Human resources
— often considered as the organization's most important resource
— human capital, intellectual assets, management/ company talents
— drivers of the organization's performance
Staffing
— function of management
— refers to filling in all organizational job positions and keeping these filled
— determining the number of people with the right skills
— getting the right applicants for the vacant job positions
team members
— other term for human resources
HR department
— Responsible for employing and dismissing staff (staffing)
— serves a vital role in designing and implementing company policies for managing employees
Human resource planning
— activities that managers engage in to forecast their current and future needs for human resources
— STRATEGIC because it is done to achieve the organization's mission, vision, overall direction, and strategies.
— not entirely the responsibility of the HR department. Line/ department managers also share in staffing responsibilities
Job Analysis
— FOUNDATION of staffing
— in-depth study of a job
— collection and analysis of all relevant information and facts about a job that is done in a systematic and orderly manner
Job description
[ JOB ANALYSIS ]
— all info about the JOB
— tasks, duties, responsibilities that a job entails
— also includes information on where the job is located, to whom the jobholder reports and the type of compensation the employee will receive
Job Specification
[ JOB ANALYSIS ]
— all info about the APPLICANT
— skills, abilities, education, experience, and personality
Recruitment
— addresses the shortfall in the NUMBER OF PERSONNEL
— process of getting and ATTRACTING qualified applicants to fill a vacant job
— advertising
Internal Recruitment
[ TYPES OF RECRUITMENT ]
— applicants WITHIN THE COMPANY (current personnel)
— department transfer, promotions
— SOURCE: • Company bulletin boards • Company newsletter • Recommendations from department or unit heads
Internal Recruitment
[ ADVANTAGES ]
• Fewer expenses are required for advertising • Costs less and does not take too much time for training and orientation • faster process
[ DISADVANTAGES ]
• The number of applicants to choose from is limited. • Favoritism and nepotism • Possible loss of morale and jealousy
External Recruitment
[ TYPES OF RECRUITMENT ]
— applicants from OUTSIDE THE COMPANY
— SOURCE: • Media sources such as newspapers, radio, and social media • Schools, colleges, and universities • Job search engines that use the internet • Employment agencies
Classified Ad Section
— Located in the back of the newspaper.
— Jobs are listed in the employment section usually by fields such as education, health, etc.
External Recruitment
[ ADVANTAGES ]
• Advertising and recruiting through the Internet reach a large number of possible applicants. • Better potential employees • Educational institutions know the capabilities and qualifications of their graduates
[ DISADVANTAGES ]
• Cost and time • Possibility of practicing bias or entertaining self-serving motives
Selection
— process of CHOOSING the individual to hire
— involves "hire" or "no hire" decision regarding each applicant for a job
Application form
— A form to use when applying for a job
— includes personal information, job experience, and reference
— resume, bioform, curriculum vitae/ CV
Structured interview
[ TYPES OF INTERVIEW ]
— interviewer asks the applicant to answer a set of PREPARED QUESTIONS
• situational • job knowledge • job simulation
Unstructured interview
[ TYPES OF INTERVIEW ]
— interviewer has no guide and can ask freely
— spontaneous, open-ended, and flexible.
Panel Interview
[ TYPES OF INTERVIEW ]
— several interviewers may conduct the interview of the applicants
— 3-5 interviewers
— usually the final interview, with the managers and higher ups
one-on-one interview
[ TYPES OF INTERVIEW ]
— One interviewer is assigned to interview the applicant
Employment test
— A written or computer-based test
— administered to applicants to gauge intelligence, aptitude, interests, personality, tendency to comply with rules, work ethics, and for any purpose deemed as job-relevant by the employer
— TYPES: • Intelligence Test • Proficiency Test • Personality Test
Character reference
— a person who can give information about you
— must NOT be a relative
— must be professional/ in a high position
— at least 2-3
— name, position, contact no.
— must be informed that you put them in your resume so they would be prepared
Physical and Medical Examination
— final step in the Recruitment and Selection Process
— conducted after the final decision has been taken to select an applicant for the job
— the candidate is required to undergo this test to see if they are physically and mentally fit to work
— blood test, drug test, x-ray, etc
Employment Contract
— summarizes terms and conditions of candidate's employment with the business
— duration of employment, general job responsibilities, salary, work schedule, benefits, resignation procedure
30 days
— the number of days notice requirement for an employee's resignation
— It gives the employer enough time to hire another employee if needed
Orientation
— aims to introduce the new employee to the job setting
— FIRST PART of the overall training program
— a.k.a. "induction training"
Training
— an organization's planned efforts to help employees acquire job-related knowledge, skills, abilities, and behaviors, with the goal of applying these on the job
— ON-GOING ACTIVITY that is conducted by selected individuals within each department
— PURPOSE: • orient new employees in the workplace • develop the skills • enhance teamwork
Performance Appraisal
— An evaluation that measures employee performance against established standards
— helps to make decisions about promotions, compensation, training or termination
— other terms: • Performance evaluation • Performance management • Performance measurement • Performance feedback
Immediate superior
— the one who evaluates an employee's performance
Developmental Purposes
[ PURPOSE OF PERFORMANCE APPRAISAL ]
â–Ş To facilitate employee development
â–Ş To enhance employee motivation
Strategic Purposes
[ PURPOSE OF PERFORMANCE APPRAISAL ]
â–Ş To establish a link between the tasks and activities of an employee to the goals of the organization
â–Ş To undertake research
Administrative Purposes
[ PURPOSE OF PERFORMANCE APPRAISAL ]
â–Ş To determine appropriate rewards and compensation
â–Ş To undertake a decision on employee movement
Clarity of Purpose
[ CHARACTERISTICS OF A GOOD PERFORMANCE APPRAISAL ]
— Must be CLEAR WITH ITS OBJECTIVE and should be WELL-COMMUNICATED
Well-discussed Expectations for the Job
[ CHARACTERISTICS OF A GOOD PERFORMANCE APPRAISAL ]
— should have a PRIOR ANALYSIS OF THE JOB, including the duties and responsibilities
Alignment of Performance Appraisal Goals with Organizational Goal is Understood
[ CHARACTERISTICS OF A GOOD PERFORMANCE APPRAISAL ]
— conducted to help the organization achieve its objectives