ENGINEERING
MANAGEMENT
STAFFING
ENGR. DIGNA L. NOCUM,
CE, SE
STAFFING
• Staffing – refers to the continuous
process of finding, selecting,
evaluating and developing a working
relationship with current or future
employees.
• It is a management function that
determines human resource needs,
STAFFING recruits, selects, trains and develops
human resources for jobs created by
an organization
• Main goal – to fill the various roles
within the company with suitable
candidates
• Staffing Procedure
- Human Resource Planning
- Recruitment
- Selection
STAFFING - Induction and Orientation
- Training and Development
- Performance Appraisal
- Employment Decisions
- Separations
STAFFING PROCEDURE
• Staffing is a management function that determines human resource needs, recruits,
selects, trains and develops human resources for jobs created by an organization
STAFFING
PROCEDURE
Human Resource Planning
- May involve the following activities
1. Forecasting – assessment of future
human resource needs in relation to the
current capabilities of the organization
2. Programming – translating the
forecasted human resources needs to
personnel objectives and goals
3. Evaluation and Control – Monitoring
human resource action plans and
evaluating their success
STAFFING
PROCEDURE
Methods of Forecasting
1. Time Series Methods – use
historical data
2. Explanatory or Causal Models
– related to or have caused
particular past conditions
3. Monitoring Methods – provide
early warning signals of
significant changes in
established patterns and
relationships
STAFFING
PROCEDURE
RECRUITMENT
- Refers to attracting qualified persons
to apply for vacant positions in the
company
- Sources of Applicants
Organization of Current
Employees
Newspaper Advertising
Schools
Referrals
Recruitment Firms
Competitors
STAFFING PROCEDURE
SELECTION
STAFFING PROCEDURE
SELECTION
- Refers to the act of choosing from those that are
available, the individuals most likely to succeed on
the job
- Ways of Determining the Qualifications of a Job
Candidate
- Application Forms
- References
- Interviews
- Referrals
- Testing – a. Psychological Test, Aptitude Test,
Performance Test, Personality Test, Interest Test
b. Physical Examination Test
STAFFING PROCEDURE
INDUCTION AND ORIENTATION
- In Induction, the new employee is provided
with the necessary information about the
company. His duties, responsibilities and
benefits are relayed to him.
- In Orientation, the new employee is
introduced to the immediate working
environment and co-workers. The following
are discussed: location, rules, equipment,
procedures and training plans. Performance
expectations are also discussed.
STAFFING • TRAINING AND DEVELOPMENT
PROCUDURE
• TRAINING AND DEVELOPMENT
- Training refers to the learning that is
provided in order to improve performance
on the present job. The training needs of
STAFFING a manager may be classified into four (4)
areas: decision making skills,
PROCEDU interpersonal skills, job knowledge and
organizational knowledge.
RE - Interpersonal competence of the
manager may be developed through Role-
Playing, Behavior Modeling, Sensitivity
Training, and Transactional Analysis.
• TRAINING AND DEVELOPMENT
- In acquiring knowledge about the
actual job, the manager is currently
holding these methods as useful:
STAFFING On-the-Job experience, Coaching
PROCEDUR and Understudy
E
- In increasing knowledge of the total
organization, the following methods
are useful: Position Rotation and
Multiple Management
STAFFING
PROCEDURE
• PERFORMANCE APPRAISAL
- Is the measurement of employee performance
• Rating Scale Method
• Essay Method
• Management by Objectives Method
• Assessment Center Method
• Checklist Method
• Work Standards Method
• Ranking Method
• Critical-Incident Method
STAFFING
PROCEDURE
• EMPLOYMENT DECISIONS
- After evaluating performance, the
management will then be ready to
make employment decisions
• Monetary Rewards
• Promotion
• Transfer
• Demotion
STAFFING
PROCEDURE
• SEPARATION
- Is either voluntary of involuntary
termination of services of an
employee
- When voluntary, the organization’s
management must find out the
reason/s behind
- For involuntary, usually exercised
by the management when
employee commits violations of
company rule and regulations, also
when employee’s performance is
poor
