STAFF ING

Western Mindanao State University COLLEGE OF HOME ECONOMICS Graduate School HEED 2 ! S"#FF DE$ELO%MEN" ON HE#L"H EDUC#"ION %resented to&
%'OF( #N"ONIE""# H( DOMEN)'ND)MSFS#

%resented *y& LI+# ,( L#,'#DO'

Definitio n of Staffing
"Staffing is the function by which managers build an organization through the recruitment, selection, and development of individuals as capable employees" - McFarland It is the process of determining human resource needs, recruiting, selecting, training and developing human resources for jobs created by

an organization !he managerial function of hiring and developing the re"uired personnel to fill in various positions in an organization

What is Staffing?

According to Knootz and O'Donnell," The anagerial f!nction of staffing in"ol"es anning the organizational str!ct!re, thro!gh #ro#er and effecti"e selection, a##raisal and de"elo# ent of #ersonnel to fill the roles designed into the str!ct!re$ %The staffing f!nction of anage ent #ertains to recr!it ent, selection, training, de"elo# ent, a##raisal and re !neration of

#ersonnel$

Feat!res of Staffing
Staffing is an i #ortant f!nction of anage ent$

The &asic concern of staffing is anage ent of an#o'er and h! an reso!rce$ Staffing hel#s in getting right t(#es of #ersons on right

#laces )in organization*$ Staffing is a #er"asi"e f!nction$ Staffing is #erfor ed &( the anagers at all le"els of anage ent$

Wh( staffing?
To ens!re efficient #erfor ance of #lanning, organizing, directing and controlling f!nctions of anage ent$ To ens!re effecti"e !se of technolog( and other #h(sical reso!rces$ To ens!re o#ti ! !tilization of h! an

reso!rces$ To de"elo# h! an ca#ital$ To oti"ate h! an reso!rce for &etter #erfor ance$ To de"elo# higher e #lo(ee orale.

+re,staffing stage
-efore staffing, .! an /eso!rce +lanning is re0!ired as a #re,selection

stage$ It in"ol"es t'o s!&,stages1 2* 3o& anal(sis 4* 5an#o'er #lanning Nature o- Sta--in. Function
Staffing is an i #ortant anagerial f!nction, Sta--in. -unction is the /ost i/0ortant /ana.erial act alon. 1ith 0lannin.) or.ani2in.) directin. and controllin.( Staffing is a #er"asi"e

acti"it(, #s sta--in. -unction is carried out *y all /an.ers and in all ty0es o- concerns 1here *usiness activities are carried out( Staffing is a contin!o!s acti"it(, "his is *ecause sta--in. -unction continues throu.hout the li-e o- an or.ani2ation due to the trans-ers and 0ro/otions that ta3e 0lace( The &asis of staffing f!nction is efficient anage ent of #ersonnel, Hu/an resources can *e e--iciently /ana.ed *y a syste/ or 0ro0er 0rocedure) that is) recruit/ent) selection) 0lace/ent) trainin. and develo0/ent) 0rovidin.

re/uneration) etc( Staffing hel#s in #lacing right en at the right 6o&$ It can *e done e--ectively throu.h 0ro0er recruit/ent 0rocedures and then -inally selectin. the /ost suita*le candidate as 0er the 4o* re5uire/ents( Staffing is #erfor ed &( all anagers de0endin. u0on the nature o- *usiness) si2e othe co/0any) 5uali-ications and s3ills o- /ana.ers)etc( In s/all co/0anies) the to0 /ana.e/ent .enerally 0er-or/s this -unction( In /ediu/ and s/all scale enter0rise) it is 0er-or/ed es0ecially *y the 0ersonnel de0art/ent o- that concern(

I/0ortance o-

Sta--in.

6( Ke( to other anagerial f!nctions$ Sta--in. -unction is very closely related to other /ana.erial areas o- the *usiness( It .reatly in-luences the direction and control in the or.ani2ation( "he e--ectiveness o- other /ana.erial -unctions de0ends on the e--ectiveness o- the sta--in. -unction( 2$ -!ilding health( h! an relationshi#s$ Sta--in. -unction hel0s to *uild 0ro0er hu/an relationshi0s in the or.ani2ation( S/ooth hu/an relations are the 3ey to *etter co//unication and co7 ordination o- /ana.erial e--orts in an or.ani2ation(

8( .! an reso!rces de"elo# ent$ S3illed and e90erienced sta-- is the *est asset o- a *usiness concern( "he sta--in. -unction hel0s develo0in. this asset -or the *usiness( It inculcates the cor0orate culture into the sta-- 1hich in turn ensures s/ooth -unctionin. o- all the /ana.erial as0ects o- the *usiness( :( 7ong Ter effect$ Sta--in. decisions have lon. ter/ e--ect on the e--iciency o- an or.ani2ation( ;uali-ied) e--icient and 1ell /otivated sta-- is an asset o- the or.ani2ation( Sta--in. -unction assu/es s0ecial si.ni-icance in the conte9t o- .lo*ali2ation

1hich de/ands hi.h de.ree o- e--iciency in /aintainin. co/0etitiveness( <( +otential contri&!tion$ Sta-- selection should *e *ased on the a*ility o- the 0ros0ective e/0loyees to /eet the -uture challen.es that the or.ani2ation need to address( "here-ore the 0otential contri*ution o- the sta-- in their antici0ated -uture roles should also *e ta3en into account in sta-selection(

Staffing refer to1

Employment agency

a(

Human resources Recruitment

Staffing #rocess
8sti ating an#o'er re0!ire ent /ecr!it ent Selection Orientation and #lace ent Training 9 de"elo# ent /e !neration +erfor ance a##raisal +ro otion co #ensation

8sti ating an#o'er

re0!ire

The "er( first ste# in staffing is to #lan the an#o'er in"entor( re0!ired &( a concern in order to atch the 'ith the 6o& re0!ire ents and de ands$ Therefore, it in"ol"es forecasting and deter ining the f!t!re an#o'er needs of the concern.

ent

/ecr!it

Once the re0!ire ents are notified, the concern

ent

in"ites and solicits a##lications according to the in"itations ade to the desira&le candidates

Selection
This is the screening ste# of staffing in 'hich the solicited a##lications are screened o!t and s!ita&le candidates are a##ointed as #er the re0!ire ents$

Orientation 9

#lace

Once screening ta:es #lace, the a##ointed candidates are ade fa iliar to the 'or: !nits and 'or: en"iron ent thro!gh the orientation #rogra es$ #lace ent ta:es #lace &( #!tting right an on the right 6o&$

ent

Training 9 de"elo# ent

Training is a #art of

incenti"es gi"en to the 'or:ers in order to de"elo# and gro' the 'ithin the concern$ Training is generall( gi"en according to the nat!re of acti"ities and sco#e of e;#ansion in it$ The 'or:ers are de"elo#ed &( #ro"iding the e;tra &enefits of in,de#th :no'ledge of their f!nctional areas$

/e n

!neratio

It is a :ind of co #ensation #ro"ided onetaril( to the

e #lo(ees for their 'or: #erfor ances$ This is gi"en according to the nat!re of 6o&, s:illed or !ns:illed, #h(sical or ental, etc$ /e !neration for s an i #ortant onetar( incenti"e for the e #lo(ees$

+ro

otion

+ro otion is said to &e a non, onetar( incenti"e in 'hich the 'or:er is shifted fro a higher 6o& de anding &igger res#onsi&ilities$ It in"ol"es reassign ent of

an e #lo(ee to a #osition ha"ing increased res#onsi&ilities, ore #ri"ileges 9 greater #otential$

/etire

ent

8 #lo(ees !st &e re'arded 'ith onitor( f!nds along 'ith retire ent #lans, ins!rance sche es 9 other in"est ent sche es after there retire ent fro the organization the( ser"ed$ This a( &e the gift fro the organization

the( ser"ed for a long #eriod$

8 #lo( Agenc(

ent

It is an organization which matches employers to employees. In all developed countries there is a publicly funded employment agency and multiple private businesses which also act as employment agencies.

.! an /eso!rces

Human resources is the set of individuals who make up the workforce of an organization, business sector or an economy. "Human capital" is sometimes used synonymously with human resources, although human capital typically refers to a more narrow view i.e., the knowledge the individuals embody and can contribute to an organization. !ikewise, other terms sometimes used include "manpower", "talent", "labor", and simply "people".

/ecr!it

ent

Recruitment refers to the process of attracting, screening, and selecting a

"ualified person for a #ob. $ll companies in any industry can benefit from contingency or retain professional recruiters or outsourcing the process to recruitment agencies.

"he Sta--in. %rocedu re

%. .! an reso!rces #lanning
It is the 0rocess o- identi-yin. hu/an resources needs and 0lannin. -or recruit/ent and retention 0ro.ra/s( "he 0lanned out0ut o- any or.ani2ation 1ill re5uire a syste/atic de0loy/ent o- hu/an resources at various levels( "o *e a*le to do this) the /ana.er 1ill have to involve hi/sel- 1ith hu/an resources 0lannin.(

"he very -irst ste0 in sta--in.

is to 0lan the /an0o1er inventory re5uired *y a concern in order to /atch the/ 1ith the 4o* re5uire/ents and de/ands( "here-ore) it involves -orecastin. and deter/inin. the -uture /an0o1er needs o- the concern(

It involves three activities&

A$ Forecasting 7 assess/ent o- -uture hu/an resources needs in relation to the current ca0a*ilities o- the or.ani2ation

-$ +rogra ing 7 translatin. the -orecasted hu/an resources needs to 0ersonnel o*4ectives and .oals( <$ 8"al!ation and <ontrol 7 re-ers to /onitorin. hu/an resource action 0lans and evaluatin. their success(

H' 0lannin. /ay also involve 4o* analysis

=o* analysis 7 deter/ines 1hat 3ind o0eo0le should *e recruited and hel0s /ana.e/ent in /aintainin. the sa/e recruit/ent standards

throu.hout the co/0any( 7 the out0uts o- 4o* analysis are 6o& descri#tions and 6o& s#ecifications$

2 %hases o- =o* #nalysis

=o* descri0tions

7re-ers to the content o- the 4o*) s0eci-ically 4o* title) code nu/*er) division>de0art/ent) 0lace and hours o- 1or3) nature o- the 4o*) duties and res0onsi*ilities inherent in the 4o*) /ethods and tools used) the 0erson the 1or3er is res0onsi*le to) -unds and 0ro0erties res0onsi*le -or) co/0ensation and *ene-its

and ha2ards and ris3s( =o* s0eci-ication 7enu/erates the 5uali-ications re5uired o- the incu/*ent o- each 4o*( It indicates the educational 5uali-ications) 1or3 e90erience) 0sycholo.ical traits 0articularly the /ental and 0ersonality characteristics) health status) s0ecial 5uali-ications li3e a.e) .ender) status) and s0ecial s3ills that are necessary i- the incu/*ent is to 0er-or/ the 4o* 1ell(

4$

/ecr!it ent
'e-ers to attractin. 5uali-ied 0ersons to a00ly -or vacant 0ositions in the co/0any so that those 1ho are *est suited to serve the co/0any /ay *e selected( It is identi-yin. and attractin. ca0a*le a00licants -or e/0loy/ent it ends 1ith the su*/ission o- a00lications *y the as0irants( Once the re5uire/ents are noti-ied) the concern invites

and solicits a00lications accordin. to the invitations /ade to the desira*le candidates( "his is the 0rocess o- attractin. 5uali-ied 4o* a00licants *y usin. advertise/ents) e/0loy/ent a.encies or 1ord o- /outh( "he co//on /ethods o- advertisin. include in e/0loy/ent sections one1s0a0ers and increasin.ly throu.h online recruit/ent 1e*sites( "he talent 0ool -or a ne1 4o* can co/e -ro/ e9ternal recruitin. ?outside the *usiness@ or internal ?considerin. e9istin. e/0loyees -or 0ro/otion or a chan.e o- duties(@

Internal and E9ternal 'ecruitin.

Internal recruitin. 71hen the *usiness loo3s to -ill the vacancy -ro/ 1ithin its e9istin. 1or3-orce( Fillin. u0 the vacant 0ositions in this /anner i/0ly the -ollo1in. co/0any 0olicies&

6( @ allo1in. trans-ers -ro/ one de0art/ent to another or trans-ers -ro/ one *ranch location to another and 2( @ 0ro/otin. -ro/ 1ithin(

E9ternal recruitin.

71hen the *usiness loo3s to -ill the vacancy -ro/ any suita*le a00licant outside the *usiness(

#dvanta.es and Disadvanta.es o- Internal and E9ternal 'ecruitin. Internal recruitin.

Ad"antages
Chea0er and 5uic3er to recruit ( %eo0le already -a/iliar 1ith the *usiness and ho1 it o0erates %rovides o00ortunities -or 0ro/otion

1ith in the *usiness A can *e /otivatin. ,usiness already 3no1s the stren.ths and 1ea3nesses ocandidates

Disad"antages
Li/its the nu/*er o- 0otential a00licants No ne1 ideas can *e introduced -ro/ outside the *usiness May cause resent/ent a/on.st candidates not a00ointed Creates another vacancy 1hich needs to *e -illed

E9ternal recruitin.
Ad"antages
Outside 0eo0le *rin. in ne1 ideas Lar.er 0ool o- 1or3ers -ro/ 1hich to -ind the *est candidate %eo0le have a 1ider ran.e o-

e90erience

Disad"antages
Lon.er 0rocess More e90ensive 0rocess due to advertise/ents and intervie1s re5uired Selection 0rocess /ay not *e e--ective enou.h to reveal the *est candidate

Sources oa00licants
#( Or.ani2ations current e/0loyees 7so/e current e/0loyees /ay *e 5uali-ied to occu0y 0ositions hi.her than the oneBs they are occu0yin.( ,( Schools

7re0resentatives oco/0anies /ay intervie1 a00licants inside ca/0uses throu.h conductin. 4o* a--airs( C( 'ecruit/ent -ir/s 7a certain co/0any /ay see3 0otential a00licants -ro/ recruit/ent a.encies D( Co/0etitors 7althou.h this 1ill sound unethical to so/e) a co/0any /ay 0irate an e/0loyee 1ho is currently 1or3in. on the co/0anyBs co/0etitor *y o--erin. /ore *ene-its or a hi.her salary(

Methods orecruit/ent

#( Ne1s0a0er advertisin. 7the co/0any /ay 0lace an advertise/ent to ne1s0a0ers and other local /edia to invite a00licants( ,( 'e-errals -ro/ e/0loyees 7current e/0loyees /ay reco//end relatives and -riends 1ho /ay *e 5uali-ied to a00ly( C( Wal37ins D( Ca/0us recruitin. 7include 4o* 0ostin.s on school *ulletin *oards) deliverin. career o00ortunities tal3s to .raduatin. students or ca/0us intervie1s to selected .raduatin. students( So/e -ir/s allo1 their e9ecutives to teach in certain

universities on co/0any ti/e in order to attract a00licants( E( S0ecial events recruitin. F( Online recruit/ent 7o--ers access to a 1ider 0ool o- a00licants and can save ti/e and /oney

8( Selection

"he 0rocess o- choosin. -ro/ a .rou0 o- a00licants the individual 1ho is *est suited -or a 0articular 0osition( It is choosin. the -it candidates -ro/ the a00lications received in the 0rocess o- recruit/ent(

"he #!r#oses of selection are to evaluate each candidate and to 0ic3 the a00licant 1ho is *est suited -or the 0osition availa*le(

"he selection 0rocess

8(6( 'evie1 o- a00lication *lan3 7 0rovides *asic e/0loy/ent in-or/ation to .ather certain *asic selection data and can *e used to screen out un5uali-ied( 8(2( E/0loy/ent intervie1 7 is done *y as3in. series orelevant 5uestions to the 4o*

candidate( "his 1ill deter/ine the a*ility o- an a00licant to or.ani2e his ideas( 7this is critical ste0 in the recruitin. and hirin. 0rocess since it 0rovides the hirin. su0ervisor the o00ortunity to revie1 candidateBs 5uali-ications and to deter/ine their suita*ility -or the 0osition( 7it also 0rovides candidates 1ith the chance to learn a*out the 0osition and its re5uire/ents and 0resent in-or/ation on their s3ills and e90erience(

Intervie1in. /ethods are&

Unstructured or non7directive ty0e 7intervie1er as3s 5uestions as they co/e to /ind) no set -or/at to -ollo1) and it can ta3e various directions( Structured or directive ty0e 7the 5uestions and acce0ta*le res0onses are s0eci-ied in advance and the res0onses are rated -or a00ro0riateness o- content( #ll a00licants are .enerally as3ed the sa/e set o5uestions( Co/0uter7assisted intervie1in. 7co/0uter hel0s the intervie1er as3 the ri.ht 5uestions to .ain additional in-or/ation or chec3 concerns -la..ed *y the

co/0uter(

8(8( "estin. 7involves an evaluation othe -uture *ehavior or 0er-or/ance o- an individual( "here are di--erent ty0es o- tests that /ay *e ad/inistered de0endin. on the re5uire/ent o- the 0osition&
a( %sycholo.ical test is an o*4ective) standard /easure o- a sa/0le *ehaviorC *( #0titude test is one /ethod odeter/inin. the -uture *ehavior o- an individual 1hich is used to /easure a 0ersonBs ca0acity or 0otential a*ility to learnC c( %er-or/ance test is also used to /easure a 0ersonBs current 3no1led.e o- a su*4ectC d( %ersonality test is ad/inistered to /easure the 0ersonality traits such as do/inance) socia*ility and con-or/ityC e( "o /easure a 0ersonBs interest in various -ields) the interest test /ay *e a00liedC -( %hysical e9a/ination is .iven to assure

that the health o- the a00licant is ade5uate to /eet the re5uire/ents o- the 4o*(

Other ty0es otests

"ests o- co.nitive a*ilities 7tests in this .rou0 include tests o- .eneral reasonin. a*ility ?intelli.ence@ and tests o- s0eci-ic /ental a*ilities li3e /e/ory and inductive reasonin.( "est o- /otor and 0hysical a*ilities 7/otor a*ilities usually /easured are -in.er de9terity) /anual de9terity)

s0eed o- ar/ /ove/ent and reaction to ti/e( Measurin. 0ersonality and interests 70ersonality tests can /easure *asic as0ects o- an a00licantBs 0ersonality such as introversion) sta*ility and /otivation( #chieve/ent tests or 0ro-iciency test 7this is *asically to /easure 1hat a 0erson has learned( 8(:( ,ac3.round investi.ation and re-erence chec3in. 7this is to veri-y the accuracy o- -actual in-or/ation 0reviously 0rovided *y the a00licant and to uncover

da/a.in. *ac3.round in-or/ation such as cri/inal records and sus0ended driverBs licenses( ?0ersonal re-erences) school records and 0revious e/0loy/ent records@ 8(<( %hysical e9a/ination 7this is to deter/ine i- the a00licant 5uali-ies -or the 0hysical re5uire/ents o- the 0osition and to discover any /edical li/itations that should *e ta3en into account in 0lacin. the a00licant( 8(D( Final e/0loy/ent decision 7this is the decision to acce0t or re4ect the a00licant *ased on the result o- the 0hysical e9a/ination and a value o- 4ud./ent *ased on all the in-or/ation .athered in the 0revious ste0s(

Di--erence *et1een 'ecruit/ent and Selection

/ecr!it ent
#ttractin. /a9i/u/ nu/*er oa00licants so as to have /ore o0tions( Eno1n as a 0ositive 0rocess as it contains only the 0rocess o- creatin. the a00lication 0ool( Hi.h s3ills are not essentials(

Selection
%ic3in. the *est a/on. the/( Includes re4ection and -e1er candidates are selected or so/eti/es even not a sin.le candidate is selected( Hi.h s3ills are /ust to select only those 1ho are really -it -or the 4o*(

:( Hirin.
It ha00ens 1hen the co/0any -inally selects the *est a00licant that /eets the stated 4o* s0eci-ications( "he ne1ly hired e/0loyee /ay still *e on a contractual *asis or /ay i//ediately *eco/e a 0er/anent e/0loyee( What is certain is that) once hired) the 0erson 1ill already receive a salary(

<( Induction and Orientation

"his re-ers to the assistance .iven to the ne1ly hired e/0loyees in ad4ustin. to the

ne1 1or3 environ/ent 1hich enco/0asses the 0eo0le around hi/) the -acilities o- the or.ani2ation) the 0ro.ra/s and services) and the technolo.y used in the 0roduction o- .oods and delivery services( It is done to -a/iliari2e the selected a00licant a*out the co/0anyBs rules) 0rocedures) trainin. 0lans and the di--erent e5ui0/ent used in the or.ani2ation( # related ter/) ind!ction, is also 0rovided to .ive the ne1 e/0loyee in-or/ation a*out the co/0any) his duties) res0onsi*ilities and *ene-its((

"1o ty0es oorientation

For/al orientation
7 it is use 1hen there is a .rou0 o- ne1 1or3ers that are re.ularly ta3en in 0eriodically( 7this is usually calendared and is considered an i/0ortant event in or.ani2ation( 7usually it consists o- the -ollo1in. activitiesC tour othe o--ice>0lant) -il/ sho1in. o- the history) 0hiloso0hy and structure o- the or.ani2ation) a revie1 o- 4o* descri0tion) a .eneral asse/*ly 1here a short discussion on *ene-its) 0ro.ra/s and services ta3es 0lace(

In-or/al orientation
7the ne1 e/0loyee is assisted *y another e/0loyee o- the sa/e de0art/ent 1here the

-or/er is assi.ned to 1or3( 7a 5uic3 tour o- the 1or3 settin. and an introduction to 3ey 0eo0le 1ith 1ho he 1ill *e inter-acin.(

D( "rainin. and Develo0/ent

'e0resents a 0lanned e--ort *y an or.ani2ation to -acilitate e/0loyees learnin. o- 4o*7 related *ehaviors( 'e-ers to the learnin. that is 0rovided in order to i/0rove the 0er-or/ance o- the 0resent 4o*( "he co/0any /ay send the e/0loyee in various se/inars and .raduate studies(

"rainin. is a 0art o- incentives .iven to the 1or3ers in order to develo0 and .ro1 the/ 1ithin the concern( "rainin. is .enerally .iven accordin. to the nature o- activities and sco0e o- e90ansion in it( #lon. 1ith it) the 1or3ers are develo0ed *y 0rovidin. the/ e9tra *ene-its o- in7de0th 3no1led.e o- their -unctional areas( Develo0/ent also includes .ivin. the/ 3ey and i/0ortant 4o*s as a test or e9a/ination in order to analy2e their 0er-or/ances(

For/s o-

trainin.
#( On7the74o* trainin. ?O="@) an e90erienced e/0loyee is as3ed to ta3e a ne1 e/0loyee Funder his or her 1in.G and sho1 the ne1co/er ho1 to 0er-or/ 4o* duties( ,( Orientation trainin. includes lectures) -il/s) audiovisual techni5ues) and si/ulations( C( %ro.ra//ed and co/0uter assisted instruction) in 1hich the e/0loyee 1or3s at his or her o1n 0ace to learn /aterial -ro/ a te9t that includes e9ercise and 5ui22es to enhance learnin.( D( Con-erence and case discussion .rou0s in 1hich

Di--erence *et1een "rainin. and Develo0/ent

Training

0artici0ants analy2e cases or discuss to0ics assisted *y a trainin. leader(

Non7Mana.erial 0ersonnel( "echnical and /echanical -ields are e/0hasi2ed in the 0rocess o- trainin. ( It is .iven to the 0ersonnel -or s0eci-ic 4o*( # short7ter/ 0rocess (

De"elo#

ent

Mana.erial 0ersonnel( "he idea *ehind the 0rocess odevelo0/ent is to enhance the conce0tual ideas( %re0arin. the 0ersonnel -or variety o4o*s( Lon.7ter/ 0rocess(

H( %er-or/ance #00raisal
It is the 0rocess o- evaluatin. the 4o* acco/0lish/ent o- the e/0loyees( It is the assess/ent o- the e9tent to 1hich 4o* and or.ani2ation o*4ectives have *een achieved( Co/0rises the ste0s oo*servin. and assessin. e/0loyees 0er-or/ance) recordin. the assess/ent) and 0rovidin. -eed*ac3 to the e/0loyee( Generally) H'M 0ro-essionals

concentrate on t1o thin.s to /a3e 0er-or/ance a00raisal a 0ositive -orce in their or.ani2ation&
6( the accurate assess/ent o0er-or/ance throu.h the trainin. o/ana.ers and the develo0/ent oassess/ent syste/s such as ratin. scales) and 2( the 0er-or/ance a00raisal intervie1 in 1hich /ana.ers can 0rovide -eed*ac3 that 1ill rein-orce .ood 0er-or/ance and /otivate e/0loyee develo0/ent(

%er-or/ance a00raisal intervie1 A /ost cor0orations 0rovide -or/al -eed*ac3 in the -or/ o- an annual 0er-or/ance intervie1 1ith the e/0loyee(

'easons 1hy 0er-or/ance evaluation should *e /ade&

"o deter/ine /erit 0ay increases( "o hel0 e/0loyees 0lan -or -uture 0er-or/ance .oal( "o asses the 0ro/otional 0otential o- e/0loyees(

!( E/0loy/ent Decisions
#-ter evaluatin. the 0er-or/ance o- e/0loyees) the /ana.e/ent 1ill no1 *e ready to /a3e e/0loy/ent decisions( #( Monetary re1ards 7these are .iven to

e/0loyees 1hose 0er-or/ance is at 0ar or a*ove standard re5uire/ents( ,( %ro/otion -ro/ 1ithin

7hel0s co/0anies retain and develo0 0roductive e/0loyees( 7it 0rovides challen.in. assi.n/ents) 0rescri*es ne1 res0onsi*ilities) and hel0s e/0loyees .ro1 *y develo0in. their a*ilities(

7one a00roach to 0ro/otion

-ro/ 1ithin is 6o& #osting 1hich /eans that 0ositions are announced to *ulletin *oards or in co/0any

0u*lications as o0enin. occur( 7another a00roach is e/0loyee resource charts 1hich are desi.ned to identi-y li3ely successors -or each /ana.e/ent 0osition(

C( "rans-er 7this is a /ove/ent o- a 0erson to a di--erent 4o* at the sa/e or si/ilar level ores0onsi*ility in the or.ani2ation( 7trans-ers are /ade to 0rovide .ro1th o00ortunities -or the 0ersons involved or to .et rid o- 0oor 0er-or/in. e/0loyees( D( De/otion 7this is a /ove/ent -ro/ one

0osition to another 1hich has less 0ay or res0onsi*ility attached to it( 7is used as a -or/ o0unish/ent or as a te/0orary /easure to 3ee0 an e/0loyee until he is o--ered a hi.her 0osition(

I( Se0aratio ns
It is either a voluntary or involuntary ter/ination o- an e/0loyee(
a( $oluntary 7the or.ani2ationBs /ana.e/ent /ust -ind the real reason( I- the

0resence o- a de-ect in the or.ani2ation is deter/ined) corrective action is necessary( *( Involuntary or ter/ination 7is the o0tion that the /ana.e/ent e9ercises 1hen an e/0loyeeBs 0er-or/ance is 0oor( "his is usually /ade a-ter trainin. e--orts -ail to 0roduce 0ositive results(