ENEMAN20 - Organizing & Staffing

Not included: Organizational Structure purposes, Advantages & Disadvatages, Performance appraisal purpose

1. Planning

2. Organizing

3. Staffing

4. Directing

5. Controlling

1. Planning

2. Organizing

3. Staffing

4. Directing

5. Controlling

Management Functions

Organizing

a management function which refers to “the structuring of resources and activities to accomplish objectives in an efficient and effective manner”.

Organizing

undertaken to facilitate the implementation of plans.

Organizing

will help facilitate the assignment of authority, responsibility, and accountability for certain functions and tasks.

Organizational Structure

The arrangement or relationship of positions within an organization is called the structure.

Division of labor

determining the scope of work and how it is combined in a job. (Organizational Structure)

Delegation of authority

the process of assigning various degrees of decision-making authority to subordinates. (Organizational Structure)

Departmentation

the grouping of related jobs, activities, or processes into major organizational subunits. (Organizational Structure)

Span of control

the number of people who report directly to a given manager. (Organizational Structure)

Coordination

the linking of activities in the organization that serves to achieve a common goal or objective. (Organizational Structure)

Types of Organizational Structures

1. Functional Organization

2. Product or Market Organization

3. Matrix Organization

FUNCTIONAL ORGANIZATION

this is a form of departmentalization in which everyone engaged in one functional activity, such as engineering or marketing, is grouped into one unit.

FUNCTIONAL ORGANIZATION

very effective in smaller firms, especially "single -business firms where key activities revolve around well -defined skills and areas of specialization.

PRODUCT OR MARKET ORGANIZATION

this refers to the organization of a company by divisions that brings together all those involved with a certain type of product or customer.

PRODUCT OR MARKET ORGANIZATION

"appropriate for a large corporation with many product lines in several related industries."

MATRIX ORGANIZATION

an organizational structure in which each employee reports to both a functional or division manager and to a project or group manager.

MATRIX ORGANIZATION - Thompson and Strickland

"is a structure with two (or more) channels of command, two lines of budget authority, and two sources of performance and reward ."

MATRIX ORGANIZATION - Higgins

"the matrix structure was designed to keep employees in a central pool and to allocate them to various projects in the firm according to the length of time they were needed. "

COMMITTEES

a formal group of persons formed for a specific purpose.

COMMITTEES - Millevo

"often staffed by top executives from marketing, production, research, engineering, and finance, who work part -time to evaluate and approve product ideas ."

Ad hoc Committee

created for a short -term purpose and have a limited life.

Standing Committee

a relatively permanent committee that deals with issues on an ongoing basis.

Staffing

the management function that determines human resource needs, recruits, selects, trains, and develops human resources for jobs created by an organization.

Staffing

undertaken to match people with jobs so that the realization of the organization’s objectives will be facilitated.

1. Human Resource Planning

2. Recruitment

3. Selection

4. Induction and Orientation

5. Training and Development

6. Performance Appraisal

7. Employment Decisions

8. Separations

Staffing Procedure

Human resource planning

The planned output of any organization will require a systematic deployment of human resources at various levels.

(Staffing Procedure)

Forecasting

an assessment of future human resource needs in relation to the current capabilities of the organization.

Programming

translating the forecasted human resource needs to personnel objectives and goals.

Evaluation and control

monitoring human resource action plans and evaluating their success.

Recruitment

When the different positions have been identified to be necessary and the decision to fill them up has been made, the next logical step is.

(Staffing Procedure)

1. The organization's current employees.

2. Newspaper advertising

3. Schools

4. Referrals from employees

5. Recruitment firms

6. Competitors

When management wants to fill up certain vacancies, the following sources may be tapped:

(Recruitment)

Selection

refers to the act of choosing from those that are available the individuals most likely to succeed on the job.

(Staffing Procedure)

Selection

The purpose of selection is to evaluate each candidate and to pick the most suited for the position available.

> Psychological tests & Physiological

(Staffing Procedure)

Aptitude test

one used to measure a person's capacity or potential ability to learn.

Performance Test

one used to measure a person's current knowledge of a subject.

Personality test

one used to measure personality traits as dominance, sociability, and conformity.

Interest test

one used to measure a person’s interest in various fields of work.

Induction and Orientation

After an applicant is finally selected from among the various ones and then subsequently is hired, the next steps undertaken are induction and orientation. (Staffing Procedure)

Training and Development

If the newly -hired (or newly -promoted) employee is assessed to be lacking the necessary skills required by the job, training becomes a necessity.

(Staffing Procedure)

Training and Development

refers to the "learning that is provided in order to improve performance on the present job."

(Staffing Procedure)

Performance appraisal

the measurement of employee performance.

Employment Decisions

After evaluating the performance of employees (managerial or otherwise), the management will now be ready to make employment decisions.

(Staffing Procedure)

Monetary rewards

these are given to employees whose performance is at par or above standard requirements.

Promotion

this refers to a movement by a person into a position of higher pay and greater responsibilities and which is given as a reward for competence and ambition.

Transfer

the movement of a person to a different job at the same or similar level of responsibility in the organization; are made to provide growth opportunities or to get rid of a poor performing employee.

Demotion

a movement from one position to another which has less pay or responsibility attached to it. Its used as a form of punishment or as a temporary measure to keep an employee until he is offered a higher position

Separation

a voluntary or involuntary termination of an employee.