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Republic of the Philippines

Department of Education
REGION VIII – EASTERN VISAYAS
SCHOOLS DIVISION OF CATBALOGAN CITY

Office of the Schools Division Superintendent

LEARNER’S ACTIVITY SHEET IN ORGANIZATION &

MANAGEMENT FOR QUARTER 2, WEEK1
Competencies: Discuss the concept and nature of staffing
General Reminders: Use this activity sheet with care. Do not put unnecessary mark/s on any
part of the activity sheet. Use a separate sheet of paper in answering the exercises. Read the
directions carefully before doing each task. Return this activity sheet to your teacher/facilitator
once you are through with it.

I. Explore
The following scrambled words are Staffing activities and related words. Find
them out by arranging the letters to come up with a comprehensible word.

1. C E R E U I N T R T M
2. O S L E T N E C I
3. E M P L N T E A C
4. R L E T O N C E I NRIUGECITR
5. E G L A L I U S E S
6. N C T E I L O S E ESROCSP
7. ARMFOL I E R V N T E W I
8. T S E Y P FO TVWSINIEER
9. A N M H U L S K S L I
10. N T F G S I A F C S R E O P S

II. Learn

What is it?
Staffing: Definition, Meaning, and Functions

Staffing is the process of hiring eligible candidates in the organization or company for
specific positions. In management, the meaning of staffing is an operation of recruiting the
employees by evaluating their skills, knowledge and then offering them specific job roles
accordingly. Let us find out more about what is Staffing and what it entails along with its functions
and characteristics.
What is Staffing?
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Staffing can be defined as one of the most important functions of management. It involves
the process of filling the vacant position of the right personnel at the right job, at right time. Hence,
everything will occur in the right manner.

Functions of Staffing
 to obtain qualified personnel for different jobs position in the organization.
 helps in promoting the optimum utilization of human resource through various aspects
 helps to ensure better utilization of human resources.
 ensures the continuity and growth of the organization, through development managers.

Importance of Staffing

 Efficient Performance of Other Functions

 Effective Use of Technology and Other Resources
 Optimum Utilization of Human Resources
 Development of Human Capital
 The Motivation of Human Resources
 Building Higher Morale

Characteristics of Staffing
People-centred
Staffing can broadly view as people-centred function and therefore it is relevant for all types of
organization. It is concerned with categories of personnel from top to bottom of the organization.

Responsibility of Manager
Staffing is the basic function of management which involves that the manager is continuously
engaged in performing the staffing function. They are actively associated with the recruitment,
selection, training, and appraisal of his subordinates. Therefore the activities are performed by the
chief executive, departmental managers and foremen in relation to their subordinates.
Human Skills

Staffing function is mainly concerned with different types of training and development of
human resource and therefore the managers should use human relation skill in providing
guidance and training to the subordinates. If the staffing function is performed properly, then the
human relations in the organization will be cordial and mutually performed in an organized
manner.

Continuous Function
Staffing function is to be performed continuously which is equally important for a new and
well-established organization. Since in a newly established organization, there has to be
recruitment, selection, and training of personnel. As we compare that, the organization which is
already a running organization, then at that place every manager is engaged in various staffing
activities.

THE STAFFING PROCESS

The most important resources of an organization are its human resources. Thus, among the most
critical tasks of a manager are the selection, training and development of people who will best help
the organization meet its goals.
(Stoner and Wankel, 1987)

The staffing process is a crucial for the achievement of organizational goals. The first step in the
process is human resource planning wherein the managers identifies the right number of people
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and the required skills for the different jobs. Job analysis is employed to determine the tasks,
activities and skills required in the identified positions. The second step in the process is finding
and scouting qualified people that will fill in positions in the organizations through recruitment
and selection in which the applicant or candidate undergoes series of interviews, psychological
tests and background check. Finally the third step in the process upon hiring the new employees
they are oriented about the company rules, policies, compensation, benefit packages and training
programs.

JOB ANALYSIS

It is the procedure for determining the duties and skills requirements for a job or position,
as well as other qualifications sought for in an employee or applicant. The following
information can be collected though job analysis:

1. Specific tasks and activities

These refer to the essential tasks required for a position. Job Analysis determines
additional information such as purpose of each task, how they are done, and the specific
time needed to complete them.

2. Required behaviour on the job

This refers to workplace behaviour or ethics required in the performance of the job
concerned.

3. Required job standards

It refers to the performance levels or standards required on the job. These are used as
bases when evaluating the performance of employees.

4. Knowledge, tools and equipment used

This takes into account knowledge on software applications, accounting procedures, laws,
and other relevant information.

5. Work Conditions
These include physical aspects of the job such as work schedules and physical
environment. Like how a teacher handles students in the classroom, a sales representative
may be required to engage mostly in field work outside of the company premises,
purchasing manager will regularly interact with suppliers and a production operator is
expected to perform his tasks in factory setup.

Job Analysis goes through a process outlined in several steps designed to gather relevant,
timely, and complete information to prepare the job specifications needed by the company.

Application of
Formulation of Selection of
Job Analysis
Objectives Jobs
Techniques

Preparation of
Job Description Actual Conduct
and Job of Job Analysis
Specification

Figure 2. The Job Analysis Process

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Practice Exercises/Activity
Identify the following. Choose the word from the box that perfectly fits the description in
each item.

Preliminary Staffing
Recruiting Screening of Applications
Resume Recruitment
Third Training
Managerial function Orientation

1. The activity of hiring employees is called ______________.

2. Hiring people to carry out the work of an organization is also known as ____________.
3. The way a business finds new staff is called ______________.
4. Where would you usually find a summary of the work history of a prospective employee?
5. Staffing is the ________ stage of management process.
6. Staffing is a ________ function?
7. Introducing employees to the organisation is called ________ .
8. What is the first step in the process of selection?
9. Imparting skill necessary to perform a job is called ______________.
10. The purpose of ________ interview is to find out whether the applicant is physically and
mentally fit for the position.

III. Engage

What I Learned
Identify what process is shown in each diagram and label each phase.

_ _ _ _ _ _ _ _ PROCESS

THE __ __ __ __ __ __ __ __ __ __ __ PROCESS
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IV. Apply

What I Can Do
Determine the concept and nature of staffing applied in each situation
based on the picture. Write your answer on the space provided.

1. Identify the type of selection test

_______________________
2. Identify the type of selection test

________________________

3. Identify the Concept (training Method)

____________________

4. Identify this concept

____________________

5. Which term best explains this?

recruitment
planning

selection

organising

______________
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6. It is a part of selection

preliminary screening
selection test
employment interview

______________
7. The step in the staffing process wherein the manager determines the right number of
people and the required skills for the job.

Selection
Job analysis
Performance appraisal
Human resource planning

________________________

8. The following are the criteria for training evaluation except

Recall

Results

Reactions

Relationships
__________________

9. Job description is a statement of the skills, abilities, education, and previous work
experience that are required to perform a particular job.
True

False

Maybe

I don't know
___________________
10. Separation of an employee in an organization when he / she voluntarily decide to end their
employment.

Lay off

Retirement
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Resignation

Termination
___________________

V. Post Test
Multiple Choice.
Directions: Read each item very carefully. Choose the letter of the
correct answer.

1. Which of the following training is given to the top level managers?

(a) Labour Relations (c) Production Management
(b) Financial Management (d) All the Above

2. What does the Reference and Background test aims at knowing about the candidate?
(a) Character (c) Both a and b
(b) Social Relations (d) Economic Condition

3. What is the first step in the process of selection?

(a) Selection Tests c) Preliminary Screening
(b) Job Offer (d) Selection Decision

4. The purpose of ________ interview is to find out whether the applicant is physically and
mentally fit for the position.
(a) Preliminary (c) Both the above
(b) Employment (d) Collective (or Group)

5. What is not included in the staffing?

(a) Selection (c) Directing
(b) Training (d) Promotion

6. Introducing employees to the organisation is called ________ .

(a) Recruitment (c) Orientation
(b) Selection (d) Placement

7. Imparting skill necessary to perform a job is called

(a) Training (c) Recruitment
(b) Development (d) Selection

8. Staffing is a part of
(a) Marketing management (c) Human Resource management
(b) Financial management (d) Financial Management

9. To find out the potential of learning new job in the candidate, the following test is
conducted.
(a) Intelligence Test (c) Trade Test
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(b) Aptitude Test (d) Personality Test

10. The candidate who has applied for job can clarify his queries during
(a) Test (c) Medical examination
(b) Employment interview (d) Selection decision