Staffing Procedures

Staffing A process of hiring employees who can

help run the business efficiently, attract customers, and increase sales.

When hiring new staff, you should consider the following

•Type of employees needed?

•Skills missing by the business owner?

•Skills needed daily and/or occasionally for peak periods or seasons

•Budget available for employee compensation.

Job Description

A written statement listing duties and responsibilities of a specific job.

Clearly outlines expectations for a job. Reduces misunderstandings between the

employer and employee.

Job Specification

A written document which spells out:abilities requiredSkills expectededucational level needed experience needed

by an employee to perform the described job.

Recruiting

Searching for people to hire to fill job positions.

Potential employees can be sought within the business or from outside the business

Recruiting from Within the Business Environment

Can motivate employees to work hard for promotions

Can reduce the cost of recruiting and training

May limit opportunities for introducing “new thinking” into the business

Recruiting from Outside the Business Environment Classified (Want) Ads

Can announce a job opening at a business. An ad should briefly describe the position,

educational requirements, experience requirements, and any special job requirements.

College Placement Centers College placement centers are operated through

colleges and universities. They provide information about job openings to their

students and graduates. There is no fee charged for this service.

Recruiting from Outside the Business Environment

Private Employment Agencies Private employment agencies try to help match the

skills of job seekers with the appropriate recruiting business and/or position.

Private agencies charge a fee to either the hiring business or the job applicant when matches are successful.

Public (state) Employment Agencies Employment Security Commission’s Job Service

provide services similar to those of private agencies. As a state agency, they do not charge fees.

Recruiting from Outside the Business Environment Cooperative education programs

Available at both the high school and collegiate level place students in training stations as a part of the educational experience.

No fees are charged and the employer benefits by having the teacher’s assistance with managing the student’s employment.

Referrals Most helpful method in locating available people with

desired skills and personality traits. While referrals might come from almost anywhere,

referrals from current staff, professional friends, and family members often prove valuable.

Recruiting from Outside the Business Environment Help Wanted Signs

Help wanted signs can be placed in the windows of businesses to announce an available opening.

A current file should be kept for holding applications of promising persons who come to the business to apply for work.

The World Wide Web The World Wide Web can also serve as an outlet to

post job openings for your business.

Leadership Styles

Screening The first step in hiring process Identify and select those candidates who have

the right job qualifications. Eliminate the unqualified applicants.

• Review applications and/or resumes.

• Conduct interviews for job applicants to determine if the prospective employees would improve the business’s ability to meet customer needs.

• Check references with the permission of the applicant to verify information listed on the application/resume

• Ask previous employers and co-workers about the candidate’s personal and work-related attributes.

Training and Development

Provides employees the ability to perform their jobs well

It also provides a basis for future performance appraisal

Advantages of Training and Development

• Improves morale

• Reduces employee turnover

• Helps ensure quality performance

Effective Training and Development Programs

•Implement as soon as employees are hired

•Continue throughout employment

•Include follow-up to ensure that skills are being used

•Provide retraining and new skill development as necessary

Training and Development Activities On-the-job training Coaching

Feedback from the manager on a constant basis

Mentoring Teaming with an experienced employee to learn

the job Conferences & Seminars

Four Steps in Planning Training and Development

Determine immediate, intermediate, and long-range needs.

Design a program to meet the identified needs. Implement the program which requires time and

money Evaluate the program for cost effectiveness and

attainment of objectives.

Paying Employees

Pay/compensation should: Be competitive with similar businesses in

your area. Take the qualifications of employees into

consideration.

Methods of Pay

1. Wage A fixed amount of pay per hour Usually for 40 hours per week. For hours over 40, employees receive 1 ½ times the

regular rate.

2. Productivity Pay Piece Rate

Pays an amount based on units produced Often used in manufacturing

Commission: Pay based on percentage of sales

Methods of Pay

3. Salary• Fixed amount of pay for a certain time period

regardless on the number of hours worked.• Salaried employees are usually provided additional

optional benefits that may not be given to hourly or piece rate employees.

4. Combination• Combines a base salary plus commission• Employees may feel more comfortable accepting a

position that offers this type of payment plan because the salary provides security and the commission provides incentive and reward for productivity.

Employment Benefits

Benefits are employment rewards for service and are provided in addition to salary.

These allow a business to attract and retain good employees and may contribute to maintaining positive employee morale.

Benefits Required by Law

Employer’s contribution to Social Security Unemployment Compensation Worker’s Compensation

Optional Benefits

Paid Vacations Paid Sick Leave Health and Life Insurance Flextime Pensions Childcare