1).pptx( ORG AND MANAGEMENT (GROUP 1).pptx
( ORG AND MANAGEMENT (GROUP 1).pptxJacobLabrador
 
( ORG AND MANAGEMENT (GROUP 1).pptx
 ( ORG AND MANAGEMENT (GROUP 1).pptx ( ORG AND MANAGEMENT (GROUP 1).pptx
( ORG AND MANAGEMENT (GROUP 1).pptxJacobLabrador
 
Staffing in management
Staffing in managementStaffing in management
Staffing in managementAglaia Connect
 
organizational management lesson plan modules
organizational management lesson plan modulesorganizational management lesson plan modules
organizational management lesson plan modulesPyeJjBagz
 
CEM Report
CEM ReportCEM Report
CEM ReportJoey S.
 
Group 5 HRM PRESENTATION.pptx
Group 5 HRM PRESENTATION.pptxGroup 5 HRM PRESENTATION.pptx
Group 5 HRM PRESENTATION.pptxNayyabMirTahir
 
HUMAN RESOURCES.pptx
HUMAN RESOURCES.pptxHUMAN RESOURCES.pptx
HUMAN RESOURCES.pptxbeminaja
 
2. Staffing Process : XII Business Studies
2. Staffing Process : XII Business Studies2. Staffing Process : XII Business Studies
2. Staffing Process : XII Business StudiesPratap Naik
 
The Nature, Recruitment and Selection Process.pptx
The Nature, Recruitment and Selection Process.pptxThe Nature, Recruitment and Selection Process.pptx
The Nature, Recruitment and Selection Process.pptxPantzPastor
 
Staffing (Organizational Management)
Staffing (Organizational Management)Staffing (Organizational Management)
Staffing (Organizational Management)EricaVS
 
Recruitmentandselection presentation
Recruitmentandselection presentationRecruitmentandselection presentation
Recruitmentandselection presentationMohamed Ateyah
 
Human resource management
Human resource managementHuman resource management
Human resource managementDidini Chenkual
 
Human resources management and planningg
Human resources management and planninggHuman resources management and planningg
Human resources management and planninggahmedaboalenin95
 
CH 4.pptx
CH 4.pptxCH 4.pptx
CH 4.pptxObsa2
 
Chapter-2.pdf
Chapter-2.pdfChapter-2.pdf
Chapter-2.pdfDraGular1
 

Similar a Principles of Management Chapter 5 Staffing (20)

Organization-Management-_20231122_053053_0000 (1).pdf
Organization-Management-_20231122_053053_0000 (1).pdfOrganization-Management-_20231122_053053_0000 (1).pdf
Organization-Management-_20231122_053053_0000 (1).pdf
 
( ORG AND MANAGEMENT (GROUP 1).pptx
( ORG AND MANAGEMENT (GROUP 1).pptx( ORG AND MANAGEMENT (GROUP 1).pptx
( ORG AND MANAGEMENT (GROUP 1).pptx
 
( ORG AND MANAGEMENT (GROUP 1).pptx
 ( ORG AND MANAGEMENT (GROUP 1).pptx ( ORG AND MANAGEMENT (GROUP 1).pptx
( ORG AND MANAGEMENT (GROUP 1).pptx
 
Staffing in management
Staffing in managementStaffing in management
Staffing in management
 
organizational management lesson plan modules
organizational management lesson plan modulesorganizational management lesson plan modules
organizational management lesson plan modules
 
CEM Report
CEM ReportCEM Report
CEM Report
 
Group 5 HRM PRESENTATION.pptx
Group 5 HRM PRESENTATION.pptxGroup 5 HRM PRESENTATION.pptx
Group 5 HRM PRESENTATION.pptx
 
HUMAN RESOURCES.pptx
HUMAN RESOURCES.pptxHUMAN RESOURCES.pptx
HUMAN RESOURCES.pptx
 
2. Staffing Process : XII Business Studies
2. Staffing Process : XII Business Studies2. Staffing Process : XII Business Studies
2. Staffing Process : XII Business Studies
 
Assignment hrm
Assignment hrmAssignment hrm
Assignment hrm
 
The Nature, Recruitment and Selection Process.pptx
The Nature, Recruitment and Selection Process.pptxThe Nature, Recruitment and Selection Process.pptx
The Nature, Recruitment and Selection Process.pptx
 
Hrm notes for merge
Hrm notes   for mergeHrm notes   for merge
Hrm notes for merge
 
Chapter 6
Chapter 6Chapter 6
Chapter 6
 
Staffing (Organizational Management)
Staffing (Organizational Management)Staffing (Organizational Management)
Staffing (Organizational Management)
 
Recruitmentandselection presentation
Recruitmentandselection presentationRecruitmentandselection presentation
Recruitmentandselection presentation
 
Human resource management
Human resource managementHuman resource management
Human resource management
 
Human resources management and planningg
Human resources management and planninggHuman resources management and planningg
Human resources management and planningg
 
CH 4.pptx
CH 4.pptxCH 4.pptx
CH 4.pptx
 
Chapter-2.pdf
Chapter-2.pdfChapter-2.pdf
Chapter-2.pdf
 
human resource planning
human resource planninghuman resource planning
human resource planning
 

Más de Dr. John V. Padua

PQT - Total Productive Maintenance
PQT - Total Productive MaintenancePQT - Total Productive Maintenance
PQT - Total Productive MaintenanceDr. John V. Padua
 
Quality Function Development
Quality Function DevelopmentQuality Function Development
Quality Function DevelopmentDr. John V. Padua
 
Business Process Benchmarking
Business Process BenchmarkingBusiness Process Benchmarking
Business Process BenchmarkingDr. John V. Padua
 
Chapter 3 Total Quality Management - Total Quality in Organizations
Chapter 3 Total Quality Management - Total Quality in OrganizationsChapter 3 Total Quality Management - Total Quality in Organizations
Chapter 3 Total Quality Management - Total Quality in OrganizationsDr. John V. Padua
 
Marketing Research: Research Format/Template
Marketing Research: Research Format/TemplateMarketing Research: Research Format/Template
Marketing Research: Research Format/TemplateDr. John V. Padua
 
Marketing Research: Introduction to Writing and Parts of a Research
Marketing Research: Introduction to Writing and Parts of a ResearchMarketing Research: Introduction to Writing and Parts of a Research
Marketing Research: Introduction to Writing and Parts of a ResearchDr. John V. Padua
 
Production and Quality Tools: The Basic Seven Quality Tools
Production and Quality Tools: The Basic Seven Quality ToolsProduction and Quality Tools: The Basic Seven Quality Tools
Production and Quality Tools: The Basic Seven Quality ToolsDr. John V. Padua
 
Production and Quality Tools: Seven Quality Tools and Introduction to Statistics
Production and Quality Tools: Seven Quality Tools and Introduction to StatisticsProduction and Quality Tools: Seven Quality Tools and Introduction to Statistics
Production and Quality Tools: Seven Quality Tools and Introduction to StatisticsDr. John V. Padua
 
Production and Quality Tools: The 7 Basic Quality Tools
Production and Quality Tools: The 7 Basic Quality ToolsProduction and Quality Tools: The 7 Basic Quality Tools
Production and Quality Tools: The 7 Basic Quality ToolsDr. John V. Padua
 
Chapter 1 TQM Introduction to Quality
Chapter 1 TQM Introduction to QualityChapter 1 TQM Introduction to Quality
Chapter 1 TQM Introduction to QualityDr. John V. Padua
 
Marketing Research Introduction
Marketing Research IntroductionMarketing Research Introduction
Marketing Research IntroductionDr. John V. Padua
 
Services Marketing Chapter 10 Building Customer Loyalty Through Services Quality
Services Marketing Chapter 10 Building Customer Loyalty Through Services QualityServices Marketing Chapter 10 Building Customer Loyalty Through Services Quality
Services Marketing Chapter 10 Building Customer Loyalty Through Services QualityDr. John V. Padua
 
Principle Management Chapter 9 Management Information Systems
Principle Management Chapter 9 Management Information SystemsPrinciple Management Chapter 9 Management Information Systems
Principle Management Chapter 9 Management Information SystemsDr. John V. Padua
 
Marketing Management Chapter 7 Brands
Marketing Management Chapter 7 BrandsMarketing Management Chapter 7 Brands
Marketing Management Chapter 7 BrandsDr. John V. Padua
 
Services Marketing Chapter 9 Promoting an Interactive Service Experience
Services Marketing Chapter 9 Promoting an Interactive Service ExperienceServices Marketing Chapter 9 Promoting an Interactive Service Experience
Services Marketing Chapter 9 Promoting an Interactive Service ExperienceDr. John V. Padua
 
Marketing Management Products Goods and Services
Marketing Management Products Goods and ServicesMarketing Management Products Goods and Services
Marketing Management Products Goods and ServicesDr. John V. Padua
 
Investment Management Mutual Funds and Its Types
Investment Management Mutual Funds and Its TypesInvestment Management Mutual Funds and Its Types
Investment Management Mutual Funds and Its TypesDr. John V. Padua
 
Chapter 8 Setting Price for a Service Rendered
Chapter 8 Setting Price for a Service RenderedChapter 8 Setting Price for a Service Rendered
Chapter 8 Setting Price for a Service RenderedDr. John V. Padua
 
Chapter 7 Managing the Customer Mix
Chapter 7 Managing the Customer MixChapter 7 Managing the Customer Mix
Chapter 7 Managing the Customer MixDr. John V. Padua
 
Principles of Management Chapter 6 Directing
Principles of Management Chapter 6 DirectingPrinciples of Management Chapter 6 Directing
Principles of Management Chapter 6 DirectingDr. John V. Padua
 

Más de Dr. John V. Padua (20)

PQT - Total Productive Maintenance
PQT - Total Productive MaintenancePQT - Total Productive Maintenance
PQT - Total Productive Maintenance
 
Quality Function Development
Quality Function DevelopmentQuality Function Development
Quality Function Development
 
Business Process Benchmarking
Business Process BenchmarkingBusiness Process Benchmarking
Business Process Benchmarking
 
Chapter 3 Total Quality Management - Total Quality in Organizations
Chapter 3 Total Quality Management - Total Quality in OrganizationsChapter 3 Total Quality Management - Total Quality in Organizations
Chapter 3 Total Quality Management - Total Quality in Organizations
 
Marketing Research: Research Format/Template
Marketing Research: Research Format/TemplateMarketing Research: Research Format/Template
Marketing Research: Research Format/Template
 
Marketing Research: Introduction to Writing and Parts of a Research
Marketing Research: Introduction to Writing and Parts of a ResearchMarketing Research: Introduction to Writing and Parts of a Research
Marketing Research: Introduction to Writing and Parts of a Research
 
Production and Quality Tools: The Basic Seven Quality Tools
Production and Quality Tools: The Basic Seven Quality ToolsProduction and Quality Tools: The Basic Seven Quality Tools
Production and Quality Tools: The Basic Seven Quality Tools
 
Production and Quality Tools: Seven Quality Tools and Introduction to Statistics
Production and Quality Tools: Seven Quality Tools and Introduction to StatisticsProduction and Quality Tools: Seven Quality Tools and Introduction to Statistics
Production and Quality Tools: Seven Quality Tools and Introduction to Statistics
 
Production and Quality Tools: The 7 Basic Quality Tools
Production and Quality Tools: The 7 Basic Quality ToolsProduction and Quality Tools: The 7 Basic Quality Tools
Production and Quality Tools: The 7 Basic Quality Tools
 
Chapter 1 TQM Introduction to Quality
Chapter 1 TQM Introduction to QualityChapter 1 TQM Introduction to Quality
Chapter 1 TQM Introduction to Quality
 
Marketing Research Introduction
Marketing Research IntroductionMarketing Research Introduction
Marketing Research Introduction
 
Services Marketing Chapter 10 Building Customer Loyalty Through Services Quality
Services Marketing Chapter 10 Building Customer Loyalty Through Services QualityServices Marketing Chapter 10 Building Customer Loyalty Through Services Quality
Services Marketing Chapter 10 Building Customer Loyalty Through Services Quality
 
Principle Management Chapter 9 Management Information Systems
Principle Management Chapter 9 Management Information SystemsPrinciple Management Chapter 9 Management Information Systems
Principle Management Chapter 9 Management Information Systems
 
Marketing Management Chapter 7 Brands
Marketing Management Chapter 7 BrandsMarketing Management Chapter 7 Brands
Marketing Management Chapter 7 Brands
 
Services Marketing Chapter 9 Promoting an Interactive Service Experience
Services Marketing Chapter 9 Promoting an Interactive Service ExperienceServices Marketing Chapter 9 Promoting an Interactive Service Experience
Services Marketing Chapter 9 Promoting an Interactive Service Experience
 
Marketing Management Products Goods and Services
Marketing Management Products Goods and ServicesMarketing Management Products Goods and Services
Marketing Management Products Goods and Services
 
Investment Management Mutual Funds and Its Types
Investment Management Mutual Funds and Its TypesInvestment Management Mutual Funds and Its Types
Investment Management Mutual Funds and Its Types
 
Chapter 8 Setting Price for a Service Rendered
Chapter 8 Setting Price for a Service RenderedChapter 8 Setting Price for a Service Rendered
Chapter 8 Setting Price for a Service Rendered
 
Chapter 7 Managing the Customer Mix
Chapter 7 Managing the Customer MixChapter 7 Managing the Customer Mix
Chapter 7 Managing the Customer Mix
 
Principles of Management Chapter 6 Directing
Principles of Management Chapter 6 DirectingPrinciples of Management Chapter 6 Directing
Principles of Management Chapter 6 Directing
 

Último

To Create Your Own Wig Online To Create Your Own Wig Online
To Create Your Own Wig Online  To Create Your Own Wig OnlineTo Create Your Own Wig Online  To Create Your Own Wig Online
To Create Your Own Wig Online To Create Your Own Wig Onlinelng ths
 
HELENE HECKROTTE'S PROFESSIONAL PORTFOLIO.pptx
HELENE HECKROTTE'S PROFESSIONAL PORTFOLIO.pptxHELENE HECKROTTE'S PROFESSIONAL PORTFOLIO.pptx
HELENE HECKROTTE'S PROFESSIONAL PORTFOLIO.pptxHelene Heckrotte
 
Boat Trailers Market PPT: Growth, Outlook, Demand, Keyplayer Analysis and Opp...
Boat Trailers Market PPT: Growth, Outlook, Demand, Keyplayer Analysis and Opp...Boat Trailers Market PPT: Growth, Outlook, Demand, Keyplayer Analysis and Opp...
Boat Trailers Market PPT: Growth, Outlook, Demand, Keyplayer Analysis and Opp...IMARC Group
 
Developing Coaching Skills: Mine, Yours, Ours
Developing Coaching Skills: Mine, Yours, OursDeveloping Coaching Skills: Mine, Yours, Ours
Developing Coaching Skills: Mine, Yours, OursKaiNexus
 
NASA CoCEI Scaling Strategy - November 2023
NASA CoCEI Scaling Strategy - November 2023NASA CoCEI Scaling Strategy - November 2023
NASA CoCEI Scaling Strategy - November 2023Steve Rader
 
Graham and Doddsville - Issue 1 - Winter 2006 (1).pdf
Graham and Doddsville - Issue 1 - Winter 2006 (1).pdfGraham and Doddsville - Issue 1 - Winter 2006 (1).pdf
Graham and Doddsville - Issue 1 - Winter 2006 (1).pdfAnhNguyen97152
 
A flour, rice and Suji company in Jhang.
A flour, rice and Suji company in Jhang.A flour, rice and Suji company in Jhang.
A flour, rice and Suji company in Jhang.mcshagufta46
 
Borderless Access - Global Panel book-unlock 2024
Borderless Access - Global Panel book-unlock 2024Borderless Access - Global Panel book-unlock 2024
Borderless Access - Global Panel book-unlock 2024Borderless Access
 
7movierulz.uk
7movierulz.uk7movierulz.uk
7movierulz.ukaroemirsr
 
Entrepreneurship & organisations: influences and organizations
Entrepreneurship & organisations: influences and organizationsEntrepreneurship & organisations: influences and organizations
Entrepreneurship & organisations: influences and organizationsP&CO
 
Project Brief & Information Architecture Report
Project Brief & Information Architecture ReportProject Brief & Information Architecture Report
Project Brief & Information Architecture Reportamberjiles31
 
PDT 89 - $1.4M - Seed - Plantee Innovations.pdf
PDT 89 - $1.4M - Seed - Plantee Innovations.pdfPDT 89 - $1.4M - Seed - Plantee Innovations.pdf
PDT 89 - $1.4M - Seed - Plantee Innovations.pdfHajeJanKamps
 
Anyhr.io | Presentation HR&Recruiting agency
Anyhr.io | Presentation HR&Recruiting agencyAnyhr.io | Presentation HR&Recruiting agency
Anyhr.io | Presentation HR&Recruiting agencyHanna Klim
 
TalentView Webinar: Empowering the Modern Workforce_ Redefininig Success from...
TalentView Webinar: Empowering the Modern Workforce_ Redefininig Success from...TalentView Webinar: Empowering the Modern Workforce_ Redefininig Success from...
TalentView Webinar: Empowering the Modern Workforce_ Redefininig Success from...TalentView
 
MoneyBridge Pitch Deck - Investor Presentation
MoneyBridge Pitch Deck - Investor PresentationMoneyBridge Pitch Deck - Investor Presentation
MoneyBridge Pitch Deck - Investor Presentationbaron83
 
Team B Mind Map for Organizational Chg..
Team B Mind Map for Organizational Chg..Team B Mind Map for Organizational Chg..
Team B Mind Map for Organizational Chg..dlewis191
 
Michael Vidyakin: Introduction to PMO (UA)
Michael Vidyakin: Introduction to PMO (UA)Michael Vidyakin: Introduction to PMO (UA)
Michael Vidyakin: Introduction to PMO (UA)Lviv Startup Club
 
Slicing Work on Business Agility Meetup Berlin
Slicing Work on Business Agility Meetup BerlinSlicing Work on Business Agility Meetup Berlin
Slicing Work on Business Agility Meetup BerlinAnton Skornyakov
 
PDT 88 - 4 million seed - Seed - Protecto.pdf
PDT 88 - 4 million seed - Seed - Protecto.pdfPDT 88 - 4 million seed - Seed - Protecto.pdf
PDT 88 - 4 million seed - Seed - Protecto.pdfHajeJanKamps
 

Último (20)

To Create Your Own Wig Online To Create Your Own Wig Online
To Create Your Own Wig Online  To Create Your Own Wig OnlineTo Create Your Own Wig Online  To Create Your Own Wig Online
To Create Your Own Wig Online To Create Your Own Wig Online
 
HELENE HECKROTTE'S PROFESSIONAL PORTFOLIO.pptx
HELENE HECKROTTE'S PROFESSIONAL PORTFOLIO.pptxHELENE HECKROTTE'S PROFESSIONAL PORTFOLIO.pptx
HELENE HECKROTTE'S PROFESSIONAL PORTFOLIO.pptx
 
Boat Trailers Market PPT: Growth, Outlook, Demand, Keyplayer Analysis and Opp...
Boat Trailers Market PPT: Growth, Outlook, Demand, Keyplayer Analysis and Opp...Boat Trailers Market PPT: Growth, Outlook, Demand, Keyplayer Analysis and Opp...
Boat Trailers Market PPT: Growth, Outlook, Demand, Keyplayer Analysis and Opp...
 
Developing Coaching Skills: Mine, Yours, Ours
Developing Coaching Skills: Mine, Yours, OursDeveloping Coaching Skills: Mine, Yours, Ours
Developing Coaching Skills: Mine, Yours, Ours
 
WAM Corporate Presentation Mar 25 2024.pdf
WAM Corporate Presentation Mar 25 2024.pdfWAM Corporate Presentation Mar 25 2024.pdf
WAM Corporate Presentation Mar 25 2024.pdf
 
NASA CoCEI Scaling Strategy - November 2023
NASA CoCEI Scaling Strategy - November 2023NASA CoCEI Scaling Strategy - November 2023
NASA CoCEI Scaling Strategy - November 2023
 
Graham and Doddsville - Issue 1 - Winter 2006 (1).pdf
Graham and Doddsville - Issue 1 - Winter 2006 (1).pdfGraham and Doddsville - Issue 1 - Winter 2006 (1).pdf
Graham and Doddsville - Issue 1 - Winter 2006 (1).pdf
 
A flour, rice and Suji company in Jhang.
A flour, rice and Suji company in Jhang.A flour, rice and Suji company in Jhang.
A flour, rice and Suji company in Jhang.
 
Borderless Access - Global Panel book-unlock 2024
Borderless Access - Global Panel book-unlock 2024Borderless Access - Global Panel book-unlock 2024
Borderless Access - Global Panel book-unlock 2024
 
7movierulz.uk
7movierulz.uk7movierulz.uk
7movierulz.uk
 
Entrepreneurship & organisations: influences and organizations
Entrepreneurship & organisations: influences and organizationsEntrepreneurship & organisations: influences and organizations
Entrepreneurship & organisations: influences and organizations
 
Project Brief & Information Architecture Report
Project Brief & Information Architecture ReportProject Brief & Information Architecture Report
Project Brief & Information Architecture Report
 
PDT 89 - $1.4M - Seed - Plantee Innovations.pdf
PDT 89 - $1.4M - Seed - Plantee Innovations.pdfPDT 89 - $1.4M - Seed - Plantee Innovations.pdf
PDT 89 - $1.4M - Seed - Plantee Innovations.pdf
 
Anyhr.io | Presentation HR&Recruiting agency
Anyhr.io | Presentation HR&Recruiting agencyAnyhr.io | Presentation HR&Recruiting agency
Anyhr.io | Presentation HR&Recruiting agency
 
TalentView Webinar: Empowering the Modern Workforce_ Redefininig Success from...
TalentView Webinar: Empowering the Modern Workforce_ Redefininig Success from...TalentView Webinar: Empowering the Modern Workforce_ Redefininig Success from...
TalentView Webinar: Empowering the Modern Workforce_ Redefininig Success from...
 
MoneyBridge Pitch Deck - Investor Presentation
MoneyBridge Pitch Deck - Investor PresentationMoneyBridge Pitch Deck - Investor Presentation
MoneyBridge Pitch Deck - Investor Presentation
 
Team B Mind Map for Organizational Chg..
Team B Mind Map for Organizational Chg..Team B Mind Map for Organizational Chg..
Team B Mind Map for Organizational Chg..
 
Michael Vidyakin: Introduction to PMO (UA)
Michael Vidyakin: Introduction to PMO (UA)Michael Vidyakin: Introduction to PMO (UA)
Michael Vidyakin: Introduction to PMO (UA)
 
Slicing Work on Business Agility Meetup Berlin
Slicing Work on Business Agility Meetup BerlinSlicing Work on Business Agility Meetup Berlin
Slicing Work on Business Agility Meetup Berlin
 
PDT 88 - 4 million seed - Seed - Protecto.pdf
PDT 88 - 4 million seed - Seed - Protecto.pdfPDT 88 - 4 million seed - Seed - Protecto.pdf
PDT 88 - 4 million seed - Seed - Protecto.pdf
 

Principles of Management Chapter 5 Staffing

  • 2. Learning Objectives At the end of the chapter, you are all expected to understand the following:  Definition of Staffing  Nature of Staffing  Recruitment  Selection  Training  Identifying Training Needs  Types of Training  Human Asset Accounting  Movements of Personnel
  • 3. What is Staffing?  the process of recruiting, selecting and training of men.  putting the right men on the right jobs.  involves manning the organizational structure through proper and effective evaluation, selection and development of people to perform the roles.
  • 4. Nature of Staffing  All business organizations should focus their attention and be concerned about the effectiveness and efficiency of their employees especially their managers.  the staffing function includes the determination of manpower needs, the discovery of persons to fill these needs, their recruitment and employment, their replacement and orientation and the rearrangement of team members through promotion and transfers.
  • 5. What is Recruitment?  the process of encouraging, inducing, or influencing applicants to apply for a certain vacant position.  whenever there are vacancies, it is necessary to find a person to fill those vacancies .  some organizations do not wait until the vacancy arises, but they anticipate such vacancies and new openings in the short and long run and thus plan for the future needs.
  • 6. Steps in Recruitment Step One – Studying the Different Jobs in the Company and Writing Description and Specifications (Job Analysis) Job description defines the duties and responsibilities of a particular position. A description of the duties and responsibilities attached to the job enables the employment officer to determine the special qualification which an individual must possess in order to do the job successfully. Job specification gives the specific qualifications required for the position: amount and type of experience, special training, skull and physical demands, age, and others.
  • 9. Steps in Recruitment Step Two – Requisition of New Employee  To inform the personnel department, the line supervisor or the department head concerned should accomplish a formal requisition form, indicating the position to be filled, the date when the new employee will be needed, the pay rate, the required qualifications, job description, approval by the responsible official of the company and others. Step Three – Actual Recruitment of Applicants  Process by which prospective applicants are induced to apply in the company in order that their qualifications for present and anticipated vacancies can be evaluated through sound screening and selection procedures. Sources of Labor/Applicants: a. Internal – employees recruited within the company. b. External – applicants recruited through schools, references, advertisements, placements agencies, etc.
  • 10. Selection  the process of getting the most qualified applicant among different job seekers. Step 1 – Reception of Applicants – Preliminary screening or sight screening to eliminate undesirable applicants. Applicants are being interviewed to be considered or not for further interviews or examination. Step 2 – Preliminary Interview – Purposes: 1. how qualified the applicant, 2. to provide information of the job, 3. to create goodwill to the company. Interviewer uses the applicant’s resume, employment tests and background investigation. Step 3 – Application Form – Used for the following: 1. As a guide when interviewing the applicant 2. Basis for eliminating applicants with unfavorable personal data 3. Matching the qualifications of the applicant 4. For checking applicant’s records 5. As part of employee’s permanent record
  • 11. Selection Step 4 – Employment Test – Testing the applicant’s abilities Step 5 – Final Selection by Immediate Supervisor or Department Head 1. Management’s Decision – Applicant’s best fit for the job. 2. Applicant’s Decision – If the job is really for him. 3. Supervisor Decision – If the applicant can work for him and the team. Step 6 – Physical and Medical Examination – Must pass the medical and physical exam to prevent contamination of contagious disease and hiring of liability employees. Step 7 – Hiring – After steps 1 – 6, applicant to the HR dept for the completion of the hiring process. Step 8 – Orientation/Induction/Indoctrination – New employees are oriented on company policies, rules and regulations, etc.
  • 12. Training  According to Labor Code of the Philippines, it is the systematic development of the attitude, knowledge, behavior patterns for adequate performance of a given job or task.  It is a day to day, year-round task.  All employees on a new job undergo a learning process whether or not formal training exists.
  • 13. Identifying Training Needs  Training must be aimed at the accomplishment of some organizational goals, such as more efficient production methods, improved quality product/services, or reduced operating costs. Common Types of Training 1. On-the-Job Training and Job Rotation – Normally given by a senior employee or supervisor. Trainee is shown how to perform the job and allowed to do it under the trainer’s supervision. Job-rotation or cross-training allows flexibility in the department. 2. Vestibule Training – Procedure and equipment similar to those used in the actual job are set up in a special working area. Trainee is taught how to perform the job at a comfortable pace without the pressure of production schedule. 3. Apprenticeship Training – Generally lasts from one month to a year. During this time, the trainee works under the guidance of a skilled worker. 4. Classroom Training – Use of classroom for teaching actual material, concepts, principles and theories. 5. Programming Instructions – Training is facilitated through computers in text form and/or computer video displays. 6. Management Development Program – a systematic process of training and growth by which individuals gain and apply knowledge, skills, insights and attitude to manage work organizations effectively. Popular methods: Understudy assignment, Coaching, Experience, Job Rotation, Special Projects, Lectures, Case Studies, Role Playing, In-Basket Techniques, Business Management Games and University and Professional Association Seminars.
  • 14. Human Asset Accounting  it evaluates costs incurred by organization in recruiting, hiring, training, and developing their human assets. Methods in finding the financial value: 1. Start up costs – derive the original cost of hiring and training personnel as well as the costs of developing working relationships. 2. Replacement costs – estimate costs of replacing current employees with others of equivalent talents and experiences. 3. Present-value-method – multiply the present value of the wage payment for the future five years. 4. Goodwill method – allocates a portion of the company’s earnings in excess to the industry average to HR.
  • 15. Movement of Personnel Transfer – refers to shifting of an employee from one position to another without increasing his duties, responsibilities, or pay. Promotion – refers to shifting of an employee to a new position to which both his status and responsibilities are increase. Higher salary does not always accompany it but at least will follow soon. Separation – may either be temporary, permanent, voluntary or involuntary 1. Lay-off – Temporary and involuntary usually traceable to a negative business condition. 2. Discharged – Permanent separation of an employee at a will of the employer. 3. Resignation – Voluntary and permanent due to low morale, low salary, etc. 4. Retirement – Either voluntary or involuntary. Voluntary if employee retires upon reaching the number of years of service in the company. Involuntary if the employee reached the retirement age of 65.