Answer:: Question 1: What Are The Steps in The Staffing Process?
Answer:: Question 1: What Are The Steps in The Staffing Process?
Answer:: Question 1: What Are The Steps in The Staffing Process?
ANSWER:
Staffing is one of the critical management functions which is composed of a series of steps
that that intend to provide the organizations with the right people in the right jobs. The steps
include human resource planning wherein it ensures that the personnel need of the company
or the organization are met. The internal and external environments are analyzed like
expected needed skills, vacancies, expansions or reduction and the labor market, labor laws
and other external conditions which affect the personnel needs. The next step is the
recruitment which involves the pooling of job candidates to match the human resource plan
of the organization. There are numerous ways of recruiting job candidates such as through
newspapers, employment agencies, colleges, and internal sources. Next step is the selection
wherein the applicants are evaluated through analyses of their qualifications by interviews,
tests, reference checks and physical examination. Then, orientation where the applicants are
subjected to socialization process. It is the time where they are introduced to their superiors
and workmates. They are briefed on their job description and on the policies of the
organization or the company. Another significant step is the training and development. The
goal of training is to improve the skills of employees for them to be more efficient. Whereas
development intends the employees to be educated for additional responsibility and for
promotion. Performance appraisal is also an indispensable staffing process. It pertains to
evaluating an employee’s job performance against specific job standards. Monetary and non-
monetary rewards or promotion are given to those who have performed well. Those with low
performance ratings are given additional training, or they may be demoted or terminated.
Another step is the transfer, promotion and demotion. Transfer deals with the movement to a
different job with similar pay and responsibility while promotion is advancement in position
with higher pay and responsibility. Meanwhile, demotion is a movement to a lower-status
position. Lastly, separation as a staffing step relates with resignation which is voluntary
separation or termination which is involuntary separation. Retirement is also a form of
voluntary separation.
Question 2: Why is Human Resource Planning Significant?
ANSWER:
It is relevant because it is primarily concerned with matching the future demand for and
supply of personnel requirements of the organization. If the demand is greater than supply of
manpower, it will create a problem. It means there is a shortage of labor force. Personnel
needs depend on the strategic plans of the organization or the company and on the potential
change in the company’s external environment. For instance, a plan for expansion requires
more employees. During economic progress, there are business expansions and employment
increases. In such a situation, it will decrease the available applicants particularly for
management positions, so there will be a problem in recruitment. To minimize these
problems, the HR manager need complete and current information on manpower needs which
can be obtained through forecasting and human resource audit.
On the other hand, the job specification lists out the qualifications, experience, training,
skills, emotional attributes, mental capabilities of an individual to perform the job. It
measures the capabilities that the job holder must possess to perform the job. Further, it helps
the candidates who are applying for a job to analyze whether they are eligible for a particular
job or not. Also, it helps the management to take decisions regarding promotion, bonus,
internal transfers and salary increase. An example for advertising manager in an advertising
firm is as follows: “Has excellent communication and interpersonal skills; has at least five
years of experience as manager in an advertising firm, preferably on consumer products; has
ability to work under pressure; and is creative. Computer literacy is an added advantage.
Question 6: What are the advantages and disadvantages of internal and external
recruitments?
ANSWER:
Internal and external recruitments have their advantages and drawbacks. Recruitment within
the organization is less expensive. Employees are already familiar with the organization.
Promotion within the organization provides incentives and creates loyalty. On the other hand,
the detrimental effects of internal recruitment are limitations of available abilities and skills.
The possibilities of new ideas or new blood getting into the organization is reduced.
Moreover, it may encourage complacency among the employees because they depend on
seniority for promotion.
The ability of an organization or a company to meet its recruitment needs depend on its
reputation, stability, location, salary scales and other incentives. Job applicants with excellent
qualifications choose their employers, Thus, only the best organization or company get the
best and the brightest job applicants. Clearly, new and small organization are at a
disadvantage.
1. On-the-job-training
2. Vestibule Training (Simulated Work Environment)
3. Classroom Setting (Seminars and other non-formal education)
1. Informal performance appraisal wherein the manager or supervisor monitors the activities
or his subordinates on a day-to-day basis. The manager tells his subordinates if the work has
been done well or poorly in a friendly and informal manner.
2. Formal performance appraisal pertains to the structured and systematic process of rating
performance of subordinates which is conducted semi-annually or annually. The purpose of
this is to inform subordinates on how they are being rated in their current performance; to
identify subordinates for promotions and other rewards; and to determine subordinates who
need further training.
Question 12: What are the objectives of Transfer, Promotion and Demotion?
Transfer have several purpose: to fill temporary job vacancies; to train an employee for a
higher job in preparation for a replacement of an employee who is about to resign or retire; or
to place employees who are not performing well in other jobs.
Demotions are ways of punishing inefficient employees. However, many organizations prefer
to give suspensions or financial penalty. A demoted employee becomes angry or resentful.
He does not become efficient in his position
Question 14: Is it necessary for the HR to conduct Exit Interview for departing or
resigning employees?
It is necessary for the HR to conduct an Exit Interview for the departing or resigning
employee to find out the reasons for the resignation. Results of the interview provide the
personnel better perspectives in formulating job designs, and other aspects of human resource
management process. Almost always, efficient and competent employees are discouraging
from resigning during the exit interview.