11

Organization &
Management
Quarter 2– Module 9:
The Concept and Nature of Staffing

SELF-LEARNING MODULE

DIVISION OF GENERAL SANTOS CITY

Organization and Management for Grade 11
Self-Learning Module (SLM)
Quarter 2 – Module 9: The Concept and Nature of Staffing

First Edition, 2020

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Management Team: Romelito G. Flores, CESO V – Schools Division Superintendent
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Office Address: Tiongson St., Lagao, General Santos City
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Organization &
Management
Quarter 2 – Module 9:
The Concept and Nature of Staffing
Introductory Message
For the facilitator:

Welcome to the Organization & Management for Grade 11 Self-Learning Module

(SLM) on The Concept and Nature of Staffing

This module was collaboratively designed, developed and reviewed by educators

both from public and private institutions to assist you, the teacher or facilitator in
helping the learners meet the standards set by the K to 12 Curriculum while
overcoming their personal, social, and economic constraints in schooling.
SELF-LEARNING MODULE
This learning resource hopes to engage the learners into guided and independent
learning activities at their own pace and time. Furthermore, this also aims to help
learners acquire the needed 21st century skills while taking into consideration
their needs and circumstances.

In addition to the material in the main text, you will also see this box in the body of
the module:
DIVISION OF GENERAL SANTOS CITY

Notes to the Teacher

This contains helpful tips or strategies
that will help you in guiding the learners.
As a facilitator you are expected to orient the learners on how to use this module.
You also need to keep track of the learners' progress while allowing them to
manage their own learning. Furthermore, you are expected to encourage and assist
the learners as they do the tasks included in the module.

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For the learner:

Welcome to the Organization & Management Grade 11 Self-Learning Module

(SLM) on The Concept and Nature of Staffing

The hand is one of the most symbolized part of the human body. It is often used to
depict skill, action and purpose. Through our hands we may learn, create and
accomplish. Hence, the hand in this learning resource signifies that you as a
learner is capable and empowered to successfully achieve the relevant
competencies and skills at your own pace and time. Your academic success lies in
your own hands!

This module was designed to provide you with fun and meaningful opportunities
for guided and independent learning at your own pace and time. You will be
enabled to process the contents of the learning resource while being an active
learner.

This module has the following parts and corresponding icons:

What I Need to Know This will give you an idea of the skills or
competencies you are expected to learn in
the module.

What I Know This part includes an activity that aims to

check what you already know about the
lesson to take. If you get all the answers
correct (100%), you may decide to skip this
module.

What’s In This is a brief drill or review to help you link

the current lesson with the previous one.

What’s New In this portion, the new lesson will be

introduced to you in various ways such as a
story, a song, a poem, a problem opener, an
activity or a situation.

What is It This section provides a brief discussion of

the lesson. This aims to help you discover
and understand new concepts and skills.

What’s More This comprises activities for independent

practice to solidify your understanding and
skills of the topic. You may check the
answers to the exercises using the Answer
Key at the end of the module.

What I Have Learned This includes questions or blank

sentence/paragraph to be filled in to process
what you learned from the lesson.

What I Can Do This section provides an activity which will

help you transfer your new knowledge or

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 skill into real life situations or concerns.

Assessment This is a task which aims to evaluate your

level of mastery in achieving the learning
competency.

Additional Activities In this portion, another activity will be given

to you to enrich your knowledge or skill of
the lesson learned. This also tends retention
of learned concepts.

Answer Key This contains answers to all activities in the

module.

At the end of this module you will also find:

References This is a list of all sources used in

developing this module.

The following are some reminders in using this module:

1. Use the module with care. Do not put unnecessary mark/s on any part of
the module. Use a separate sheet of paper in answering the exercises..
2. Don’t forget to answer What I Know before moving on to the other activities
included in the module.
3. Read the instruction carefully before doing each task.
4. Observe honesty and integrity in doing the tasks and checking your answers.
5. Finish the task at hand before proceeding to the next.
6. Return this module to your teacher/facilitator once you are through with it.
If you encounter any difficulty in answering the tasks in this module, do not
hesitate to consult your teacher or facilitator. Always bear in mind that you are
not alone.

We hope that through this material, you will experience meaningful learning
and gain deep understanding of the relevant competencies. You can do it!

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 What I Need to Know

This is the 9th module of Organization and Management, this was designed
and written with you in mind. It is here to help you master the concept and nature
of staffing. The scope of this module permits it to be used in many different
learning situations. The language used recognizes the diverse vocabulary level of
students. The lessons are arranged to follow the standard sequence of the course.
But the order in which you can read them can be changed to correspond with
textbook you are using.

In this module you will be able to discuss the concept and nature of
staffing

Specifically, you are expected to:

1. Discuss the nature of staffing
2. Identify the 8 steps of staffing process

What I Know

As we formally begin this module, let’s find out if you ca recall a few
concepts about staffing. You will also need to answer a few questions based on
your prior knowledge of the nature of staffing and it’s processes.
Let’s go and answer this!

Instructions: Select the answer from the choices given. Write the letter of your
choice on the space provided.

______ 1. What is a major function of management that deals to filling in all

organizational job positions?
a. directing b. organizing c. planning d. staffing

______ 2. What management function involves with the recruitment, selection,

development, training and compensation of the managerial
personnel?
a. directing b. organizing c. planning d. staffing

______ 3. Which refers as a set of activities designed to attract qualified

applicants for job position vacancies in an organization?
a. staffing b. interview c. training d. recruitment

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______ 4. Which of the following is the first step in staffing?
a. planning of employee’s career
b. compensating human resources
c. identifying job position vacancies
d. checking internal environment of the organization for human resources

______ 5. What forces is being defined that affects economic, technological,

social, political and legal factors of human resources?
a. internal b. external c. micro d. global

______ 6. What is the process of choosing individuals who have the required
qualifications to fill present and expected job openings?
a. interview b. recruitment c. selection d. training

______ 7. Which of the following terms is associated to the determining of an

applicant’s qualifications in order to measure his or her ability to do
the job?
a. interview b. selection c. screening d.performance evaluation

______ 8. Which of the following terms refer to learning given by organizations

to its employees that concentrates on short-term job performance and
acquisition or improvement of job-related skills.
a. screening b. motivation c. training d. development

______ 9. What learning is given by organizations to its employees that is geared

toward the individual’s acquisition and expansion of his or her skills
in preparation for future job appointments and other responsibilities?
a. training b. development c. modeling d. goal-setting

______ 10. What involves the process undertaken by the organization, usually
done once a year, designed to measure employees’ work
performance?
a. staffing b. screening c. development d. performance evaluation
______ 11. What forms of pay is given by employers to their employees for the
performance of their jobs?
a. commission b. promotion c.performance appraisal d. compensation/wages

______ 12. Which of the following statements is NOT true about external
recruitment?
a. Recruitment is within the organization.
b. Management can select applicant from unsolicited applications.
c. Referrals from employment agencies and schools.
d. Outside sources are considered in the process of locating potential individuals.

______ 13. What recruitment is conducted within the organization?

a. external b. internal c.internet d. systems approach
recruitment recruitment recruiting

______ 14. Which among these types of compensation is Nonfinancial?

a. bonuses b. travel c. educational d. convenient work hours

______ 15. Which of the following is NOT included in direct compensation?

a. health benefits b. salaries c. commissions d. incentive pays

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Lesson

1 The Concept and Nature of Staffing

Hello there! This module focuses on the concept and nature of staffing and
discuss the various processes involved in systematic staffing. Staffing is people
centered and is relevant in all types of organizations. It is concerned with all
categories of personnel from top to bottom of the organization. It is utmost
importance for the organization that right kinds of people are employed .

What’s In

Let us review our previous lesson by answering the activity about

the Organizational theories for effective business management.
Activity 1 Let’s get started!

Instructions: Identify the organizational theories design being

described in each item. Choose your answer in the
choices inside the box.

Functional Divisional
Matrix-Project Design
Boundary-less design Team Design Simple

________________ 1. This organizational design has few departments, wide spans of

control, and has a centralized authority figure .
________________ 2. Functional departmentalization is utilized and put into practice
in an entire organization.

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________________ 3. It is made up of separate business divisions or units, where the
parent corporation acts as overseer to coordinate and control
different divisions.
________________ 4. The entire organization is made up of work groups or teams.
________________ 5. It refers to an organizational design where specialists from
Different departments work on projects that are supervised by a
project manager.

What is It

Hello again! How did you find your activity? Were you able to write the
correct words that corresponds to the terms above? Let us now continue with our
lesson.

Managers often consider human resources as their organization’s moat

important resource. Very few administrators would argue with the fact that human
resources are very important for the efficient and effective operation of a company.
To emphasize their importance, human resources are also called human capital,
intellectual assets, or management or company talents. These terms imply that
human resources are the drivers of the organization’s performance; hence staffing a
crucial function of managers.
In this chapter, we define the concept of staffing and discuss the various
processes involved in systematic staffing.

NATURE OF STAFFING
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.
Staffing has two main components: recruitment and selection. The process
of identifying and attracting the people with the necessary qualifications is called
recruitment while selection is choosing who to hire. Staffing steps include:

1. The identifying of job position vacancies, job requirements, as well as

work force requirements
2. Checking internal environment of the organization for human resources
3. External recruiting;
4. Selecting those with essential qualifications for the job opening;

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 5. Placing the selected applicant;
6. Promoting;
7. Evaluating performance;
8. Planning of employee’s career;
9. Training of human resources; and
10. Compensating human resources

External and Internal Forces Affecting Present and Future Needs For Human
Resource

Present and future needs for managers and other human resources are
affected by both external and internal forces. External forces include economic,
technological, social, political, and legal factors. For example, economic progress in
a particular country may bring about increased demand for certain products,
followed by the expansion of the company and its work force, as well as increased
demand for managers.
The firm’s goal and objectives, technology, the types of work that have to be
done, salary scales, and the kinds of people employed by the company are among
the internal factors or forces that affect staffing. For example: salary scales offered
by a company may not be high enough to attract personnel who are really qualified
for the job. Also, this may encourage fast managerial ad labor turnover.

Recruitment
In the event of a job opening, administrators must be careful when recruiting
and choosing who to bring into the organization. They must see to it that their new
recruit possesses the knowledge and skills needed to be successful in helping their
company achieve their set goals and objectives and that he/ she is suited for the
job position and the job design.
Recruitment may either be external or internal. In external recruitment,
outside sources are considered in the process of locating potential individuals who
might want to join the organization and encouraging them to apply for actual or
anticipated job vacancies.
Unsolicited applications and referrals from employment agencies and
schools are examples of sources outside the company from which management
could select an applicant who best fits the job opening.
In internal recruitment, filling job vacancies can be done through
promotions or transfer of employees who are already part of the organization. In
other words, recruitment is within the organization.

Selection
I n many companies, selection is continuous because of fast turnover,
resulting in vacancies that have to be filled. Another reason for this is the review of

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applicants on the waiting list. Selection is the process of choosing individuals who
have the required qualifications to fill present and expected job opening.
Interview is the determining of an applicant’s qualifications in order to
gauge his or her ability to do the job

Training and Development

Training refers to learning given by organizations to its employees that
concentrates on short-term job performance and acquisition or improvement of job-
related skills
Development s refers to learning given by organizations to its employees that
is geared toward the individual’s acquisition and expansion of his or her skills in
preparation for future job appointments and other responsibilities

Both training and development are essential to achieve success in today’s

organizations. In order to have an edge over their rival organizations, managers
must see to it that their human resources have the necessary knowledge and
expertise; training and development work toward this end by providing continuous
learning activities and opportunities. The typical scope of training covers the
following procedures: Conducting the Training Needs Assessment Training needs
assessment must be done systematically in order to ascertain if there really is a
need for training.

Compensation/Wages and Performance Evaluation

Compensation/wages are all forms of pay given by employers to their
employees for the performance of their jobs
Performance evaluation is a process undertaken by the organization, usually
done once a year, designed to measure employees’ work performance
Compensation/wages and performance evaluation are related to each other
because the employees’ excellent or poor performance also determines the
compensation given to them, after considering other internal and external factors
like the actual worth of the job, compensation strategy of the organization,
conditions of the labor market, cost of living, and area wage rates, among others.
Compensation may come in different forms. It may be direct, indirect, or
nonfinancial.
Types of Compensation
Direct Compensation- includes workers’ salaries, incentive pays, bonuses,
and commissions
Indirect Compensation- includes benefits given by employers other than
financial renumenerations: for example: travel,
educational and health benefits
Nonfinancial Compensation- includes recognition programs being assigned
to do rewarding jobs, ideal work environment, and
convenient hours

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Employee Relations
Employee relations is the connection created among employees/workers as
they do their assigned tasks for the organization to which they belong
Employee relations applies to all phases of work activities in organizations,
and managers, to be effective, must be able to encourage good employee relations
among all human resources under his or her care. Employees/workers are social
beings who need connections or relations with other beings—other
employees/workers—who are capable of giving them social support as they carry
out their tasks in the organization where all of them belong. Talking to a coworker,
perceived to be a friend, or working on a delicate task with others can be
comforting during times of stress, fear, or loneliness. When these negative feelings
are overcome, employees will be able to work better toward the achievement of their
organization’s goals

Employee movements
It is a series of actions initiated by employee groups toward an end or
specific goal Unionism – the principle of combination for unity of purpose and
action
A labor union is a formal union of employees/workers that deals with
employers, representing workers in their pursuit of justice and fairness and in their
fight for their collective or common interests. Employees or workers unionize
because of financial needs, unfair management practices, or social and leadership
concern

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 What’s More

Now, let us practice what you have learned from the nature of staffing.
Challenge your memory (if you still remember what you have learned from
the discussion) by doing this activity
Activity 2: Follow the steps
Instruction: Number the following steps (1-10) in steps in staffing according to
how you understood the discussion.

____ 1. Evaluating performance

____ 2. Compensating human resources
____ 3. Checking internal environment of the organization for human resources
____ 4. External recruiting
____ 5. Placing the selected applicant
____ 6. Promoting
____ 7. Training of human resources
____ 8. Selecting those with essential qualifications for the job opening
____ 9. Identifying of job position vacancies
____ 10. Planning of employee’s career

What I Have Learned

Now that you have learned a lot from the very start of module, you may summarize
our lesson from the very start by answering the following questions.
Activity 3 Let’s recap!

Instructions: Read and complete each sentence with appropriate terms by filling in
the blanks. Arrange the scrambled letters to identify the complete
word described in each sentence.

1._______________ is the Human Resource function of identifying, attracting, hiring,

and retaining people with the necessary qualifications to fill the

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 responsibilities of current and future jobs in the organization.
F F I G S A N T

2-3.Present and future needs for managers and other human resources are affected
by both_______________ and_______________ forces.
X L T R A N E E

L I N N A R E T

4. In the event of a job opening, administrators must be careful when

_______________ and choosing who to bring into the organization.
E R I C U I T R G N

5. I n many companies, selection is continuous because of fast turnover, resulting

in vacancies that have to be filled.
S C L I E O T E N

6-7.In order to have an edge over their rival organizations, managers must see to it
that their human resources have the necessary knowledge and
expertise; _______________ and_______________ work toward this end
by providing continuous learning activities and opportunities.
I G R I A T N N
E V D O L E T M N P E

8-9. _______________ and_______________ are related to each other because the

employees’ excellent or poor performance also determines the
compensation given to them.

P M N E O A S C N I T O
R O E M P E N C A R F N T U L A E V A I O

10. _______________ applies to all phases of work activities in organizations, and

managers, to be effective, must be able to encourage good
employee relations among all human resources under his or
her care.
Y M P O L E E E T S A L E R I O N

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 What I Can Do

Salute! You are almost done. Are you now ready to apply the things you have
learned in staffing?
Activity 4: Recruitment and Selection Case Study

Instructions: Read and analyze the case study below and answer the guide
questions below. Write your answer on the space provided. Refer rubrics
below.
Recruitment and Selection Case Study
You are the recruiter for Company ABC. Your company is one of the leading
and most innovative organizations in the retail consumer goods industry. The Vice
President of Marketing (the hiring manager) of the organization just received notice
that her Director of Marketing for a glove accessories product line will be leaving at
the end of December, 2020.
As the recruiter, it will be your responsibility to work with the hiring
manager to identify a diverse a candidate pool and find a great Marketing Director.
You will need to act fast because it will be critical to replace the position before the
beginning of the current incumbent leaves.
As part of the recruiting project, your manager (the Director of Human
Resources) has given you a job description that will aid you in finding the best
people. She has also scheduled you to meet with the hiring manager to discuss
your recruitment and selection plan to fill the open board positions. For that
meeting, you need to come prepared to communicate and discuss the hiring
process and timeline. The Director of the Product Development and product
development team are relying on you to find them a new leader who will have an
impact on the organization.

Source: htttps://www.staffingselection.com.ph/about-
us

1. What will be your necessary steps in finding the new Marketing Director of
Company ABC?________________________________________________
________________________________________________________________
________________________________________________________________
________________________________________________________________

2. In the recruitment process, where will you consider locating potential

candidate for the position? Elaborate your
answer.________________________________________________________
________________________________________________________________
________________________________________________________________
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3. Why is it vital for you as the recruiter of company ABC perform the various
processes in staffing in finding the right person for the position?
________________________________________________________________
________________________________________________________________
________________________________________________________________

Ideas are very relevant to the topic. They are presented in a complete
and logical manner. Sentence structure is consistently correct.
Excellent – 20 Handwriting is very neat and readable
Ideas are very relevant to the topic. They are presented in an adequate
Very Good - 15 and logical manner. Sentence structure is generally correct.
Handwriting is neat and readable.
Some ideas are relevant to the topic but are not presented in a logical
Good – 10 manner. Handwriting is neat but not really readable
Needs Very little ideas are presented that is relevant to the topic. Ideas are not
Improvement- 5 presented in a logical manner and sentence structure is erroneous.
Handwriting is dirty and not readable.

Assessment
Great ! You are now about to test what you have learned from this module.
Make it perfect!

Instructions: Read carefully and match descriptions in column A to appropriate

terminologies in column B. Write the letter of your answer in the
space provided.
COLUMN A COLUMN B
____ 1. a set of activities designed to attract qualified a. compensation/ wages
applicants for job position vacancies in an
organization
____ 2. a nonfinancial compensation b. development
____ 3. a direct compensation c. interview
____ 4. recruitment is within the organization d. commissions
____ 5. select applicant from unsolicited applications e. identifying of job position
vacancies
____ 6. forms of pay given by employers to their f. selection
employees
____ 7. determining of an applicant’s qualifications in g.planning
order to measure his or her ability to do the job
____ 8. learning given by organizations to its employees h. internal recruitment
that concentrates on short-term job performance
and acquisition or improvement of job-related
skills
____ 9. learning is given by organizations to its i. convenient work hours
employees
that is geared toward the individual’s acquisition
and expansion of his or her skills in preparation
for
future job appointments and other responsibilities

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____ 10. involves the process undertaken by the j. external recruitment
organization, usually done once a year, designed
to measure employees’ work performance
____ 11. the process of choosing individuals who have k. external forces
the
required qualifications to fill present and
expected
job openings
____ 12. forces is being defined that affects economic, l. recruitment
technological, social, political and legal factors
of
human resources
____ 13. first step in staffing m. performance evaluation
____ 14. management function involves with the n.staffing
recruitment, selection,development, training
and
compensation of the managerial personnel
____ 15. a major function of management that deals to o. training
filling in all organizational job positions

Additional Activities

Job well done! You were able to complete answering different activities of
this module. At this time, for your additional activity do this task below.
Refer rubrics below.

You are going to take a national or local newspapers. Look for the
advertisements for existing vacancies from various organizations.
Choose only 2 job vacancies and identify title of the jobs, positions,
job descriptions, and salaries.

Ideas are very relevant to the topic. They are presented in a complete
and logical manner. Sentence structure is consistently correct.
Excellent – 20 Handwriting is very neat and readable
Ideas are very relevant to the topic. They are presented in an adequate
Very Good - 15 and logical manner. Sentence structure is generally correct.
Handwriting is neat and readable.
Some ideas are relevant to the topic but are not presented in a logical

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Good – 10 manner. Handwriting is neat but not really readable
Needs Very little ideas are presented that is relevant to the topic. Ideas are not
Improvement- 5 presented in a logical manner and sentence structure is erroneous.
Handwriting is dirty and not readable.

Rubrics for Activity 4: Recruitment and Selection Case Study and

Additional Actvities

Ideas are very relevant to the topic. They are presented in a complete
and logical manner. Sentence structure is consistently correct.
Excellent – 20 Handwriting is very neat and readable
Ideas are very relevant to the topic. They are presented in an adequate
Very Good - 15 and logical manner. Sentence structure is generally correct.
Handwriting is neat and readable.
Some ideas are relevant to the topic but are not presented in a logical
Good – 10 manner. Handwriting is neat but not really readable
Needs Very little ideas are presented that is relevant to the topic. Ideas are not
Improvement- 5 presented in a logical manner and sentence structure is erroneous.
Handwriting is dirty and not readable.

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\

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References:

Book
Cabrera, Helena Ma., David C. (2016). Organization and Management for Senior
High School.

Internet
htttps://www.staffingselection.com.ph/about-us

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 DISCLAIMER
This Self-learning Module (SLM) was developed by DepEd SOCCSKSARGEN
with the primary objective of preparing for and addressing the new normal.
Contents of this module were based on DepEd’s Most Essential Learning
Competencies (MELC). This is a supplementary material to be used by all
learners of Region XII in all public schools beginning SY 2020-2021. The
process of LR development was observed in the production of this module.
This is version 1.0. We highly encourage feedback, comments, and
recommendations

For inquiries or feedback, please write or call:

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Department of Education – SOCCSKSARGEN
Learning Resource Management System (LRMS)