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Functions of Management_Staffing_OrgMANG
- 1. Functions of Management: Staffing Mr. MichaelC. Pagaduan, LPT Organization and Management Subject Teacher
- 2. Your Logo Here "Some people cando one thing magnificently, like Michelangelo, and others make things like semiconductors or build 747 airplanes -- that type of work requires legions of people. In order to do things well, that can't be done by one person, you must find extraordinary people.“ - Steve Jobs
- 3. Your Logo Here Staffing refers to thecontinuous process of finding, selecting evaluating and developing a working relationship with current or future employees.
- 5. Your Logo Here Human Resource Planning Thismeans to assess precisely how many persons are required for the various positions in the organization, how many persons does the organization already haves and how many more will have to be appointed.
- 6. Your Logo Here Human Resource Planning •Environmental Scanning – What are the factors affecting the labor market? • Forecasting and estimating the firms manpower complement – How many are the regular and contractual employees? • Gap analysis – determine if there is a gap or difference between demand and supply in human resources.
- 7. Your Logo Here Job Analysis • isthe procedure for determining the duties and skill requirements for a job or position. The ff. information can be collected through this analysis. 1. Specific tasks and activities 2. Required behavior 3. Required job standards 4. Knowledge, tools and equipment used 5. Work conditions 6. Personal characteristics and requirements
- 8. Your Logo Here Recruitment • it meansto search the prospective candidates to be considered for employment • it examines the different sources of manpower supply, assesses their suitability, chooses the proper source or sources and invites applications from the prospective candidate for different jobs in the enterprises
- 9. Your Logo Here Sources of Applicants •Internal applicants – are company employees who are considered for promotion to higher positions.
- 10. Your Logo Here Sources of Applicants •External applicants – are individuals who are recruited by the company or directly apply or join the company.
- 11. Your Logo Here Sources of Applicants •Referrals • Newspaper Ads • Job websites • School placement office • Job fairs • Private employment agencies
- 12. Your Logo Here Equal Employment Opportunity • aconcept that emphasis that opportunities in employment should be freely available to all citizens irrespective of a person’s ethnic origin, political association, religion, sex, race, color, gender, pregnancy, spirituality, belief, disability, military status, genetic information and age that has no bearing on his qualification, performance, and ability.
- 13. Your Logo Here Selection • the processthrough which unsuitable candidate are rejected and the suitable ones are chosen.
- 14. Your Logo Here Selection • Mental Ability(IQ)Test • Aptitude Test • Personality Test
- 15. Your Logo Here Placement and Induction Induction(onboarding) means that the manager orients the newly appointed employee to his job and to the whole organization in general.
- 16. Your Logo Here Placement and Induction Thepurpose of induction or orientation of the newly appointed employee should be to: • Give him a bird’s eye view of the organization; • Familiarize him with the important spots of the organization; • Apprise him of the expectations from him; and • Ensure him that he will get full support for the constructive purposes.
- 17. Your Logo Here Placement and Induction Training isan important investment a company can make with their employees.
- 18. Your Logo Here Compensation and Wages •Compensation is any tangible equivalent or reward for services rendered or for the performance of a task in the organization
- 19. Your Logo Here Compensation and Wages– Common Modes of Payment • Payment for time worked • Flat rates • Compensation through incentives • Merit Pay – this is given in recognition of outstanding performance and result of a performance evaluation • Piece rate pay – given to employees who are paid a fixed rate per product • Compensation through incentives • Commission – this is compensation based on achieved sales quota • Group Incentives
- 20. Your Logo Here Compensation and Wages– Common Modes of Payment • Payment based on skills • Payment based on knowledge or credentials • Executive payment (for Top Management i.e., CEO, CFO, CTO)
- 21. Your Logo Here Compensation and Wages– Common Modes of Payment • Special Payment • Overtime pay – this covers work done beyond the normal schedule of eight hours a day and is given on top of the basic salary. • For the work in excess of eight hour performed on ordinary working days, overtime pay is 25% of the hourly rate
- 22. Your Logo Here Compensation and Wages– Common Modes of Payment • Special Payment • Holiday Pay – this is payment for an unworked regular holiday based on the employee’s daily rate. • Premium pay – this is payment given to employees who work on special holidays and rest days.
- 23. Your Logo Here Compensation and Wages– Common Modes of Payment • Special Payment • Night differential pay – this is an additional 10% of basic rate for each hour of work performed between 10 p.m. to 6 a.m. Cost of Living Allowance (COLA) is not included in the computation of the night differential.
- 24. Your Logo Here Compensation and Wages– Common Modes of Payment • Special Payment • Service Charge (i.e., tips) • Severance or Separation Pay – pay given to employees who are terminated with authorized cause • Retrenchment • Closure of the business • Illness that may affect performance
- 25. Your Logo Here Compensation and Wages– Common Modes of Payment • Special Payment • Retirement Pay • 13th /14th Month Pay
- 26. Your Logo Here Employee Benefits • Statutorybenefits – “statute” or provided by a law • SSS/GSIS – Loans, Pensions, Disability, Death, and Funeral Benefits • PAGIBIG Fund – Loans (Multi- purpose, Housing, etc.) • PhilHealth • Maternity/Paternity/Solo Parents Benefits • Service Incentives
- 27. Your Logo Here Employee Benefits • Voluntarybenefits • Vacation leaves • Sick leaves • Emergency leaves • Outings/Vacation • Sportsfest • Rice allowance • Meal subsidy • Shuttle service • HMO/Hospitalization • Bonuses • Group Life Insurance • Profit Sharing • Stock options • Cash bonuses
- 28. Your Logo Here Performance Appraisal • refersto the process where employee performance is documented and evaluated. This is also known as performance review or performance evaluation.
- 29. Your Logo Here Performance Appraisal • Evaluationis an important aspect of a company’s performance management system as it provides concrete information based on the over-all performance of the company can be assessed.
- 30. Your Logo Here Why Performance Appraisalis needed? • Needs assessment • Employee movements • Basis for merit increases • Legal concerns • Development • Channel of communication • Source of motivation
- 31. Your Logo Here Performance Appraisal Methods •Objective methods • Measures of actual output – ex. No. of Sales or No. of Orders Processed • Performance Test • Judgmental methods • Ranking Technique – a method where employees are compared to other employees • Rating Technique – an appraisal method that compares an employee to a fixed standard.
- 32. Your Logo Here Employee Movements • Verticalmovement – entails the movement of an employee from a lower position to a higher one. • Horizontal movement – involves transfer of an employee to another department or position.
- 33. Your Logo Here Vertical Movements • Promotion– is a movement to a higher level or position (as a result of a favorable performance evaluation) • Demotion – is a movement to a lower position (as a result of a negative performance evaluation)
- 34. Your Logo Here Horizontal Movements • Transfer– is a movement to another position but with the same level or scope of responsibility (e.g. one department/unit to another)
- 35. Your Logo Here Employee Movements • Resignation– an employee’s voluntary departure from the organization. • Separation with authorized cause – company’s decision to terminate employees due to business reasons • Separation with just cause – termination of employee due to serious offenses. • Retirement – end of workers’ employment due to illness, sickness or old age.
Editor's Notes
- #2 Class Exercise: Interview Session
- #4 The goal of an interview is to determine whether the candidate will be outstanding in the job, and that means evaluating the skills and attitude required for that job. When you answer this question, connect the dots on your resume so the interviewer understands not just what you've done, but also why.
- #17 The staffing also ensures that the right kind of people is to be placed at the right job
- #18 If there are shortage of workers, the firm may opt to allow or encourage overtime work or hire contractual/temporary workers. If there are surplus of employees due to redundancy or implementation of labor-saving devices, offering early retirement or laying off employees are some of the options. Emphasize here that although these methods are allowed by law, the company must create other opportunities to prevent these from happening and if it is really necessary, proper consultation and negotiation must be made.
- #19 Specific tasks and activities – essential tasks required for a position. The purpose of each task, how they are done, and specific time to complete them Required behavior – workplace behavior and ethics Required job standards – performance levels and standards, basis for employee performance evaluation Knowledge, tools and equipment used – specific knowledge on usage of tools and equipment, knowledge on procedures, laws, applications etc. Work conditions – work schedule and physical environment (ex. Call Center Agents servicing International Customers are bound by time zone differences, field agents are required to work beyond the confines of the physical office) Personal characteristics and requirements – attitudes, values, personality type, experience, background, training, characteristics (physical, psychological etc.)
- #20 his implies that recruitment examines the different sources of manpower supply, assesses their suitability, chooses the proper source or sources and invites applications from the prospective candidate for different jobs in the enterprises.
- #21 The staffing also ensures that the right kind of people is to be placed at the right job
- #22 The staffing also ensures that the right kind of people is to be placed at the right job
- #23 The staffing also ensures that the right kind of people is to be placed at the right job
- #24 The equal employment opportunity does not guarantee to hire a potential employee; instead, the purpose is that no one is rejected based on any discrimination.
- #25 his implies that recruitment examines the different sources of manpower supply, assesses their suitability, chooses the proper source or sources and invites applications from the prospective candidate for different jobs in the enterprises.
- #26 his implies that recruitment examines the different sources of manpower supply, assesses their suitability, chooses the proper source or sources and invites applications from the prospective candidate for different jobs in the enterprises.
- #27 his implies that recruitment examines the different sources of manpower supply, assesses their suitability, chooses the proper source or sources and invites applications from the prospective candidate for different jobs in the enterprises.
- #28 his implies that recruitment examines the different sources of manpower supply, assesses their suitability, chooses the proper source or sources and invites applications from the prospective candidate for different jobs in the enterprises.
- #29 Pre training assessment Designing the training program Training implementation Training evaluation.
- #30 Pre training assessment Designing the training program Training implementation Training evaluation.
- #31 Pre training assessment Designing the training program Training implementation Training evaluation.
- #32 Pre training assessment Designing the training program Training implementation Training evaluation.
- #33 Pre training assessment Designing the training program Training implementation Training evaluation.
- #34 Pre training assessment Designing the training program Training implementation Training evaluation.
- #35 Pre training assessment Designing the training program Training implementation Training evaluation.
- #36 Pre training assessment Designing the training program Training implementation Training evaluation.
- #37 Pre training assessment Designing the training program Training implementation Training evaluation.
- #38 Pre training assessment Designing the training program Training implementation Training evaluation.
- #39 Pre training assessment Designing the training program Training implementation Training evaluation.
- #40 Pre training assessment Designing the training program Training implementation Training evaluation.
- #41 Pre training assessment Designing the training program Training implementation Training evaluation.
- #42 Pre training assessment Designing the training program Training implementation Training evaluation.
- #43 Pre training assessment Designing the training program Training implementation Training evaluation.
- #44 Pre training assessment Designing the training program Training implementation Training evaluation.
- #45 Pre training assessment Designing the training program Training implementation Training evaluation.
- #46 Pre training assessment Designing the training program Training implementation Training evaluation.
- #47 Pre training assessment Designing the training program Training implementation Training evaluation.