Podcast
Questions and Answers
What is the primary goal of staffing in an organization?
What is the primary goal of staffing in an organization?
Which of the following is NOT considered a major part of the staffing process?
Which of the following is NOT considered a major part of the staffing process?
Which activity falls under the execution phase of staffing?
Which activity falls under the execution phase of staffing?
What does Human Resource Management (HRM) primarily focus on?
What does Human Resource Management (HRM) primarily focus on?
Signup and view all the answers
Which of the following is NOT a function traditionally associated with human resource management?
Which of the following is NOT a function traditionally associated with human resource management?
Signup and view all the answers
Which component is part of the maintenance and evaluation phase of staffing?
Which component is part of the maintenance and evaluation phase of staffing?
Signup and view all the answers
What does the term 'human resource' refer to in organizations?
What does the term 'human resource' refer to in organizations?
Signup and view all the answers
The concept of human resource management has largely replaced which older term?
The concept of human resource management has largely replaced which older term?
Signup and view all the answers
What is a primary goal of human resource management?
What is a primary goal of human resource management?
Signup and view all the answers
Which function is NOT performed by human resource management?
Which function is NOT performed by human resource management?
Signup and view all the answers
What does job analysis primarily help an organization with?
What does job analysis primarily help an organization with?
Signup and view all the answers
Which of the following is a key component of human resource planning?
Which of the following is a key component of human resource planning?
Signup and view all the answers
Which step is NOT part of the job analysis process?
Which step is NOT part of the job analysis process?
Signup and view all the answers
The process by which management ensures it has the right personnel is called?
The process by which management ensures it has the right personnel is called?
Signup and view all the answers
Job analysis results in what two key outputs?
Job analysis results in what two key outputs?
Signup and view all the answers
Which function is crucial for establishing career paths within an organization?
Which function is crucial for establishing career paths within an organization?
Signup and view all the answers
Which method involves asking job holders directly about their duties and responsibilities?
Which method involves asking job holders directly about their duties and responsibilities?
Signup and view all the answers
What is the primary purpose of a job description?
What is the primary purpose of a job description?
Signup and view all the answers
Which of the following does NOT typically fall under the job data collected during job analysis?
Which of the following does NOT typically fall under the job data collected during job analysis?
Signup and view all the answers
In job specifications, which of the following is listed?
In job specifications, which of the following is listed?
Signup and view all the answers
Which source of data is NOT typically used in the job analysis process?
Which source of data is NOT typically used in the job analysis process?
Signup and view all the answers
What is a primary goal of the recruitment process?
What is a primary goal of the recruitment process?
Signup and view all the answers
Which of the following methods is a form of job data collection that involves direct observation?
Which of the following methods is a form of job data collection that involves direct observation?
Signup and view all the answers
How does a job analysis contribute to employee performance?
How does a job analysis contribute to employee performance?
Signup and view all the answers
What is one primary objective of recruitment?
What is one primary objective of recruitment?
Signup and view all the answers
Which of the following is NOT an external source of recruitment?
Which of the following is NOT an external source of recruitment?
Signup and view all the answers
What does the recruitment capability encompass?
What does the recruitment capability encompass?
Signup and view all the answers
Which step is NOT part of the recruitment process?
Which step is NOT part of the recruitment process?
Signup and view all the answers
What environmental factor does NOT affect recruitment?
What environmental factor does NOT affect recruitment?
Signup and view all the answers
Which of the following best describes the selection process?
Which of the following best describes the selection process?
Signup and view all the answers
Which of the following is a characteristic of effective recruitment?
Which of the following is a characteristic of effective recruitment?
Signup and view all the answers
What type of recruitment source includes campus recruitment?
What type of recruitment source includes campus recruitment?
Signup and view all the answers
What is the purpose of an aptitude test in the hiring process?
What is the purpose of an aptitude test in the hiring process?
Signup and view all the answers
What does a panel interview involve?
What does a panel interview involve?
Signup and view all the answers
Which type of test is referred to as a 'lie detector'?
Which type of test is referred to as a 'lie detector'?
Signup and view all the answers
What is NOT typically assessed during an interview?
What is NOT typically assessed during an interview?
Signup and view all the answers
Which area does a psychological test primarily measure?
Which area does a psychological test primarily measure?
Signup and view all the answers
In an unstructured interview, how are the questions typically formulated?
In an unstructured interview, how are the questions typically formulated?
Signup and view all the answers
Which of the following is NOT a commonly used test in the hiring process?
Which of the following is NOT a commonly used test in the hiring process?
Signup and view all the answers
Which factor is considered in the final evaluation of a job applicant?
Which factor is considered in the final evaluation of a job applicant?
Signup and view all the answers
Study Notes
Staffing
- Staffing is the process of providing the organization with the necessary people with the right qualifications and eligibility to achieve the organizational goals.
- It encompasses all activities needed to ensure the right people are in the right roles at the right time.
Major Parts of Staffing
- Planning:
- Human Resource Forecasting
- Job Analysis
- Policies and Programs Formulation
- Execution:
- Recruitment
- Selection
- Placement
- Training
- Development
- Maintenance/Evaluation:
- Human Resource Forecasting
- Performance Appraisal
- Human Resource Information
- Program Evaluation
Staffing Process
- Recruitment
- Selection
- Placement
- Training
- Development
Human Resource Management (HRM)
- HRM is a strategic and coherent approach to managing an organization's most valuable asset: its employees.
- HRM aims to ensure employees contribute to achieving business objectives, both individually and collectively.
- It's a combination of traditional administrative functions (e.g., personnel management) and performance management, employee relations, and resource planning.
HRM Includes
- Personnel Administration
- Personnel Management
- Manpower Management
- Industrial Management
HRM Key Functions
- Recruitment strategy planning
- Hiring processes (recruitment)
- Selection
- Training and development
- Performance evaluation and management
- Promotions
- Redundancy
- Industrial and employee relations
- Record-keeping
- Compensation, pension, bonuses, liaison with payroll
- Confidential advice to internal customers regarding workplace problems
The Goal of Human Resource Management
- To help an organization meet its strategic goals.
- Effectively manage employees.
- Ensure a fit between employee management and organizational strategic direction.
Human Resource Planning (HRP)
- The process of ensuring the right people, skills, experience, and competencies are in the right roles at the right time and cost.
- It involves assessing the future supply and demand for human resources.
Job Analysis
- The process of collecting and analyzing information about jobs to understand the duties, tasks, required skills and responsibilities.
- Job Analysis aims at gaining an understanding of what is needed to perform a job efficiently and effectively to achieve good performance.
- Job analysis leads to job specifications and descriptions.
- This process improves organizational performance and productivity.
Importance of Job Analysis
- Human Resource Planning
- Recruitment
- Selection and Placement
- Job Classification and Evaluation
- Performance standards and reward system
- Training design
- Career planning and employee development
- Succession planning
- Workforce Analysis
- Man-Machine Systems
- Organization Analysis and Job Description
Steps of Job Analysis
- Determining information needs
- Determining methods in obtaining information
- Determining who will collect information
Methods of Job Analysis
- Work Study
- Questionnaires
- Interviews
- Work Diaries
- Critical Incident Reviews
- Observations
- Panel of Experts
Sources of Job Analysis Data
- Job Analysts
- Employees
- Supervisors
Job Data Includes
- Tasks
- Performance standards
- Responsibilities
- Knowledge required
- Experience needed
- Job context
Job Description vs. Job Specification
- Job Description: Lists the tasks, duties, responsibilities, and required skills for a specific job.
- Job Specification: Describes the knowledge, skills, abilities, and other characteristics required of the individual performing the job.
Uses of Job Description
- Informing employees about their duties.
- Guiding the improvement of performance.
- Preparing for future advancement
- Orienting and training employees
- Reconciling employee grievances
- Supporting disciplinary actions
Recruitment
- Attracting qualified individuals to vacancies within an organization.
- Identifying suitable candidates through various methods and channels, including online job boards and employment agencies.
- Locating and motivating candidates to apply for either current or future roles.
Organizational Factors of Recruitment
- Organizational Reputation: Company culture, benefits, pay scale, growth opportunities, etc. influence attraction
- Recruitment Budget: The financial resources allocated to recruitment activities.
- Recruitment Capability: The organization's ability (resources and expertise) to carry out the recruitment process.
Environmental Factors of Recruitment
- Labor and Market Conditions: Changing demographics, competition, skills gaps, etc.
- Technological Innovations: Impacts of technology (e.g., digital recruitment platforms) on recruitment efforts.
- Changes in business conditions: Job freezes, downsizing, etc
Objectives of Recruitment
- To properly develop adequate supplies of labor
- Providing a sufficient number of qualified candidates
- Hire the right applicant for the right role
- Facilitate the maximum pool of suitable candidates while keeping costs to a minimum
- Meet the organizational legal and social requirements regarding the composition of the workforce
- Attract and encourage more candidates to apply
The Process of Recruitment
- Identifying the vacancy
- Job analysis (job description and specification)
- Communicating the vacancy to applicants
- Managing applicants' responses
- Selecting suitable job candidates
- Conducting interviews
Sources of Recruitment
- Internal Sources (Promotions, Upgrading/Demotions, Retrenched/Retired/Deceased Employees, Transfers)
- External Sources (Walk-in applicants, Press Advertisement, Employee Referrals, Schools/Colleges/Universities, Placement Agencies/Consultancy, PESO (through local municipal office), Job Fair, Internet/Job Street)
Selection of Job Applicants
- Choosing the best qualified candidates from a pool of applicants to fill open positions.
- Identifying suitable applicants to fill open positions within the organization.
Steps in Selection Process
- Invite applications
- Preliminary screening
- Preliminary interview
- Application blank
- Psychological tests
- Final interview
- Medical/Physical examination
- Placement
Commonly Used Selection Tests
- Aptitude Tests
- Intelligence Tests
- Personality Tests
- Vocational/Job Knowledge Tests
- Psychomotor Tests
- Interest Tests
- Polygraph Tests
- Physical Tests
Interview
- Interviewing applicants to gather more detailed information and assess their suitability for the role/s.
- Conducted after psychological testing
- Different types of interviews: One-on-one, panel, group, structured, unstructured.
- Interviewers take notes on: emotional maturity, dependability, self-confidence, attitude towards job, creativity, attitude towards other people, values, and critical thinking ability.
Interview Considerations
- Appraisal of employees: Based on factors such as age, education, experience, appearance, and health, and traits for 'can do' and 'will do'.
Placement
- Final stage of selection process that assigns candidates to their roles in the workplace.
- Probationary period, typically lasting 3-6 months, follows placement.
- Initial employee orientation takes place.
Training and Development
- Planned efforts to enhance employee knowledge, skills, and behaviors to meet job requirements.
- Apprenticeship training to assist employee understanding and proficiency of the job.
Role of Training
- Improve performance
- Update employee skills
- Promote competencies
- Solve problems
- Prepare for promotion
- Orient new employees
Development
- Employee learning to acquire new skills and be more effective in present roles or higher-level positions
Studying That Suits You
Use AI to generate personalized quizzes and flashcards to suit your learning preferences.
Related Documents
Description
This quiz covers the essential aspects of staffing within Human Resource Management (HRM). It addresses the processes of planning, execution, and maintenance in staffing, including recruitment, selection, and employee development. Test your knowledge on how effective staffing strategies contribute to organizational goals.
