OM staffin, recruitment, selection

staffing

is a managerial function that processes hiring and developing (recruitment, selection, trainin, development, promotion and compensation.

-and a process of placin, identifying, assesin, developing and evaluating individuals at work

harold koontz

filled and keeping filled, positions in the orgaization structure.

(5) nature of staffing

1. management function

2. pervasive function (recquired in all levels of an organization)

3. part of human resource management (ex. recruitment)

4. continuous function (recquired in all times)

5. productive function ( turns inactive resources to productive resources)

importance of staffing

1. discovers talented and competent workers

2. places the right people at he right jobs

3. avoids shortage of workers

4. develops and trains workers

5. plans the recquirements of workers at all levels and at all times.

recruitment by MacFarlane (macfaryan)

attracting potential employees of the company

recruitment accordin to flipo

process of searching prospective employees and stimulating them to apply for the jobs in the organization

the need for recruitment

1. vacancies due to transfer, promotion, retirement, permanent disability or death of worker.

2. creation of vacancis due to expansion, diversification, or growth.

intermal recruitment

filling of vacancis can be done through transfer (of employees) or promotion. recruitment is done through bulletin boards, newsletters, or reccomendations of head units and departments. re-employment of ex-employees is a form or kind of internal recruitment.

external recruitment

• outside sources that are considered when location potential individuals who might want to join the organization and encourage them to join/fill actual or anticipated job vacancies.

• more timely and expensive than internal recruitment

• ex. advertisement, unsolicited applications, employee referral, executive search firms, educational institutions and public and private employment agencies

executive search firms

also known as head hunters. they help organizations or employers search for the workers right for the job that match the recquirements of application

recruitment process

1. recruitment planning (making of draft for he skills, experiences, and qualifications needed for the job)

2. strategy development (developing strategy or plan for recruitment)

3. searching (motivating job seekers to apply for the job)

4. screening ( evaluating applications)

5. evaluation and control (where you decided the cost for recruitment)

selection according to dale yoder

is a process in which canditates of employment are divided into 2 classes; those who to be offered employement and those who are not.

(3) selection instruments

1. interview

2. tests/examinations

3. assessment center

typs of interviews

1. structured

2. unstructured

3. one-on-one

4. panel interview

structured interview

interviewer(s) asks the applicants a set of prepared questions

unstructured

does not have or prepare guide questions but asks freely. (not reccomended)

one-on-one interview

one interviewer is designed to inerview the applicant

panel interview

several interviewers conduct the interview. can be up to 3-5 interviewers.

tests

goal is to obtain data from applicants by pedicting probable success as employees.

ex. intelligence test, proficiency and aptitude test, voational test, and personality test

assessment centers

• a technique for selecting and promoting managers

• usual center approach calling the candidtates to participate in series of exercises.

• 3rd party organization hored by the company to assist in assessing the applicants

• ex. psychological test, management games and in basket exercises