organizational management

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Class: ABM 12
Subject: ORGANIZATION AND MANAGEMENT
Date:
Content
Standard
The learner demonstrates an understanding about the process of recruiting,
selecting, and training employees.
Performance
Standard
The learners shall be able to analyze and summarize the process of recruiting,
selecting, and training of employees.
Competency Analyze the process of recruiting, selecting, and training employees
I. Objectives
At the end of this lesson, you should be able to:
a. Explain the process of recruiting, selecting and training employees
b. Analyze the process of recruiting, selecting and training employees;
c. Appreciate the importance of recruiting, selecting, and training
employees.
II.Content THE PROCESS OF RECRUITING, SELECTING, AND TRAINING EMPLOYEES
III.Learning
Source
A.Reference SENIOR HS MODULE DEVELOPMENT TEAM
https://drive.google.com/file/d/1CvBWYU6EpmgjhhtUrSeVy6z5M20P69m3/vi
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IV.Procedures: a. Prayer:
b. Greetings:
c. Checking of Attendance:
d. Setting of Classroom Standards:
e. Energizer/Drill/Passing of Assignment:
f. Review of the previous Lesson.
B.Review/
Motivation
ACROSS
1. an entity, a company, or an institution
2. learning given by organizations to their employees

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3. can be described as the process of hiring employees
DOWN
4. has a goal to improve capability, capacity productivity, and
performance
5. a manager’s way of knowing the applicant
 Presentation of the topic
 Presentation of the objectives
Lesson Proper
A. Activity
 Definition of Terms through “Guess the Definition”
 Discussion on the process of recruiting, selecting, and training of
employees.
Recruitment is a set of activities designed to attract qualified applicants for
job position vacancies in an organization. The two methods of recruitment are
external and internal recruitment. Let us discuss it one by one. The external
recruitment method considers outside sources in locating potential individuals
who might want to join the organization and encouraging them to apply for
actual or anticipated job vacancies. The following are methods of external
recruitment:
1. Advertisements – this can be done through websites, newspapers, trade
journals, radio, television, billboards, posters, and emails among others.
2. Unsolicited applications – these are applications from individuals who took
the initiative to apply even though the company did not indicate that they need
a new staff. For example, you are interested in working in an organization but
you do not have any idea if they are hiring employees or not. So, what you did
is you submitted your application documents to the organization. In this case,
the organization has not put out a notice for new workers.
3. Internet recruiting – independent job boards of the web commonly used
by job seekers and recruiters to gather and disseminate job opening
information. Examples are jobstreet.com, jobfinderph.com, OnlineJobs PH, and
many more.
4 . Employee referrals – are recommendations from the organization’s present
employees who usually refer to friends and relatives who they think are
qualified for the job. An example is when you are working as a teacher in a
private school and you know that this school is looking for an English teacher.
Since your cousin is an Education graduate with English as her specialization
then you refer her to your School Principal as one of the applicants for the job.
5. Educational institutions – these are good sources of young applicants or
new graduates who have formal training but with very little work experience.
For technical and managerial positions, schools may refer to some of their
alumni who may have the necessary qualifications needed for the said job
positions. For example, a University known for its successful Engineering
Graduates is looking for additional instructors in this field. And since they have
their lists of best graduates, they can hire some of their alumni to work with
them.

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6. Public and private employment agencies – this may also be good sources
of applicants for different types of job vacancies for they usually offer free
services while private ones charge fees from both job applicants and employers
soliciting referrals from them. Some examples of public employment agencies
in the Philippines are the Philippine Overseas Employment Administration
(POEA), the Department of Labor and Employment (DOLE), etc. Private
employment agencies like Ephesians Human Resource Inc., Brilliant Minds Inc.,
and other employment agencies that are recognized by the government.
Internal recruitment is a process of filling job vacancies through promotions
or transfers of employees who are already part of the organization. In other
words, recruitment is within the organization. For example, you are working in
an organization as an assistant supervisor for three years already. Since your
senior supervisor is about to retire, the organization is hiring for his
replacement but what they do is internal recruitment. In this case, you as a
qualified applicant for the position can apply. In simple words, external
recruitment is looking for prospective applicants from outside the organization
while internal is from inside. Depending on the need of the organization, they
can have both methods of recruitment at the same time.
Selection is the process of choosing individuals who have the required
qualifications to fill the present and expected job opening. This is the second
component of staffing which includes the following steps:
1. Establishing the selection criteria – this includes the citation of the nature
and purpose of the job position which has to be filled. This may include the
skills that the company is looking for in an employee. Here is an example:

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Formal Education – i.e. Must be a college graduate Experience and Past
Performance – i.e. Must have at least five-year experience in related work
Physical Characteristics – i.e. With pleasing personality Personality
Characteristics – i.e. hardworking
2. Requesting applicants to complete the application form – application forms
must be filled by the applicants with the necessary information that the
company is asking so that it will be easy for managers to decide whether the
applicants meet the minimum requirements or not.
3. Screening by listing applicants who seem to meet the set of criteria – this is
the time when the company’s human resource team will assess who among the
applicants meets the minimum criteria and who will proceed to the next step.
This is to minimize the cost of time spent in interviews with applicants who do
not meet the criteria for the job opening.
4. Screening interview to identify more promising applicants – this is the time
where shortlisted applicants will undergo a formal interview and will be
assessed more closely if he/she fits the job.
5. Interview by the supervisor/manager or panel interviewers – this is when the
supervisors/managers will assess if the applicants are well oriented with
his/their characteristics and abilities towards the job that he/she is applying for.
6. Verifying information provided by the applicant – this is done to check if the
applicants are not telling false information to the company.
7. Requesting the applicant to undergo psychological and physical examination
– this is very important because having a healthy mind and a healthy body is
important for good job performance.
8. Informing the applicant that he or she has been chosen for the position
applied for – this can be done verbally or in writing by the managers who give
the final decision regarding the applicant’s hiring. Final instructions regarding
the company’s rules and regulations for hiring an applicant must be given in
this step. In the selection process, organizations do not find it easy. Some will
have different ways of selecting employees because it is difficult to know what
is the real performance of their people. Predicting their performance is difficult
because of the difference between what individuals can do at present to what
they can do in the future.
TRAINING AND DEVELOPMENT Training refers to learning given by
organizations to its employees that concentrates on short-term job
performance and the acquisition or improvement of job-related skills.
Development refers to learning given by organizations to its employees that is
geared toward the individual’s acquisition of his or her skills in preparation for
future job appointments and other responsibilities. Why are training and
development important in achieving success in today’s organization? This is
very important for every employee in an organization to be properly equipped
with the skills and abilities for them to be capable of meeting the organization’s
goals. Newly hired employees need to be trained for them to develop their
skills, capabilities, characteristics and enhance their inter and intrapersonal
relations with their subordinates and workmates. Before conducting the

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training, an organization analysis, task analysis, and person analysis will be
conducted by managers. Organization analysis may include the analyses of
effects of downsizing, branching out, conflicts with rival companies, and others
that may require training or retrain personnel. Task analysis involves, for
example, checking job requirements to find out if all these are being done to
meet company goals. Person analysis determines who among the employees
need training or retraining. This is to avoid spending on the training of
employees who no longer need it. In conducting training, a training design
must be prepared first. Instructional objectives that describe the knowledge,
skills, and attitudes that employees must acquire are included in this design.
The objective must be aligned with the company’s objectives. Trainee readiness
and motivation are also a consideration in making the design. They need to
refer their design to the trainee’s background knowledge and experiences.
Next, when the design is already complete, it is time for its implementation.
This may include; on-the-job training, apprenticeship training, classroom
instruction, audiovisual method, simulation method, and e-learning. After
implementation then the evaluation will follow. This is the moment when the
training program will be evaluated by the participants. Their reactions, their
learnings, and their way of behaving during the training will be gathered and
evaluated. Employee development is a part of an organization’s career
management program and its goal is to match the individual’s development
needs with the needs of the organization. An employee must know himself or
herself well, he or she must be aware of his knowledge and capabilities, values,
and interests so that he or she could also identify the career pathway that he
or she would like to take. As part of the organization's goal towards its
employees, it will provide its employees with the results of their evaluations,
organization’s plans, or direction that may be related to his or her career path.
This is a very good combination to blend the employee’s career development
goals with the organizational goals.

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B. Analysis Activity 1
1. Recruitment has two major types. Provide at least three advantages
of the two recruitment types in the organization. Use the matrix
below.
2. Training is essential to employee’s growth and productivity. Given the
matrix below, compare and contrast the two methods of training. Give at
least three main differences/similarities.
C. Abstraction  Students will be asked for their own opinion why recruitment,
selecting and training of employees is important in a certain
company?
D. Application DAY 2 – 5
Welcome back to our lesson. I hope you were able to read your book before proceeding to this day’s
lesson.
CORRECT THE SENTENCES: Identify the word that makes the sentence incorrect and write
down the correct one.
1. Transfer is the act of advancement of employee’s post in the company. In some
organization, it is mandatory, meaning that employees are promoted in certain interval of
time period, while in others; employees are promoted as per their performance.
2. When new employees are terminated, they require training and orientation. But when
employees are recruited from inside the company, they take less time to adapt to new
work because they are already familiar to environment, employees and culture of the
company.
3. Leading is the practice where people with some kind of authority favor their relatives
and friends by offering jobs. While recruiting employees from outside, chances of
nepotism is high.
4. Employment interviews are done to identify a candidate’s skill set and ability to work in
an organization in detail. Purpose of an employment interview is to find out the

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E. Engagemen
t
incompetence of the candidate and to give him an idea about the work profile and what is
expected of the potential employee.
5. Personality tests identify patterns of interests, i.e., areas in which the individual shows
special concern, fascination and involvement. These tests will suggest what types of jobs
may be satisfying to the employees. This help the individuals in selecting occupations of
their interest.

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F. Assessment
G.Assignment
COMPLETE THE SENTENCES: Choose the correct word or phrase from the box below to
complete each sentence.
1. _________________ is almost universally recognized as a strategic tool for an
organization's continuing growth, productivity and ability to retain valuable employees.
2. When employees are recruited from ____________, there is almost zero chances of
selecting a wrong person because company does not only have its employees’ record but
also knows them personally which is not possible in external recruitment.
3. There are people outside the office as well who are capable or has potential to complete
the concerned task. So when companies keep recruiting employees from inside, external
talents are deprived of working platform, hence promotes ________________.
4. Nowadays, most of the companies have started the trend of conducting direct
recruitment from colleges and universities. Companies visit _______________________
annually and recruit bright students, especially at managerial level. This saves time and
money and encourages students to study hard.
5. To ensure the quality of human resources in the organization, ______________________
creates a pool of eligible candidates and best-qualified ones can be chosen easily as the
management team has greater choice of selection.
6. Once the applications are received, _______________ of applicants will be executed;
qualified candidates will be called for an interview by the screening committee.
7. This type of tests is designed to measure the skills already acquired by the individuals.
This is also known as performance, occupational or trade tests which used to test the level
of knowledge and _______________ acquired by the applicants.
8. The existing employees are trained to refresh and enhance their ______________.
9. Training helps the employee to get job security and job satisfaction. The more satisfied
the employee is and the greater is his ______________, which will contribute to
organizational success.
10. A well trained employee will be well acquainted with the job and will need less
of_______________. Thus, there will be less waste of time and efforts.
DIRECTION: Answer the following questions or situations based on what you’ve learned
from the lesson.
1. How important is recruitment, selection and training to the organizations?
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
2. Which among the types of job interviews is the most practical to be implemented by
companies? Justify your answer.
___________________________________________________________________________
___________________________________________________________________________

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___________________________________________________________________________
___________________________________________________________________________
3. What is the most feasible and practical recruitment style? Why?
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
4. If you could eliminate one step in the selection process, which one is it? Why?
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
5. If a company does not possess sufficient budget for continuous training, what other tasks
might be possible in replace with training of employees? Name at least three (3) tasks.
a. ____________________________________________________________________
b. ____________________________________________________________________
c. ____________________________________________________________________
Remarks The competency needs to be discussed in two sessions; if time
is not enough, other activities will be done in our next
meeting.
Prepared by:
PIA T. BAGUIO
APPLICANT