We have a rather poor record in selecting good supervisors”, she begun. “We may have five or six who are outstanding but, but there are so many who are not. What do you people consider when you recommends candidates to me? ” “l think my best technical people make the best supervisors,” said one section head. “They have the respect of their associates and subordinates, who rate their technical competence highly. They can renew staff members very effectively and pitch in to do the most demanding Jobs themselves. ” “Maybe that is Just the trouble,” said the department manager.
People like them may never learn to manage because they spend their time on technical work. ” Another section head said,” I made my recommendation on the basis of seniority. It has popular appeal because everyone expects to be along this line. ” “Do you think,” said the manager, “that age is the only, or most important criterion for supervision? ” such a practice conveniently ignores everything learned about managing, or it assures that the candidate has the capability to become proficient in management after getting the Job. Is this realistic?
In the course of the meeting, other factors such as getting along with people, making good impression, having the capability for further promotion, and being able to exact responsibility were also considered. The department manager was clearly frustrated and, as she ended the meeting, she remarked, “No wonder we have a 40% failure rate in selecting supervisors. ” II. VIEWPOINT My viewpoint in this problem of staffing in Christian Corporation is that as department manager, I should not look at only and consider the recommendation of section heads.
I will consider the profile or other necessary credentials of the employees who are to be selected as good supervisors. Meaning to say, upon recommendation of the section heads, still their recommended employees will be subjected for interview and requesting them to submit all their necessary credentials for my final evaluation and selection. Ill. STATEMENT OF THE problem This study focused on staffing of personnel in the Christian Corporation for the year 2007. Specifically, it answers the following questions: Christian Corporation in terms of age, gender, civil status, highest educational attainment and number of children in the family? . Why the department manager in Christian Corporation always holds a regular staff meeting with her four section heads? 3. How do the four section heads in the Christian Corporation undergo selection/staffing the twenty supervisors? 4. Is there a significant relationship between the profile of the twenty supervisors in the Christian Corporation with their four section heads’ consideration for selection/ staffing? 5. What plan of action can be formulated to improve the poor record in selecting/ staffing good supervisors? ‘V. OBJECTIVES
This study determine the selection/staffing of twenty supervisors in Christian Corporation for the year 2007. A. Must or short-range objectives 1. To determine the profile of the twenty supervisors in Christian Corporation in terms of age, gender, civil status, highest educational attainment, and number of children in the family. 2. To identify the reasons why the department manager in heads in Christian Corporation in selection/staffing the twenty supervisors. 3. To specify the considerations of the four sections heads in Christian Corporation in selecting/staffing for twenty supervisors. To determine if there is a significant relationship between the profile of the twenty supervisors in Christian Corporation with their four section heads considerations for selection/staffing. B. Want or long- range objectives 5. To formulate and implement plan of action in order to improve the poor record in selecting/ staffing good supervisors. V. AREAS OF CONSIDERATION/ANALYSIS As analyst of the problem of staffing in Christian Corporation, I include the following sub-problems/bob]actives for the following reasons: A. Must or Short-Range Objectives 1 .
The profile of the twenty supervisors in Christian Corporation in terms of age, gender, civil status, highest educational attainment and number of children in the family. This is because every individual is unique and has own ability and traits/ characteristics to do and accomplish work. This will determine with their age, if they are still young, they have more ability and energy to do their functions. Gender may also be considered, since masculinity is greatly different from femininity in doing single, they can do more functions than married one because single employee has ore available time to render service than married one.
Highest educational attainment is also considered since, this will determine their intellectual and managerial or leadership ability of individual. Lastly, number of children in the family may be considered inasmuch that more children, means more time to spend for than those with few children in the family. 2. Identifying reasons why the department manager in Christian Corporation always holds a regular staff meeting with her four section heads. This matter maybe considered as objective to determine the status of Christian Corporation operation as well as the output of the recommended twenty supervisors of the four department heads. . Identifying considerations of the four section heads in Christian Corporation in selection/staffing of twenty supervisors. This is needed to identify in the sense that through this, the manager can determine whether their considerations for selection/staffing is a success or a failure. 4. Determining the significant relationship between the profile of the twenty supervisors in Christian Corporation with the considerations of the four section dads is needed inasmuch that this will determine the promotion/selection of the employees to be promoted as supervisors.
