OAM Q4

• Staffing - determining the no. of people with the right skills for job, right applicants for the vacant job, selecting the right candidate for the job
• Staffing - is concerned w efficient HR planning to achieve companys goal
• THE FOUNDATION OF STAFFING

  1. Job Analysis
  2. Job Description
  3. Job Specification
• THE FOUNDATION OF STAFFING

  1. Job Analysis

  • analysis of information about a job, done in systematic and orderly manner
• THE FOUNDATION OF STAFFING

  2. Job Description

  • statement of tasks, duties, and responsibilities of a job, location, who to report, and compensation
• THE FOUNDATION OF STAFFING

  3. Job Specification

  • lists for the qualification needed for the job
  • skills, abilities, education, experiences, personalities
• Recruitment - getting pool of qualified applicants to fill a vacant position
• Goals of Recruitment -

  1: attract qualified applicants

  2: encourage unqualified to withdraw from the application
• POLICIES ON EMPLOYMENT OPTIONS AND THE POTENTIAL STRATEGIC ISSUES

  1. Hiring regular employees
  2. Hiring full-time or part-time
  3. Hiring through an independent contractor or employment agency
• RECRUITMENT PROCESS

  1. Advertise the job vacancy - Internal and External
  2. Screen Applicants to create a short-list of candidates
  3. conduct a background check
  4. contact potential candidates for preliminary interviews
  5. refine the short-list of applicants
• ADVERTISE THE JOB VACANCY

  * Internal recruitment - giving priority from the current personnels

  * sources:

  1. Transfer
  2. Promotion
  3. Employee referrals
  4. Recruiting former employees
• ADVANTAGES OF INTERNAL RECRUITMENT

  1. improves employee moral
  2. costs less
  3. prioritizes internal job candidates that are already familiar and only needs less training
  4. Protect business intelligence
• DISADVANTAGE OF INTERNAL RECURITMENT

  1. Nepotism
  2. Loss of morale for those not promoted
  3. political infighting for promotions
  4. need for carefully planned career management
• ADVERTISE THE JOB VACANCY

  * External Recruitment - opening the vacant job from applicants outside the company

  * sources

  1. Media Sources
  2. Schools, colleges, etc
  3. company websites
• ADVANTAGES OF EXERNAL RECRUITMENT

  1. Widens pool of potential candidates
  2. bring new ideas and fresh perspectives
  3. the candidate may have knowledge of competitors business intelligence
• DISADVANTAGES OF EXTERNAL RECRUITMENT

  1. possibly picking someone who does not fit the job
  2. " of causing morale problems among existing employees
  3. longer adjustment or orientation
• SCREEN APPLICANTS TO CREATE A SHORT-LIST OF CANDIDATES

  • recruitment team separates those who meet the basic requirements and have high chances of getting the job
• CONDUCT A BACKGROUND CHECK

  • To trim the list of qualified applicants and verify if all information is correct
  • Provides feedback from former employers / prof
• CONTACT POTENTIAL CANDIDATES FOR PRELIMINARY INTERVIEWS

  • help the recruiter gauge the applicants skills and knowledge about the job
  • applicant get a chance to know more about the job and company, and some indication whether their job expectations would be met or not
• REFINE THE SHORT-LIST OF APPLICANTS

  • the list of qualified candidates will be refined and narrowed down. this list will undergo selection
• SELECTION - choosing who to hire from the list

  Involves the ff:

  1. conduct further interviews
  2. administer employee test
  3. offer to hire the chosen applicants
• CONDUCT FURTHER INTERVIEWS

  1. Behavioral Interviews - about their past behavior in work environment
  2. Situational Interviews - about how they would react in a work situation
  3. interview that involves questions that are illogical. To see how quickly the applicant respond to strange ideas
• ADMINISTER EMPLOYMENT TESTS

  • to gauge intelligence, aptitude, interests, personality, tendency to comply with rules, work, ethics, and for any purpose deemed as job
  • in the form of written tests for validity and reliability
• OFFER THE HIRE THE CHOSEN APPLICANT

  discuss to the applicant the ff:

  1. compensation rate
  2. benefits
  3. tenure of the job
  4. starting date

  • Allow candidate enough time to accept/reject the offer
  • If they accept - ask them to sign employment contract
  • allow enough time to read the contract
  • if they reject - thank them and contact other candidates in the list
• TRAINING -

  purpose:

  1. to orient new employees in the workplace
  2. to develop skills
  3. to enhance teamwork
• EMPLOYEE ORIENTATION PROGRAM

  • Orientation program - to introduce the job to new employee
  • first part of the overall training program for employees
  • holding refresher training
  • handled by both HR manager and supervisor of the new hired employee
• SKILLS TRAINING AND COMPETENCY ENHANCEMENT PROGRAMS

  
  

  • Training programs focus on enabling employees to learn the skills required to perform a job or enhance competencies to achieve higher performance
  • must be classified into basic and advance training
• TEAM BUILDING PROGRAMS

  • To develop team spirit among employees. It's important to achieve unity and cooperation
  • time for employee to experience wellness/recreation
  • promotes camaraderie & great sense of belongingness
• OTHER METHODS OF TRAINING AND DEVELOPMENT

  1. Coaching
  2. Mentoring
  3. Career Development
  4. Succession Planning
• COACHING - one-to-one training wherein a coach provides professional advice to another person to improve work performance
• MENTORING - mentor gives regular training advice to less experienced staff - protege
• CAREER DEVELOPMENT - continuing process of developing the career of the personnel within company
• SUCCESSION PLANNING - developing potential internal staff to fill leadership positions in the company