Staffing

Staffing

process of assuring that the right person is completing the right tasks within predetermined work units and that these person have the necessary skills to do the job

Staffing

ensures that the organization will have sufficient quantity and quality of personnel to achieve its mission and goals

job description

Staffing involves: preparing the __________________

Job description

list of the functions/tasks of a specific position

Job specification

look at the qualifications after knowing the tasks of a position

Job analysis

analyzing the job, knowing what the tasks of a specific position are

sources

Staffing involves: Identifying the __________ of applicants

Searching

Staffing involves: _______________ for applicants which is based on submitted application of potential employee

Interviewing

Staffing involves: ____________ applicants by asking questions to get to know what the applicant can offer or do

Selecting

Staffing involves: ______________ the best applicants and offer the job

Orienting

Staffing involves: __________ new employees by introducing the company to the employee, its culture, and their role to the organization

Training

Staffing involves: ____________ of new employees by developing their skills, knowledge, and abilities

Evaluating

Staffing involves: _______________ employee performance

Recruitment

consists of all activities associated with attracting qualified candidates; proactive; continuous; accept even if it is not needed at the moment

Placement

candidate application, screening, interviewing, selection, and hiring process; in this instance, the applicant has the last say as the applicant accepts the company and not the other way around

Human Resource Planning

Primary Activities Associated with Staffing:

• collaborating with management and supervisors at all levels of the organization to forecast the organization’s short-term and long-term personnel needs

Recruitment

Primary Activities Associated with Staffing:

• seeking out and attracting adequate numbers of qualified personnel to meet the organizational needs on an ongoing basis, including contingencies such as resignations and leave of absence

Hiring

Primary Activities Associated with Staffing:

• selecting the appropriate personnel for vacant positions and associated activities such as benefits counseling, background, and reference checks

Orientation

Primary Activities Associated with Staffing:

• introducing the new employee to organizational policies, procedures, values, personnel, and environments

Training and Development

Primary Activities Associated with Staffing:

• Meeting the short- and long-term education and professional development needs of employees at all levels of the organization

number, type, and qualifications of staff

Human Resource Planning: In developing a staffing plan, identify the _________________________________________ needed to meet the needs of a department and its customers. Must consider the skills of staff members within an employee classification.

Recruitment and Hiring

one of the most important functions that managers must perform so it must be approached with the utmost care and attention

identification

Recruitment and Hiring involves the ____________ of the type of employee needed based on an established staffing plan, advertising for candidates, and screening and interviewing candidates to identify a candidate who is a good match for the vacant position.

advertising

In Requirement and Hiring, _______________ includes writing and placing an ad or announcement of a newspaper, professional magazine, or journal.

social media

A newer development and approach to staff requirement is the use of ____________, such as Facebook, and develop networks through sites such as LinkedIn. Since it is a wider space, there could be a disadvantage due to misinformation.

Screening

In Requirement and Hiring, ______________ involves reviewing the applicant’s basic qualifications and experience to determine if they meet the preestablished criteria for hiring. This often involves: employment test, job proficiency test, psychological test, and integrity test.

lack of professionalism

You may screen candidates out of the interview process because of poorly written cover letters or resumes, which indicate a _____________________________.

Traditional

TYPES OF INTERVIEW QUESTIONS: general information about the candidate; casual interview session

Situational

TYPES OF INTERVIEW QUESTIONS: response to an imaginary situation; the employer will ask you certain scenarios and how you handle situations; gives them the idea if you are fit for the job you are applying for

Behavioral

TYPES OF INTERVIEW QUESTIONS: previous situation assuming past behavior will predict future behavior; The employer will asses how the applicant handled situations from the past, the past behavior is a good indicator of your future performance.

Stress

TYPES OF INTERVIEW QUESTIONS: Intended to unnerve candidates to assess their stress response; It is to  evaluate how the applicant handles pressure, stress, and challenging situations

Candidate Question

TYPES OF INTERVIEW QUESTIONS: Interviewee to the interviewer to assess interviewee’s preparation; What the employee will ask to the employer to gain insight of the company, it will demonstrate your interest in the company

technical knowledge

Managers must have both __________________________ of the job to be performed and the “feel” about a candidate.

Hiring

________ a new employee includes:

• checking references and negotiating salary

• benefits (including relocation expenses)

• date the employee will begin work

letter of welcome

Helpful list suggestion for orienting an employee to make them feel welcome in his or her organization:

1. Send a ___________ before the employee begins, providing him or her with a contact number if he or she has questions.

2. Meet with the employee the ______, even if just for a few moments, before he or she reports to the human resources department, if required to do so.

3. Give the employee a _____________, including basics such as the location of lockers and bathrooms, kitchen and telephone use, and the location of the cafeteria, if one is present.

4. Provide a _________ for the first few days.

5. Provide an orientation __________ to assure that nothing is missed.

6. Assign a fellow employee as a _______ to answer questions and to have lunch with the new employee on the first day. Join them for lunch if possible.

7. Meet with the employee at the ______________________.

8. Meet on at least a ______ basis for the first few weeks.

1 = ?

first day

Helpful list suggestion for orienting an employee to make them feel welcome in his or her organization:

1. Send a ___________ before the employee begins, providing him or her with a contact number if he or she has questions.

2. Meet with the employee the ______, even if just for a few moments, before he or she reports to the human resources department, if required to do so.

3. Give the employee a _____________, including basics such as the location of lockers and bathrooms, kitchen and telephone use, and the location of the cafeteria, if one is present.

4. Provide a _________ for the first few days.

5. Provide an orientation __________ to assure that nothing is missed.

6. Assign a fellow employee as a _______ to answer questions and to have lunch with the new employee on the first day. Join them for lunch if possible.

7. Meet with the employee at the ______________________.

8. Meet on at least a ______ basis for the first few weeks.

2 = ?

tour of the facilities

Helpful list suggestion for orienting an employee to make them feel welcome in his or her organization:

1. Send a ___________ before the employee begins, providing him or her with a contact number if he or she has questions.

2. Meet with the employee the ______, even if just for a few moments, before he or she reports to the human resources department, if required to do so.

3. Give the employee a _____________, including basics such as the location of lockers and bathrooms, kitchen and telephone use, and the location of the cafeteria, if one is present.

4. Provide a _________ for the first few days.

5. Provide an orientation __________ to assure that nothing is missed.

6. Assign a fellow employee as a _______ to answer questions and to have lunch with the new employee on the first day. Join them for lunch if possible.

7. Meet with the employee at the ______________________.

8. Meet on at least a ______ basis for the first few weeks.

3 = ?

schedule

Helpful list suggestion for orienting an employee to make them feel welcome in his or her organization:

1. Send a ___________ before the employee begins, providing him or her with a contact number if he or she has questions.

2. Meet with the employee the ______, even if just for a few moments, before he or she reports to the human resources department, if required to do so.

3. Give the employee a _____________, including basics such as the location of lockers and bathrooms, kitchen and telephone use, and the location of the cafeteria, if one is present.

4. Provide a _________ for the first few days.

5. Provide an orientation __________ to assure that nothing is missed.

6. Assign a fellow employee as a _______ to answer questions and to have lunch with the new employee on the first day. Join them for lunch if possible.

7. Meet with the employee at the ______________________.

8. Meet on at least a ______ basis for the first few weeks.

4 = ?

checklist

Helpful list suggestion for orienting an employee to make them feel welcome in his or her organization:

1. Send a ___________ before the employee begins, providing him or her with a contact number if he or she has questions.

2. Meet with the employee the ______, even if just for a few moments, before he or she reports to the human resources department, if required to do so.

3. Give the employee a _____________, including basics such as the location of lockers and bathrooms, kitchen and telephone use, and the location of the cafeteria, if one is present.

4. Provide a _________ for the first few days.

5. Provide an orientation __________ to assure that nothing is missed.

6. Assign a fellow employee as a _______ to answer questions and to have lunch with the new employee on the first day. Join them for lunch if possible.

7. Meet with the employee at the ______________________.

8. Meet on at least a ______ basis for the first few weeks.

5 = ?

buddy

Helpful list suggestion for orienting an employee to make them feel welcome in his or her organization:

1. Send a ___________ before the employee begins, providing him or her with a contact number if he or she has questions.

2. Meet with the employee the ______, even if just for a few moments, before he or she reports to the human resources department, if required to do so.

3. Give the employee a _____________, including basics such as the location of lockers and bathrooms, kitchen and telephone use, and the location of the cafeteria, if one is present.

4. Provide a _________ for the first few days.

5. Provide an orientation __________ to assure that nothing is missed.

6. Assign a fellow employee as a _______ to answer questions and to have lunch with the new employee on the first day. Join them for lunch if possible.

7. Meet with the employee at the ______________________.

8. Meet on at least a ______ basis for the first few weeks.

6 = ?

end of the first day

Helpful list suggestion for orienting an employee to make them feel welcome in his or her organization:

1. Send a ___________ before the employee begins, providing him or her with a contact number if he or she has questions.

2. Meet with the employee the ______, even if just for a few moments, before he or she reports to the human resources department, if required to do so.

3. Give the employee a _____________, including basics such as the location of lockers and bathrooms, kitchen and telephone use, and the location of the cafeteria, if one is present.

4. Provide a _________ for the first few days.

5. Provide an orientation __________ to assure that nothing is missed.

6. Assign a fellow employee as a _______ to answer questions and to have lunch with the new employee on the first day. Join them for lunch if possible.

7. Meet with the employee at the ______________________.

8. Meet on at least a ______ basis for the first few weeks.

7 = ?

weekly

Helpful list suggestion for orienting an employee to make them feel welcome in his or her organization:

1. Send a ___________ before the employee begins, providing him or her with a contact number if he or she has questions.

2. Meet with the employee the ______, even if just for a few moments, before he or she reports to the human resources department, if required to do so.

3. Give the employee a _____________, including basics such as the location of lockers and bathrooms, kitchen and telephone use, and the location of the cafeteria, if one is present.

4. Provide a _________ for the first few days.

5. Provide an orientation __________ to assure that nothing is missed.

6. Assign a fellow employee as a _______ to answer questions and to have lunch with the new employee on the first day. Join them for lunch if possible.

7. Meet with the employee at the ______________________.

8. Meet on at least a ______ basis for the first few weeks.

8 = ?

function

For job-specific orientation:

1. The _________ of the organization, and how the employee fits in

2. _________ responsibilities, expectations, and duties of the employee.

3. _____________________________ of the company

4. ________ of the workplace

1 = ?

job

For job-specific orientation:

1. The _________ of the organization, and how the employee fits in

2. _________ responsibilities, expectations, and duties of the employee.

3. _____________________________ of the company

4. ________ of the workplace

2 = ?

policies, procedures, rules, and regulations

For job-specific orientation:

1. The _________ of the organization, and how the employee fits in

2. _________ responsibilities, expectations, and duties of the employee.

3. _____________________________ of the company

4. ________ of the workplace

3 = ?

layout

For job-specific orientation:

1. The _________ of the organization, and how the employee fits in

2. _________ responsibilities, expectations, and duties of the employee.

3. _____________________________ of the company

4. ________ of the workplace

4 = ?

improvement

Organizations should provide for the training and development of employees because/when:

1. When performance _____________ is needed

2. To _________ the status of improvement

3. As part of succession planning to help an employee be ________ for a planned change in role in the organization

4. To train about a specific ______ to meet customer service

1 = ?

benchmark

Organizations should provide for the training and development of employees because/when:

1. When performance _____________ is needed

2. To _________ the status of improvement

3. As part of succession planning to help an employee be ________ for a planned change in role in the organization

4. To train about a specific _______ to meet customer service

2 = ?

eligible

Organizations should provide for the training and development of employees because/when:

1. When performance _____________ is needed

2. To _________ the status of improvement

3. As part of succession planning to help an employee be ________ for a planned change in role in the organization

4. To train about a specific _______ to meet customer service

3 = ?

topic

Organizations should provide for the training and development of employees because/when:

1. When performance _____________ is needed

2. To _________ the status of improvement

3. As part of succession planning to help an employee be ________ for a planned change in role in the organization

4. To train about a specific _______ to meet customer service

4 = ?

Training Activities

Related to improving an employee’s capacity to perform his or her current job; Having a training exercise for the job/task you are assigned to; Improving an employee's capacity to perform his/her job properly in the field.

Education Activities

Related to improving an employee’s capacity for a specific but future job; Specific. Being knowledgeable to the work you're going to enter.

Development Activities

Related to overall capacities that may be used in any job, such as time management or communication skills; Being versatile, which can be used to different jobs. Skill focused.

action oriented

Guidelines in Training and Development:

1. It must be ____________

2. It must be an _______ process

3. It should allow __________

4. It must be ________

5. All phases of the development must be __________________

1 = ?

ongoing

Guidelines in Training and Development:

1. It must be ____________

2. It must be an _______ process

3. It should allow __________

4. It must be ________

5. All phases of the development must be __________________

2 = ?

room for mistakes

Guidelines in Training and Development:

1. It must be ____________

2. It must be an _______ process

3. It should allow __________

4. It must be ________

5. All phases of the development must be __________________

3 = ?

flexible

Guidelines in Training and Development:

1. It must be ____________

2. It must be an _______ process

3. It should allow __________

4. It must be ________

5. All phases of the development must be __________________

4 = ?

controlled and monitored

Guidelines in Training and Development:

1. It must be ____________

2. It must be an _______ process

3. It should allow __________

4. It must be ________

5. All phases of the development must be __________________

5 = ?

Management

Training Methods:

1. On-the-job (OJT)

2. Job rotation

3. Creation of “assistant to” position 

4. Off-the-job

Non-Management

Training Methods:

1. On-the-job (OJT) — training for the job

2. Apprenticeship and internship — you will not do the professional task but you will train to do the job

Overseeing performance

Discipline and Separation:

1. ______________ and providing feedback and guidance to employees to correct inappropriate behavior (such as tardiness to workplace)

2. ___________________ to unacceptable performance

3. ____________ procedures are beneficial and necessary for the safety and well-being of those the organization serves, as well as its health and survival

4. ____________ disciplinary systems provide multiple opportunities for the employee to correct deficiencies.

5. Systems should also provide _________ for the manager to offer assistance, and to ask the employee what the manager or organization could do to help the employee overcome the difficulty they are experiencing. 

6. In __________ an employee, no manager should act alone.

7. _______________ should always be involved to provide guidance and support to the manager and to be a witness to the actions taken.

1 = ?

providing feedback

Discipline and Separation:

1. ______________ and providing feedback and guidance to employees to correct inappropriate behavior (such as tardiness to workplace)

2. ___________________ to unacceptable performance

3. ____________ procedures are beneficial and necessary for the safety and well-being of those the organization serves, as well as its health and survival

4. ____________ disciplinary systems provide multiple opportunities for the employee to correct deficiencies.

5. Systems should also provide _________ for the manager to offer assistance, and to ask the employee what the manager or organization could do to help the employee overcome the difficulty they are experiencing. 

6. In __________ an employee, no manager should act alone.

7. _______________ should always be involved to provide guidance and support to the manager and to be a witness to the actions taken.

2 = ?

disciplinary

Discipline and Separation:

1. ______________ and providing feedback and guidance to employees to correct inappropriate behavior (such as tardiness to workplace)

2. ___________________ to unacceptable performance

3. ____________ procedures are beneficial and necessary for the safety and well-being of those the organization serves, as well as its health and survival

4. ____________ disciplinary systems provide multiple opportunities for the employee to correct deficiencies.

5. Systems should also provide _________ for the manager to offer assistance, and to ask the employee what the manager or organization could do to help the employee overcome the difficulty they are experiencing. 

6. In __________ an employee, no manager should act alone.

7. _______________ should always be involved to provide guidance and support to the manager and to be a witness to the actions taken.

3 = ?

progressive

Discipline and Separation:

1. ______________ and providing feedback and guidance to employees to correct inappropriate behavior (such as tardiness to workplace)

2. ___________________ to unacceptable performance

3. ____________ procedures are beneficial and necessary for the safety and well-being of those the organization serves, as well as its health and survival

4. ____________ disciplinary systems provide multiple opportunities for the employee to correct deficiencies.

5. Systems should also provide _________ for the manager to offer assistance, and to ask the employee what the manager or organization could do to help the employee overcome the difficulty they are experiencing. 

6. In __________ an employee, no manager should act alone.

7. _______________ should always be involved to provide guidance and support to the manager and to be a witness to the actions taken.

4 = ?

multiple oppurtunities

Discipline and Separation:

1. ______________ and providing feedback and guidance to employees to correct inappropriate behavior (such as tardiness to workplace)

2. ___________________ to unacceptable performance

3. ____________ procedures are beneficial and necessary for the safety and well-being of those the organization serves, as well as its health and survival

4. ____________ disciplinary systems provide multiple opportunities for the employee to correct deficiencies.

5. Systems should also provide _________ for the manager to offer assistance, and to ask the employee what the manager or organization could do to help the employee overcome the difficulty they are experiencing. 

6. In __________ an employee, no manager should act alone.

7. _______________ should always be involved to provide guidance and support to the manager and to be a witness to the actions taken.

5 = ?

terminating

Discipline and Separation:

1. ______________ and providing feedback and guidance to employees to correct inappropriate behavior (such as tardiness to workplace)

2. ___________________ to unacceptable performance

3. ____________ procedures are beneficial and necessary for the safety and well-being of those the organization serves, as well as its health and survival

4. ____________ disciplinary systems provide multiple opportunities for the employee to correct deficiencies.

5. Systems should also provide _________ for the manager to offer assistance, and to ask the employee what the manager or organization could do to help the employee overcome the difficulty they are experiencing. 

6. In __________ an employee, no manager should act alone.

7. _______________ should always be involved to provide guidance and support to the manager and to be a witness to the actions taken.

6 = ?

Human Resources

Discipline and Separation:

1. ______________ and providing feedback and guidance to employees to correct inappropriate behavior (such as tardiness to workplace)

2. ___________________ to unacceptable performance

3. ____________ procedures are beneficial and necessary for the safety and well-being of those the organization serves, as well as its health and survival

4. ____________ disciplinary systems provide multiple opportunities for the employee to correct deficiencies.

5. Systems should also provide _________ for the manager to offer assistance, and to ask the employee what the manager or organization could do to help the employee overcome the difficulty they are experiencing. 

6. In __________ an employee, no manager should act alone.

7. _______________ should always be involved to provide guidance and support to the manager and to be a witness to the actions taken.

7 = ?

Remind or Reinstruct

First instance, the behavior is brought to the employee’s attention. The employee should be reminded of the importance if an employee did something wrong.

Verbal Warning

Second instance, a second reminder of the necessary behavior is provided and the possible ramifications of continued unacceptable behavior is pointed out.

Written Warning

Third instance, the employee should be invited to a formal meeting to discuss the behavior, the resulting problems, and what the manager might do to assist the employee to prevent the behavior from continuing.

Suspension

On the next instance, the employee is suspended from work depending on the seriousness of the behavior

Termination

On the next instance, if happened within the short period of time of returning from suspension, the employee will be terminated. 

Disciplinary Process

1. Remind/Reinstruct

2. Verbal Warning

3. Written Warning

4. Suspension

5. Termination