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Staffing - Secret
Applied Economics (Econ 11)
University of San Agustin
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STAFFING
One of the major sub-function of a manager under the organizing function is staffing. It is a process of identifying the right person at the right position. This will ensure that responsibilities and tasks are carried out with efficiency and effectiveness.
Staffing is a continuous process. There is a never-ending need to find, hire, and develop human resources for the organization.
HUMAN RESOURCE PLANNING (HRP) This involves the identification and assignment of people with the right skills to the right position in the organization. There are three steps in HRP: 1. Environmental scanning 2. Forecasting and estimating the organization’s manpower complement. 3. Gap Analysis
Human Resource Planning-Job Analysis Recruitment/Selection/Placement
Performance AppraisalRewards System Employee Movement Employee Relations
The Staffing Process
Job Analysis It is a process of determining the duties and the skills required for a specific position or job. In the conduct of the job analysis, these are the information that need to be collected: 1. Tasks and activities 2. Required Behavior on the job 3. Required job standards 4. Knowledge, tools, and equipment used on the job 5. Work condition 6. Personal characteristics and requirements
The information gathered through job analysis are used to develop or formulate a job description. A job description is a written document that summarized the duties and responsibilities, reporting relationships and the job specifications for each position in the organization. Each company has its own format for a job description but these are the essential elements that should be found in a job description:
- Job title or position (exact name of the position)
- Reporting relationships (indicates the immediate superior)
- Job classification (rank of the job in comparison with other jobs in the organization)
- General description of the job (overview of the duties and responsibilities)
- Specific duties and responsibilities
- Job specifications (qualification, skills, and qualities required)
In the conduct of a job analysis, some of the techniques one can use are: observation, interview, questionnaire and logbook.
EQUAL EMPLOYMENT OPPORTUNITY
Companies should not discriminate applicants based on their age, color, race, religion, civil status, or gender.
COMPENSATION AND WAGES
Common Modes of Payment given to Employees:
- Payment for timed work (Monthly salary, daily wage)
- Flat rates
- Compensation through incentives (commission, merit pay)
- Payment based on skills
- Payment based on knowledge or credentials
- Executive pay
- Special payment (overtime pay, holiday pay, premium pay, night differential, 13 th month pay)
Compensation – any tangible equivalent or reward for services rendered or task performed in the organization
Employee Benefits
Employee benefits are categorized into government mandated benefits and Voluntary Benefits.
Government Mandated Benefits - SSS/GSIS Benefits - Employee's Compensation Program (EC) - Pag-ibig Benefits - Philhealth Benefits - Service Incentive Leave - Maternity Leave - Paternity Leave - Special Leave for Women Voluntary Benefits - Vacation Leave - Sick Leave - Emergency Leave - Rice Subsidy - Hospitalization - Shuttle Service - Uniform/Clothing Allowance - Group Life Insurance - Christmas parties/packages
Staffing - Secret
Course: Applied Economics (Econ 11)
University: University of San Agustin
