Professional Documents
Culture Documents
STAFFING
OBJECTIVES:
1. To define and describe the management
function of staffing.
2. To describe ways and means of forecasting
human resources requirements.
3. To explain ways of implementing human
resources development programs.
4. To describe appropriate training programs
and their applications.
STAFFING:
- The process of supplying the organization with the needed
people to achieve the purposes for which it has been established.
- This is done by identifying workforce requirements, inventorying
the people available, and recruiting, selecting, planning,
promoting, appraising, planning the careers of, and developing
manpower.
- According to Theo Haimann, Staffing pertains to recruitment,
selection, development and compensation of subordinates.
- It satisfy and answer questions about hiring and maintaining
people such as, how many are needed, when, where and with
what activities?
the company, qualifications and skill of managers, etc. In small companies the top
management generally performs this function. In medium and small scale enterprise, it is
performed especially by the personnel department of that concern.
PLANNING
Provides guidelines in the execution or administration of staffing
policies and programs. For the performance of staffing function to
be effective, it has to be aided by certain analytical studies and
guided by a set of policies, procedures, regulation, and standards.
As the initial activity of staffing, planning involves human resources
forecasting, job analysis, and policies and programs formulation.
TYPES OF FORECAST
1. Supply From Inside-it is the filling up vacancy position with
qualified candidate within the organization.
PROGRAMS CONTENT
Program embodies specific responsibilities, rules, regulations,
procedures and standards.
1. Title of the Program
2. Units involved
3. Policy Statement Defining Purpose
4. Program Objectives
5. Responsibility of those affected and that of the Company
6. Organization
7. Procedures
8. Time Frame
9. Budget
10. Approval
II. EXECUTION
Provides activities generated information that will be collected
and analyzed in maintenance. The plan can only be useful if it
is carried out in the actual operation of the company. The
implementation or administration of all policies and programs
directly related to acquisition and development of personnel will
be the focus of execution. Included in this group are
recruitment, selection placement, training, and development.
III. MAINTENANCE
Process or put all information and recommendations in the from
useful in planning.
MAINTENANCE STAFFING:
1. Human Resources Accounting- the process of identifying and
reporting the investments made in the Human Resources of an
Organization that are presently not accounted for in the conventional
accounting practices.
References:
Franco, Ernesto,(1988). Management Setting. Manila: National
Bookstore, Inc.
Koontz, Harold and ODonnell, Cyril. (1974). Essentials Of
management. New York: McGraw-Hill.