1. Staffing Procedures

2. 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.

3. 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.

4. Job Specification A written document which spells out:  abilities required  Skills expected  educational level needed  experience needed by an employee to perform the described job.

5. Recruiting Searching for people to hire to fill job positions. Potential employees can be sought within the business or from outside the business

6. 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

7. 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.

8. 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.

9. 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.

10. 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

11. 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.

12. 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

13. 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

14. 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

15. 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.

16. Paying Employees Pay/compensation should: Be competitive with similar businesses in your area. Take the qualifications of employees into consideration.

17. 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

18. 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.

19. 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.

20. Benefits Required by Law Employer’s contribution to Social Security Unemployment Compensation Worker’s Compensation

21. Optional Benefits Paid Vacations Paid Sick Leave Health and Life Insurance Flextime Pensions Childcare