STAFFING MEMBERS

[Audio] Staffing Members Mbugua Prince 190438 Kisire Ronoh 190506 Venesa 190378 Jonathan 190530 Elvis 184214 Jeff M 164597.

[Audio] Staffing As A Function In Organizing The staffing function is a critical component of human resource management that involves identifying, recruiting, and placing qualified individuals in appropriate positions within an organization. It ensures that the organization has the right people with the right skills at the right time to achieve its goals effectively..

[Audio] Key activities within the staffing function include. 1.Recruitment and Selection. 2.Compensation. 3.Training and Development. 4.Performance Appraisal. 5.Separation. 6.Safety and Health. 7.Employment Legislation. 8.Relations with trade unions or staff associations..

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[Audio] Ensuring the workplace is safe and healthy is a critical part of staffing. It involves implementing policies to prevent accidents and protect employees' well-being. Safety and Health.

[Audio] For or any organization to flourish they need to take care of the physical and mental health of their subordinates lest they risk losing their staff or even worse endangering them. Health and safety should be introduced for several reasons some of the most prominent ones being: (A) Increased productivity: When employees feel safe and secure , they are more focused , less stressed and more likely to perform at their best. (b)Enhanced reputation: A strong commitment to health and safety improves an organization’s reputation. c) Legal Compliance: Employers are legally obligated to provide a safe working environment for their employees ; failure to do so results in penalties. 1.importance Of Health And Safety In The Workplace..

[Audio] 2.recognizing Workplace Hazards (a) Physical hazards: Such as noise , heavy lifting and falling objects . They are prevented by using soundproofing materials in that room , using mechanical aids and wearing protective headgear when necessary. (b) Ergonomic hazards: Repetitive strain injury and back injury. They are prevented by using ergonomic furniture and equipment , Lifting objects properly. Whether you work at an office or a construction site there are always workplace hazards everywhere you go ; therefore it is important to identify them and deal with them accordingly.

[Audio] 3.developing Effective Safety Programs And Training Safety Training is essential for all employees , regardless of their role. (a) First Aid and C-P-R--: Provide basic first-aid training, including how to handle common injuries and administer C-P-R-. b)Electrical Safety: Educate employees on electrical hazards and safe practices for working with electrical equipment..

[Audio] 4.evaluating And Improving Measures Once safety measures are put in place it is good to improve them if you can and reevaluate them. a)Regular Safety Audits and Inspections: Conduct regular inspections to identify potential hazards Encourage employees to report safety concerns. Surprise inspections can help identify hidden risks. b) Incident Reporting System: Implement a system for employees to report accidents. Develop and implement corrective action plans to prevent future incidents..

[Audio] Employment Legislation It Plays A Crucial Role In Shaping The Staffing Processes Within An Organization,covering A Wide Range Of Legal Framework..

[Audio] 1.Anti-Discrimination Laws They are designed to prevent biased hiring practices ensuring equal opportunities for all applicants and employees. Civil Rights Act of 1964 (Title VII): Prohibits employment discrimination based on race , colour , religion , sex or national origin. Equal Pay Act: Requires that men and women receive equal pay for equal work in the same workplace. Age Discrimination in Employment Act(A-D-E-A-): Protects applicants and employees aged 40 and older from discrimination. Disabilities Act: Prohibits discrimination against qualified individuals with disabilities and requires employers to provide reasonable accommodation. This Photo by Unknown Author is licensed under CC BY-SA-NC.

[Audio] The F-L-S-W establishes minimum wage , overtime pay eligibility and child labour standards for full-time and part-time workers in the private sector and federal, state and local governments. Staffing implications: During hiring, ensure that job roles are classified accurately as exempt (not entitled to overtime) or non-exempt (entilted to overtime pay). Communicate clear information about working hours, wage rates and overtime policies to avoid misunderstandings that could lead to legal disputes 2.Fair Labor Standards Act(F-L-S-A-).

[Audio] 3.Family and Medical Leave Act (F-M-L-A-) The F-M-L-A allows eligible employees of covered employers to take unpaid , job-protected leave for specified family and medical reasons. Staffing Implications: Employers must inform employees about their rights under F-M-L-A and ensure that leave requests are handled with sensitivity and confidentiality. When hiring, inform candidates about their eligibility for F-M-L-A after they meet the criteria(usually after 12 months of employment. This Photo by Unknown Author is licensed under CC BY-ND.

[Audio] 4.Occupational Safety and Health Act(O-S-H-A-) OSHA mandates that employers provide a safe and healthy working environment , free from recognized hazards. Staffing Implications: This Photo by Unknown Author is licensed under CC BY-SA-NC.

[Audio] 5.Worker Classification(Employee vs Independent Contractor) Misclassifying employees as independent contractors can lead to legal penalties . Proper classification affects taxes , benefits and protections under labour laws..

[Audio] Recruitment and Selection. Recruitment and Selection.

[Audio] Recruitment Recruitment and selection are key staffing processes, involves attracting a pool of qualified candidates through job postings, referrals, and recruitment agencies, with options for both internal and external hiring..

[Audio] This phase focuses on generating a pool of potential candidates from which qualified individuals can be selected. Recruitment involves several steps: Identifying Job Vacancies: HR or management recognizes the need to fill a position, based on factors like employee turnover, expansion, or new skill requirements. Creating Job Descriptions and Specifications: Detailed job descriptions are prepared, listing the duties, responsibilities, and qualifications required. Sourcing Candidates: This involves using various methods to reach potential candidates, such as job postings on company websites, job boards, social media, employee referrals, and recruitment agencies. Encouraging Applications: The goal is to generate interest among a wide range of qualified candidates, ensuring that a diverse and competent pool is available for selection.

[Audio] Selection Selection is the process of evaluating and choosing the best-suited candidate from the pool of applicants generated during recruitment. It involves assessing candidates’ qualifications, experience, skills, and cultural fit.

[Audio] Key steps in the selection process include: Screening Applications: Reviewing resumes and cover letters to shortlist candidates who meet the job criteria. Conducting Interviews: Interviews, whether structured, unstructured, or behavioural, allow recruiters to assess candidates’ suitability and fit for the organization. Testing and Assessment: Some organizations use tests to evaluate specific skills or aptitudes, such as technical tests, personality assessments, or cognitive tests. Background Checks and Reference Checks: Verifying a candidate's work history, credentials, and sometimes personal background ensures they have the qualifications they claim. Making the Offer: The final stage involves extending an employment offer to the selected candidate, often with terms related to salary, benefits, and job responsibilities.Importance of Recruitment and Selection in Staffing.

[Audio] Compensation Compensation is a crucial part of the staffing process, encompassing the rewards, salary, benefits, and other forms of payment provided to employees for their work. It's not only a means to attract and retain talent but also a way to motivate and engage employees..

[Audio] Heres Is How Compensation Fits Into Staffing Attracting TalentCompensation plays a central role in attracting qualified candidates during recruitment. When an organization offers competitive compensation packages, it can draw in top-tier talent who are motivated by financial rewards as well as benefits that align with their lifestyle or career goals. Employee RetentionFair and competitive compensation helps retain employees by reducing turnover. If employees feel they are compensated well for their skills, experience, and contributions, they are more likely to stay with the organization long-term, reducing recruitment and training costs. Motivation and PerformanceCompensation often drives employee motivation. When staff feel that their pay reflects their effort and performance, it can enhance productivity and morale. Organizations may use performance-based pay (such as bonuses or commissions) to encourage high productivity and reward goal achievement..

[Audio] Types Of Compensation Direct Financial Compensation: This includes basic wages or salaries, overtime pay, bonuses, and commissions. It is the core of what employees earn for their time and effort. 1 Indirect Financial Compensation: Benefits such as health insurance, retirement plans, paid time off, and other perks fall under this category. These benefits provide additional security and support to employees. 2 Non-Financial Compensation: Non-monetary incentives, such as flexible work arrangements, recognition programs, career development opportunities, and a positive work environment, also play a role in satisfying employees beyond their financial needs. 3.

[Audio] Conclusion In Compensation Compensation is not just about pay; it is an investment in human capital. It aligns with the overall staffing strategy by helping to attract, motivate, and retain the right talent. In the broader context of staffing, a well-designed compensation package supports organizational goals, enhances job satisfaction, and improves employee commitment, making it a vital part of building a strong, skilled workforce..

[Audio] Training And Development Training and development are integral components of staffing because they help ensure that employees are well-equipped with the necessary skills, knowledge, and abilities to perform their jobs effectively..

[Audio] Here’s a breakdown of how training and development contribute to a successful staffing strategy: Onboarding: Introduces new hires to company culture and job requirements. Skill Development: Upskilling and reskilling help employees adapt to evolving roles. Career Growth: Provides pathways for advancement, including leadership training. Compliance Training: Covers legal, safety, and ethical standards. Performance Improvement: Addresses skill gaps and improves soft skills. Employee Retention: Boosts engagement and job satisfaction. Innovation: Encourages adaptability and creativity..

People Discussing. [Audio] In Conclusion Training and development play a pivotal role in a successful staffing strategy, contributing significantly to both individual and organizational growth. By investing in these areas, companies not only equip employees with the necessary skills but also promote a culture of continuous learning and adaptability. This, in turn, fosters higher job satisfaction, increased retention, and a skilled workforce prepared to meet evolving business demands. Ultimately, training and development empower employees to reach their potential while helping organizations maintain a competitive edge in a dynamic market..

[Audio] Importance Of Staffing Staffing is crucial for any organization because it ensures the right people are in the right roles, which directly impacts productivity, efficiency, and morale. In essence, staffing is a foundation that supports an organization’s overall health, resilience, and ability to compete. It's not just about filling positions, but about strategic alignment to foster growth and success..

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