Managing Human Resources

MANAGING HUMAN RESOURCES
THE NATURE OF STAFFING

staffing is a human resource management process
which consists of eight necessary for filling in and
keeping the positions in the organization structure
filled in with the best and qualified individuals. it is a
managerial function by which a manager attracts,
maintains and develops the company’s human
resources or workforce so that they can perform
their tasks efficiently and effectively.
HUMAN RESOURCE PLANNING - is a process by which managers ensure that in consideration of the
organization’s plans, the right number and the right people at the right time are available and capable of
effectively and efficiently performing assigned tasks.
RECRUITMENT - is the initial attraction and screening of a pool of candidates or human resource prospects
available to fill in a position.
JOB ANALYSIS is the determination of the tasks nd responsibilities of a job positions and the
characteristics of the individual that should be hired for the job.
JOB DESCRIPTION - is a tasks and responsibilities specific to a job position.
JOB SPECIFICATION - individual occupying a certain job position should have the necessary credentials
to qualify for the job position.
SOURCES OF HUMAN RESOURCES
MANAGING HUMAN RESOURCES 1

INTERNAL SOURCES - include other work
groups or departments within the organization
from which a qualified person can come from to
fill in a vacant position.
EXTERNAL SOURCES - are channels outside
the organization which include the internet, the
company website, newspaper advertisements,
employment agencies, executive search firms,
college recruiting, employee referrals, unions,
direct applications and competitors.
SELECTION - in the recruitment process, a pool of applicants was sourced internally and externally from
which an employee will be hired. thee applications are subjected to the process of selection consisting of
steps in a process applicants have to go through in order to be hired.
ORIENTATION - the person hired goes through an orientation, which can either be formal or informal. an
orientation is an activity conducted by the manager for the new hire to familiarize the latter with his work,
colleagues, work environment as well as the policies and goals of the organization.
TRAINING - is subsequently provided to the new hire as well as to those who have been working in the
company to develop various employee skills. training is an important human resource management activity. it
is the process of developing skills in employees that helps them to be effective in their tasks and contribute to
organizational success.
1. PERSONAL SKILLS - training is anchored on the employee’s personal development.
2. TECHNICAL SKILLS - directed towards the various tasks an employee performs daily.
3. DECISION MAKING SKILLS - provides employees a way to look at problems, make decisions and
create ideas.
4. HUMAN RELATIONS SKILLS - covers skills for managing people such as leadership, conflict
resolution, teambuilding, diversity, etc.
5. SAFETY SKILLS - involves equipping employees with the knowledge and skills about safety within the
work environment.
PERFORMANCE APPRAISAL - the performance of employees under the supervision of the manager is his
primary concern. the manager needs to assess whether he is performing well or whether there is room for
improvement. the process of assessing the contribution of the employee to the achievement of organizational
goals through the measurement and evaluation of his productive activity.
to conduct fair performance appraisals, a manager should communicate the responsibilities of the job when an
employee is hired.
COMPENSATION AND REWARDS SYSTEM - it refers to monetary and non-monetary benefits given to
employees to reward them for the job knowledge, skills and abilities they can demonstrate.
it is designed to boost company performance by stimulating employees to perform well and strengthening
employee morale.

EMPLOYMENT DECISIONS OR EMPLOYEE MOVEMENTS - manager try to maintain and develop
employees under his care. depending on employee response in terms of a decision, employee movements
can involve any of the following:
1. PROMOTION / REASSIGNMENT
2. TERMINATION
3. RETIREMENT
4. RESIGNATION
EMPLOYEE RELATIONS - defines the relationship between the manager and the employee with regard to
terms of employment. it is a relationship based on providing fair and consistent treatment to all employees and
the employees’ fulfillment of his obligations to the organization

Managing Human Resources

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MANAGING HUMAN RESOURCES

THE NATURE OF STAFFING

SOURCES OF HUMAN RESOURCES

MANAGING HUMAN RESOURCES 1

1. PERSONAL SKILLS - training is anchored on the employee’s personal development.

MANAGING HUMAN RESOURCES 2

MANAGING HUMAN RESOURCES 3

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