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Staffing- the mgmt.

function that determines human resource needs, recruits,


selects, trains, and develops human resources for jobs created by an organization.
Staffing procedures:
1. Human resource planning
Forecasting assessment of future human resource needs in relation to
the current capabilities of the organization
Programming translating the forecasted human resource needs to
personnel objectives and goals
Evaluation and control refers to monitoring human resource action
plans and evaluating their success
2. Recruitment refers to attracting qualified persons to apply for vacant
positions in the company
3. Selection refers to the act of choosing from those that are available the
individuals most likely to succeed on the job.
Ways of det. The qualification of a job candidate:
Application blanks
References
Interviews
Testing
Psychological test an objective standard measure of a sample
behavior
1. Aptitude persons capacity or potential ability to learn
2. Performance test measures personality traits as
dominance
3. Interest test measure a persons interest in various
fields
Physical examination test given to assess the physical health
of an applicant
4. Induction & orientation
5. Training and development - refers to learning that is provided in order to
improve performance on the present job
Training program for nonmanagers (OJT, vestibule school,
apprenticeship prog.)
Training program for managers (in basket, mgmt.games, case studies)
6. Performance appraisal measurement of employee performance
Purpose:
To influence, in a positive manner, employee performance and
development
To determine merit pay increases
To plan for future performance goals
To determine training and development needs
To assess the promotional potential of employees
Ways of appraising performance:
Rating scale method trait to rated is represented by a line or scale
Essay method evaluator composes statements that best describe the
person

Mgmt. by objectives specific goals are set collaboratively for the


organization as a whole
Assessment center method method for evaluating managers
Checklist method evaluator check statements on a list that are
deemed to an employees behavior
Work standard method standard are set for the realistic worker
output
Ranking method evaluator arranges employees in rank order from
the best to the poorest
Critical incident method evaluators recalls and rewrite down specific
incidents that indicate the employees performance
7. Employment decisions
Mostary rewards given to employees whose performance is at par or
above standard reqmts
Promotion movement by a person into a position of higher pay and
greater responsibility
Transfer movement of a person to a different job at the same level of
responsibility
Demotion movement by a person into a position of w/c has less pay
and responsibility
8. Separations may happen voluntary or involuntary.
Communication process of sharing information through symbols including words
and message (Morris Philip Wolf & Shirley Kuiper)
Functions of communication:
1. Information function info. Provided through communication may be used
for decision making at various work levels in org.
2. Motivation function communication is also oftentimes used as a means
to motivate employees to commit themselves to the org.
3. Control function when properly communicated, reports, policies, and
plans define roles, clarify duties, effective control is the facilitated.
4. Emotive function when feeling are repressed
Communication process:
1. Develop an idea
2. Encode
3. Transmit
4. Receive
5. Decode
6. Accept
Barriers of communication:
Personal barriers characteristic of persons that could hinder
Physical barriers- environmental factors
Semantic barriers- interference with the reception of a message that occurs
when the message is misunderstood even if it is exactly transmitted
Mgmt. info. System(MIS) - defined by Boone and kurtz organized method of
providing past, present, and projected information on internal