Staffing the

Engineering
Organization
Chapter 5

Objectives:
Establish a basic ground of what staffing.
Identify and appreciate the basic process of
staffing and its benefits.
Develop staffing techniques in order to be
an efficient engineer manager.
Address company issues with an effective
staffing management application.

What is STAFFING?
Staffing is the process of acquiring,
deploying, and retaining a workforce of
sufficient quantity and quality to create
positive impacts on the organizations
effectiveness.
(Heneman and Judge, 2005)

The Goal of Staffing

Is to match people with jobs so that the
realization of the organizations objectives
will be facilitated.

As an Engineer Manager
One must be concerned with putting the
right persons in various positions within
his area of concern.

As an Engineer
Manager
There is great responsibility in assuring
that the right persons are assigned to
positions that fit their qualifications.

Staffing Procedure
The 8 steps in staffing process

Training
and
developme
nt

Performanc
e appraisal

Employmen
t decision

Separations

Staffing Procedure:
Human Resource
Planning
Human

resource planning is first

step in staffing and is defined as
the on-going process of systematic
planning to achieve optimum use of
an organization's most valuable
asset - its human resources.
The objective of human resource
planning is to ensure the best fit
between employees and jobs, while
avoiding manpower shortages or
surpluses.

The 3 Key Elements of

Human Resource Planning
1.

Forecasting is an assessment of

future human resource needs in

relation to the current capabilities of
the organization.
Methods of Forecasting:
.Time series methods
.Explanatory or casual method
.Monitoring methods

The 3 Key Elements of

Human Resource Planning
Programming

2.

- which means
translating the forecasted human
resource needs to personnel objectives
and goals.

3.

Evaluation and control

which refers to monitoring human

resource action plans and evaluating
their success.

Staffing Procedure:
Recruitment
Recruitment refers to attracting qualified
persons to apply for vacant positions in
the company so that those who are best
suited to serve the company may be
selected.
Source of applicants:
Organizations current employees
Referrals from employees
Recruitment firms

Source of applicants:
Newspaper advertisement
Schools
Competitors
Internet

Staffing Procedure:
Selection
Selection refers to the act of choosing
from those that are available the
individuals most likely to succeed on the
job.
The purpose of selection is to evaluate
each candidate and to pick the most
suited for the position available.
Selection procedures may be simple or
complex depending on the cost of a
wrong decision.

Staffing Procedure:
Selection
If

the management picks the wrong

person and the subsequent effect to the
organization is negligible, then the
selection process is made simple.
Subsequently, when the position under
consideration involves special skills, a
more elaborate selection process is
undertaken.

Ways of Determining
Qualifications of a Job Candidate
1.

Application blanks. The application

blanks provides information about the
persons characteristics such as age,
marital status, address, education,
background, experience, and special
interest. After reading the application
blank, the evaluator will have some
basis on whether or not to proceed
further in evaluating the applicant.

Example
of a
resume

Ways of Determining
Qualifications of a Job Candidate
2.

References. References are those

written by previous employees, coworkers, teachers, club officers, etc.
there statement may provide some
vital information on the character of
the applicant.

Ways of Determining
Qualifications of a Job Candidate
3. Interviews. Information may be

gathered in an interview by asking a

series of relevant questions to the job
candidate.

Ways of Determining
Qualifications of a Job Candidate
4. Testing. This involves an evaluation of

the future behaviour or performance of

an individual.
TYPES OF TEST
. Psychological test Is an objective, standard
measure of a sample behaviour it is classified
into: aptitude test, performance test, personality
test, interest test.
.Physical examination - a type of test given to
assess the physical healthy of an applicant.

Staffing Procedure:
Induction and Operation

Staffing Procedure:
Training and Development
Training

refers to the learning that is

provided in order to improve performance
on the present job.
2 General types of training
Training Programs for non-managers
Training and educational programs for
executive.

Training Programs for:

Benefit of Training

Build up confidence
Improves morale of employees
Build trust of the employee

Staffing Procedure:
Performance Appraisal
Is

the act of evaluating the employee.

8 Ways of Appraising the Employee:

1) Rating scale method
2) Essay method
3) Management by objective method
4) Assessment center method
5) Checklist method

8 Ways of Appraising the

Employee:
6)
7)
8)

Work standard method

Ranking method
Critical-incident method

Staffing Procedure:
Employment Decision
Monetary Reward this are
given to employees whose
performance is at par or above
standard requirements.
Promotion this refers to a
movement by a person into a
position of higher pay and
greater responsibilities and
which is given to a reward for
competence and ambition.

Staffing Procedure:
Employment Decision
Transfer this is the movement of
the person to a different job at the
same or similar level of
responsibility in the organization.
Demotion this is a movement
from one position to another which
has less pay or responsibility
attached to it. This is also a form of
punishment.

Staffing Procedure:
Separation
Voluntary

- it is the will of the

employee to resign and he must
notify the company weeks before
he resign.
Involuntary or termination is the
last option that the manager
exercises when employees
performance is poor or when an
employee violates the rules and
regulation of the company.

END