Staffing

When setting up the organizational structure which serves the interest of the certain firm, the next step is to fill up the needed positions with the most qualified persons available. This is to prevent any further untold damages and possible ill-effects that staffing errors may bring to the firm. With that, effective staffing will place the engineering organization to a competitive stance.

what is staffing?

Staffing is defined as the management function that determines the human resource needs, recruits, selects, trains, and develop human resources for jobs created by an organization.
It is undertaken to match people with appropriate jobs so that the realization of organization's objectives will be well facilitated.

the staffing procedure

Here are the following series of steps that should be taken into action during the staffing process:

human resource planning

The planned output of any organization require a systematic deployment of human resources in various levels. This will be made if engineer managers started to involve themselves in human resource planning. It consists of three activities, which are as follows:

Forecasting - It refers to the assessment of future human resource needs in relation to the current capabilities of an organization
Programming - It means translating forecasted human resource needs to personnel objectives/ goals
Evaluation and Control - It refers to the monitoring of human resource action plans

2. recruitment

Recruitment refers to attracting qualified persons to apply for vacant positions in the company so that those who are best suited to serve the company may be selected. Shown in the right figure are the possible sources of applicants.

3. SELECTION

Selection refers to the act of choosing which of the individuals are most likely to succeed on the job. Its purpose is to evaluate each candidate and pick the most suited for the position available. Selection procedures may be simple or complex depending on the costs of a wrong decision
Engineering firms can use any of the application forms and tests to be used for determining the qualifications of candidate, as shown in the figure:

4. induction and orientation

After selecting the applicant, the next step that the hired candidate should undertake is induction and orientation
In induction, the new employee is provided with necessary information about the company, which includes his duties and responsibilities, company history, as well as its organizational structure.
In orientation, the employee will be introduced to the working environment and co-workers.

5. training and development

Training refers to the "learning that is provided in order to improve performance on the present job"
Training and Development are necessary when engineer managers or his/her subordinates are still lacking the skills that are needed for their job position.
The training program is subdivided into two types, namely:

Training programs for nonmanagers
Training and educational programs for executives

6. performance appraisal

Performance appraisal refers to the measurement of employee performance. Performance appraisals are made in order to: (1) To influence employee performance, (2) To determine merit pay increases, (3) To plan for future performance goals, (4) To determine training and development needs; and (5) To assess the promotional potential of employees. Shown in the right are the following measurements used in assessing the employee's performance:

7. employment decisions

After evaluating the performance of employees, management will decide on whether they'll promote or demote their employees and any other employment decisions that would significantly affects the organization. It consists of the following:

8. Separation

Separation may be classified as voluntary or involuntary. Employment separation usually occurs when the employment contract between the manager and its employee comes to an end. It could be through termination, wherein the employees are being laid off from their job position, or retirement or resignation, which is voluntary.

VIDEO PRESENTATION LINK: https://youtu.be/_TtVMCPcqDE

reflection:

As engineering students, we should have a grasp on why staffing is one of the key factors of management functions. Whether we attain top-level management or not, it is therefore important for us to know how to fill in the required job positions with the most qualified persons available. Thus, it is necessary for engineer managers and human resource managers to take impart the staffing process and determine ways on qualifying job candidates. This will mold the company's workforce into a motivated and committed team capable of managing change effectively within the organization. Lastly, I have learned that engineer managers should not lay off their employees vehemently without undue reason, unless have committed acts violating the rules and conditions. Likewise, they should also find the real reason why their employees voluntarily chose to resign in their position, for there might be some potential defects in the organization resulting in dissatisfaction between workers.

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