Staffing the engineering - ES 08
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  • 1. Staffing the Engineering Organization Chapter 5
  • 2. 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.
  • 3. 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 organization’s effectiveness. (Heneman and Judge, 2005)
  • 4. The Goal of Staffing… Is to match people with jobs so that the realization of the organizations objectives will be facilitated.
  • 5. As an Engineer Manager… One must be concerned with putting the right persons in various positions within his area of concern.
  • 6. As an Engineer Manager… There is great responsibility in assuring that the right persons are assigned to positions that fit their qualifications.
  • 7. Staffing Procedure Human resource planning Recruitment Selection Induction and Orientation Training and development Performance appraisal Employment decision Separations The 8 steps in staffing process
  • 8. 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.
  • 9. 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
  • 10. The 3 Key Elements of Human Resource Planning 2. Programming - 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.
  • 11. 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
  • 12. Source of applicants:  Newspaper advertisement  Schools  Competitors  Internet
  • 13. 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.
  • 14. 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.
  • 15. 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.
  • 16. Example of a resume
  • 17. Ways of Determining Qualifications of a Job Candidate 2. References. References are those written by previous employees, co- workers, teachers, club officers, etc. there statement may provide some vital information on the character of the applicant.
  • 18. 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.
  • 19. 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.
  • 20. Staffing Procedure: Induction and Operation Human resource planning Recruitment Selection Induction and Orientation •The employee is informed about the his duties, responsibilities, and responsibilities. Induction •Socialization process Orientation
  • 21. 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.
  • 22. Training Programs for: Nonmanagers •On-the-job training •Vestibule •Apprenticeship •Special Course Managers •In-basket •Management games •Case studies •Role-playing •Behavior modeling •Sensitivity training •Transaction analysis
  • 23. Benefit of Training  Build up confidence  Improves morale of employees  Build trust of the employee
  • 24. 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
  • 25. 8 Ways of Appraising the Employee: 6) Work standard method 7) Ranking method 8) Critical-incident method
  • 26. 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.
  • 27. 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.
  • 28. 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.
  • 29. That’s all folks! I hope this will make you the best engineer manager in the near future, kudos!