MOD 8

STAFFING - It is the setting of long-term goals and objectives for the number and types of personnel needed to meet the labor requirements of the laboratory. (Varnadoe)

STAFFING - It is the process of determining personnel and job needs, recruiting qualified staff, matching them with the appropriate job and training them to perform the work assigned. (Effendi)

STAFFING - It is the management function that deals with human resource planning, recruitment, placement, training and development of the organization members. (Stoner, Freeman and Gilbert)

Complexity – match staffing qualification levels to task complexity

Position – according to responsibilities, salary and flexibility

Volume – match staffing levels to specimen volume by shift, day of week and season

Physical facilities – assess the technology and location

Technology – consider automation, robotics and computer technology in the laboratory

Location - in the local and regional level

Recruitment - is the process of enlisting personnel for employment.

Job description – a written description of a non-management job, covering title, duties and responsibilities and including its location on the organization chart

Job specification – a written description of the education, experience and skills needed to perform a job or fill a position effectively

Advertising – This is the most common method of informing the public of vacant positions. Advertisements in the local newspapers, professional publications, bulletins, newsletters, radio or television offer the employer a broader field of selecting personnel.

Word of Mouth – This can be a very effective method of recruitment. However, it may lead to hiring of friends and relatives, a practice which may foster favoritism and nepotism.

Employee Recommendation – Recruiting personnel may recommend fellow Medical Technologists whom they have previously worked with in the past and who they know are competent and reliable.

Selection - is a mutual process whereby the organization decides whether or not to make a job offer and the candidates whether or not to accept if.

Completed job application - application and resume

Completed job application - Indicates applicant’s desired position. Provides information for interviews

Initial screening interview - Identification of gaps and incomplete job information

Initial screening interview - Provides a quick evaluation of applicant’s sustainability

Testing - Assess critical job related skills and needs.

Testing - Measures the applicant’s job skills and the ability to learn on the job

Background investigation - As letters may not reflect true picture and verbal may be informative

In-depth selection interview - Finds out more about the application as an individual

Forbidden areas: Race, Religion ,Nationality ,Marital Status, Sex

Background investigation - Checks truthfulness of applicant’s resume or application form

Physical examination - Disability that may prevent one from performing the job

Physical examination - Ensures effective performance by applicant

Physical examination - Protects other employees against diseases

Physical examination - Establishes health record on applicant

Physical examination - Protects firms against unjust worker’s compensation claims

Job offer

Socialization or orientation - is a program designed to help employees fit smoothly into an organization

training and development program - is designed to improve skills in the present job and prepare employees for promotion respectively

Analysis of job requirements - Skills and knowledge specified in the appropriate job description are examined and those without necessary skills or knowledge become candidates for a training program

Organizational analysis - Effectiveness of the organization and its success in meeting its goals are analyzed to determine where differences exist

Employee survey - describe what problems they are experiencing in their work and what actions they believe are necessary to solve them

Job rotation – wherein the employee over a period of time works on a series of jobs, thereby learning a broad variety of skills

Internship – the job training is combined with related classroom instruction

Coaching or Apprenticeship – the employee is trained under the guidance of a highly-skilled co-worker or by his or her immediate supervisor

Planned work activities – giving employees work assignments to develop their experience and ability and also improve their human relations skills

Vestibule training – employees train on the actual equipment in a realistic job setting but in a place different from the one in which they will be working to avoid the on-the-job pressures that might interfere with the learning process

Computer-assisted instruction – a training technique in which computers are used to lessen time necessary for training by supervisors and to provide additional help to individual trainees

Performance appraisal - compares an individual’s job performance to standards or objectives developed for the individual’s position

INFORMAL performance appraisal – the process of continually feeding back to subordinates information regarding their work performance

FORMAL performance appraisal – a process for rating work performance, identifying those deserving raises or promotions and identifying those in need for further training

Implement change only for a good reason – be sure that the change you will try to implement is focused on the following reasons, Change in order to solve problems, Change to make work procedures more efficient so that time will not be wasted, Change to reduce unnecessary work load

Introduce change gradually – change should not be introduced all at once, it must be done in one section at a time

Plan – one must plan carefully the change and the strategy for introducing it

ASSIGN UNDESIRABLE JOBS ON A ROTATION BASIS – Undesirable jobs should be rotated among the staff. If the same people get to do the job because they do it well, a feeling of inequity will prevail. However, if the task is rotated, inequity is less likely to happen.

Job rotation – used to increase motivation for an employee whose job is considered unchangeable and thus is deemed monotonous, boring and without challenge.

Job enlargement – used to motivate workers when it is recognized that the worker’s boredom and dissatisfaction result from overspecialization and consequent shortening of the job activity cycle.

Job enrichment – it heightens employee initiative, stimulates new skill development and forces acceptance of greater responsibility.

Climates - are clusters of employee perception of an organization’s events, practices and procedures. When taken together, these perceptions are useful in characterizing the organization.

Morale - implies “group spirit”, cohesiveness or group cooperation. When there is high morale, the group is productive and effective in pursuing their goals

Retention and separation - reflect an employee’s value to the organization. High performers may be promoted or transferred to help them develop their skills, while low performers may be demoted, transferred to less important positions or even separated

PROMOTIONS – refers to the possibility of advancement

PROMOTIONS – It stimulates endeavors by assuring rewards for efficient service and provides incentives for employees to aspire for.

PROMOTIONS – It provides recognition for jobs well done. It is a morale builder and management tool to increase organizational efficiency and productivity.

TRANSFERS – It gives people broader job experiences as part of their development and to fill the vacancies as they occur.

TRANSFERS – It keeps promotion ladders open and to keep individuals interested in the work.

TRANSFERS – It is purposed to go to other jobs.

Voluntary resignation – All employees are expected to give appropriate notice so the organization can have time to find a suitable replacement.

Involuntary resignation – Employees are generally employed at will for an indefinite period and are subject to termination at any time, with or without cause or notice. Also, employees may terminate their employment at any time and for any reason.