12.3 Staffing Procedures

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NCVPS
Small Business
Module 12

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  • 1. Staffing Procedures
  • 2. Staffing
    • A process of hiring employees who can help run the business efficiently, attract customers, and increase sales.
    • When hiring new staff, you should consider the following
    • Type of employees needed?
    • Skills missing by the business owner?
    • Skills needed daily and/or occasionally for peak periods or seasons
    • Budget available for employee compensation.
  • 3. Job Description
    • A written statement listing duties and responsibilities of a specific job.
    • Clearly outlines expectations for a job.
    • Reduces misunderstandings between the employer and employee.
  • 4. Job Specification
    • A written document which spells out:
      • abilities required
      • Skills expected
      • educational level needed
      • experience needed
    • by an employee to perform the described job.
  • 5. Recruiting
    • Searching for people to hire to fill job positions.
    • Potential employees can be sought within the business or from outside the business
  • 6. Recruiting from Within the Business Environment
    • Can motivate employees to work hard for promotions
    • Can reduce the cost of recruiting and training
    • May limit opportunities for introducing “new thinking” into the business
  • 7. Recruiting from Outside the Business Environment
    • Classified (Want) Ads
      • Can announce a job opening at a business.
      • An ad should briefly describe the position, educational requirements, experience requirements, and any special job requirements.
    • College Placement Centers
      • College placement centers are operated through colleges and universities.
      • They provide information about job openings to their students and graduates.
      • There is no fee charged for this service.
  • 8. Recruiting from Outside the Business Environment
    • Private Employment Agencies
        • Private employment agencies try to help match the skills of job seekers with the appropriate recruiting business and/or position.
        • Private agencies charge a fee to either the hiring business or the job applicant when matches are successful.
    • Public (state) Employment Agencies
        • Employment Security Commission’s Job Service provide services similar to those of private agencies.
        • As a state agency, they do not charge fees.
  • 9. Recruiting from Outside the Business Environment
    • Cooperative education programs
        • Available at both the high school and collegiate level place students in training stations as a part of the educational experience.
        • No fees are charged and the employer benefits by having the teacher’s assistance with managing the student’s employment.
    • Referrals
        • Most helpful method in locating available people with desired skills and personality traits.
        • While referrals might come from almost anywhere, referrals from current staff, professional friends, and family members often prove valuable.
  • 10. Recruiting from Outside the Business Environment
    • Help Wanted Signs
      • Help wanted signs can be placed in the windows of businesses to announce an available opening.
      • A current file should be kept for holding applications of promising persons who come to the business to apply for work.
    • The World Wide Web
      • The World Wide Web can also serve as an outlet to post job openings for your business.
    Leadership Styles
  • 11. Screening
    • The first step in hiring process
    • Identify and select those candidates who have the right job qualifications.
    • Eliminate the unqualified applicants .
    • Review applications and/or resumes.
    • Conduct interviews for job applicants to determine if the prospective employees would improve the business’s ability to meet customer needs.
    • Check references with the permission of the applicant to verify information listed on the application/resume
    • Ask previous employers and co-workers about the candidate’s personal and work-related attributes.
  • 12. Training and Development
    • Provides employees the ability to perform their jobs well
    • It also provides a basis for future performance appraisal
    • Advantages of Training and Development
    • Improves morale
    • Reduces employee turnover
    • Helps ensure quality performance
  • 13. Effective Training and Development Programs
    • Implement as soon as employees are hired
    • Continue throughout employment
    • Include follow-up to ensure that skills are being used
    • Provide retraining and new skill development as necessary
  • 14. Training and Development Activities
    • On-the-job training
    • Coaching
      • Feedback from the manager on a constant basis
    • Mentoring
      • Teaming with an experienced employee to learn the job
    • Conferences & Seminars
  • 15. Four Steps in Planning Training and Development
    • Determine immediate, intermediate, and long-range needs.
    • Design a program to meet the identified needs.
    • Implement the program which requires time and money
    • Evaluate the program for cost effectiveness and attainment of objectives .
  • 16. Paying Employees
    • Pay/compensation should:
    • Be competitive with similar businesses in your area.
    • Take the qualifications of employees into consideration.
  • 17. Methods of Pay
    • Wage
      • A fixed amount of pay per hour
      • Usually for 40 hours per week.
      • For hours over 40, employees receive 1 ½ times the regular rate.
    • Productivity Pay
      • Piece Rate
        • Pays an amount based on units produced
        • Often used in manufacturing
      • Commission:
        • Pay based on percentage of sales
  • 18. Methods of Pay
    • Salary
      • Fixed amount of pay for a certain time period regardless on the number of hours worked.
      • Salaried employees are usually provided additional optional benefits that may not be given to hourly or piece rate employees.
    • Combination
      • Combines a base salary plus commission
      • Employees may feel more comfortable accepting a position that offers this type of payment plan because the salary provides security and the commission provides incentive and reward for productivity.
  • 19. Employment Benefits
    • Benefits are employment rewards for service and are provided in addition to salary.
    • These allow a business to attract and retain good employees and may contribute to maintaining positive employee morale.
  • 20. Benefits Required by Law
    • Employer’s contribution to Social Security
    • Unemployment Compensation
    • Worker’s Compensation
  • 21. Optional Benefits
    • Paid Vacations
    • Paid Sick Leave
    • Health and Life Insurance
    • Flextime
    • Pensions
    • Childcare