Staffing Module

Course code and Title : BRID2 PRINCIPLES OF MANAGEMENT
Topic : STAFFING PROCESS
LEARNING OBJECTIVES
At the end of the lesson, should be able to:
1. interpret each meaning of the staffing process
2. distinguish the types of recruitment
3. execute the content of the staffing process.
INTRODUCTION
After deciding on the type of organizational structure that will best serve the interest of the
business firm, the next step that will have to be made is to fill the identified positions with the most
qualified persons available.
LESSON PRESENTATION:
STAFFING PROCESS
The process of staffing consists of the following stages:
1. Manpower Planning – is the very first step in staffing which plans the manpower
inventory required by management to match them with the requirements and demands.
(so it is concerned with creating and evaluating the manpower inventory and developing
required talents among the employees selected for promotion advancement.
2. Recruitment - is the process of attracting, screening, selecting, and onboarding a

qualified person for a job. It ends with the submission of applications by the applicant.
In other words, it involves everything from the identification of a staffing need to filling it.
The goals are to locate and hire the best candidates, on time, and on budget.
2 Types of Recruitment
a. Internal Recruitment - involves filling vacancies with existing employees from

within an organization
b. External Recruitment - have to be taken from outside the organization
3. Selection - refers to the process of choosing candidates who will become

employees of the organization. This is the screening step of staffing in which the
solicited applications are screened out and fitting candidates are selected based on the
requirements.
4. Orientation and Placement –
Orientation is the process of receiving and welcoming an employee when

he first joins the company. It is giving the freshly hired employee the basic
information he needs to settle down quickly and contentedly as he starts to work.
Placement - takes place through putting the right man on the right job.
5. Training and Development –
Training is an element of incentives given to the workers to let them

develop and grow inside the organization.
Development - includes providing employees with key and important jobs

as a test or examination to analyze their performances. It is concerned with teaching
and developing specific skills for a particular purpose.
6. Compensation/Wages - the overall amount of money an employee receives in

exchange for the services he performed for the employer. It is a kind of payment given
financially to the employees for their work performance. This is offered depending on
the nature of the job, whether skilled or unskilled, physical or mental, etc.
There are mainly two types of employee remuneration, which are the following:
a. Time Rate Method – under this method, remuneration is directly connected

with the time spent by an employee on the job. The work is an emphasis on
quality output rather than quantity output.
b. Piece Rate Method - it is a method of compensation in which compensation
is rewarded based on units or pieces produced by an employee. Under this
system, the computation of employee cost per unit varies with output.
7. Performance Appraisal – is a review and discussion of an employee’s performance

of assigned duties and responsibilities. It is based on results obtained by the employee
in his job, not on the employee’s personality characteristics.
Advantages of Performance Appraisal
 Promotion – it helps the supervisors draw out the promotion programs for
efficient employees
 Compensation – helps in planning compensation to give worth to
performance for employees
 Communication - effective communication between employees and
employers is very vital. It helps in maintaining pleasant and friendly labor-
management relationships. It develops the spirit of work and boosts the
morale of employees.
 Motivation - it motivates a person for a better job and helps him to

improve his performance in the future.
8. Employee Movements - movement within an organization results from several

factors. It can result from expansion, termination, and the voluntary departure of other
employees. It implies the transfer of an employee from one job to another without any
increase in pay, status, or responsibilities.
Transfers - the appointment of a member to another position within the same

department or elsewhere in the organization, involving duties and responsibilities
of a similar nature and having a comparable pay grade and salary. It provides
opportunities to work with new colleagues, master a different range of skills, or
transfer special skills and experience to a new environment.
Promotion - is the appointment of a member to another position, within the same

department or elsewhere in the organization. It brings changes or shifts in status,
and often in pay, of the employees concerned.
a. Promotion by seniority – in this system, length of service is the chief

criterion for moving up the ladder. It is to reward loyalty and encourage
cooperation.
b. Promotion by merit – refers to worth or excellence. It relates to relevant
qualifications and historical performance is also measured. as well as
the effectiveness of past performance.
Strategic Staffing
The customary business hiring view of finding the best people to fill job openings
has been changed by a more dynamic idea. It’s generally named strategic staffing
which means combining both internal and external workers to meet the needs of your
business and the realities of the labor market.
Strategic staffing requires not waiting until the need really occurs to refill a
position suddenly vacates answering to peak demand, or filling in for employees who
are on vacation. Instead, the company’s managers forecast their needs well in
advance.
Strategic staffing is the process that organizations use to name and address the
staffing implications of business strategies and plans. Some companies implement
strategic staffing only to help them spot issues such as staffing gaps.
Why Strategic Staffing Plans Are Important
 Competitive Advantage
 Executive development
 Legal considerations
 Cost Efficiency
GENERALIZATION:
Business entities are not immune to the difficulties of filling with qualified persons
for the various positions identified in the organizing stage. As the people under the
supervision of managers produce the outputs of business firms, errors in the
performance of jobs may not be easily recognized. As such, staffing must be treated
with serious concern.

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Course code and Title : BRID2 PRINCIPLES OF MANAGEMENT

Topic : STAFFING PROCESS

The process of staffing consists of the following stages:

2. Recruitment - is the process of attracting, screening, selecting, and onboarding a

a. Internal Recruitment - involves filling vacancies with existing employees from

b. External Recruitment - have to be taken from outside the organization

3. Selection - refers to the process of choosing candidates who will become

4. Orientation and Placement –

Orientation is the process of receiving and welcoming an employee when

5. Training and Development –

Training is an element of incentives given to the workers to let them

Development - includes providing employees with key and important jobs

6. Compensation/Wages - the overall amount of money an employee receives in

a. Time Rate Method – under this method, remuneration is directly connected

7. Performance Appraisal – is a review and discussion of an employee’s performance

Advantages of Performance Appraisal

 Motivation - it motivates a person for a better job and helps him to

8. Employee Movements - movement within an organization results from several

Transfers - the appointment of a member to another position within the same

Promotion - is the appointment of a member to another position, within the same

a. Promotion by seniority – in this system, length of service is the chief

Why Strategic Staffing Plans Are Important

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