Marks (6)

Chapter 6

Staffing
Staffing Process :
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Sulfikar

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Estimating manpower requirement : It involves forecasting and determining the number and kind of manpower required by the organisation in future. Recruitment and selection : Recruitment means identifying the sources of required personnel and inducting people to apply for jobs in the organisation. While selection in the process of choosing and appointing the right candidates for various job positions in the organisation. Placement and orientation : It implies putting the selected candidates on right jobs. An appropriate job is assigned to each selected person. Training and Development : These involve improving job knowledge, skills and attitude of employees on a regular basis so that they may perform their jobs efficiently. Performance Appraisal : It implies periodic measurement and assessment of the behaviour and performance of employees at work to determine how far they are meeting the demand of their jobs. Compensation : It refers to fixing the wages and other monetary benefits for the employee.

Selection :
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Preliminary screening : The candidates whose applications are shortlisted are called for preliminary interviews. It is the first round of interview which is conducted by any of the personnel managers. Selection test : The organisations prefer to conduct written test to find out the practical knowledge of the candidates. The type of test to be conducted depends on the requirement of the Organisation Proficiency Test, Psychological Test etc. Employment interview : Having successfully cleared all tests related to employment by the candidate he is called for a final interview. Its objectives are to see the looks of the candidates, his way of talking, his conduct and temperament, his interest and maturity. Checking the references and background : In the application form the candidate is asked to give the names of two references. If the candidates qualifies the interview then the organisation prefers to check with the references about the personal character of the candidate. Selection decision : The candidates who pass the test, interview and references check are induced in selection list and the managers select the most suitable candidate from the list. Medical Examination : Before giving the appointment letter the candidates selected are then sent for medical fitness test. Some organisations appoint their own doctors to do the test and some sign contract with hospitals to do the test. Job offer : The applicants who clear the medical test are given a job offer through letter of appointment. In the letter the date of joining, terms and conditions of job etc. are mentioned. Contract of employment : When the candidate accepts the job offer it refers to signing of contract of employment.

On The Job Method : 1.

Apprenticeship : It is suitable for higher levels of skill. In it, the trainee should be kept under the guidance of experts for a longer period. This method familiarises the trainee with the complications and intricacies of the job. The maximum period of such training is five years. In India, such training is governed by Apprenticeship Act 1961. Coaching : Here employees are trained by the immediate supervisor. In this method, the trainee observes the supervision

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and learns the basic skills. The supervisor explains him about the equipment, material tools etc. As soon as he realises that the trainee can do the work, he reduces the supervision and allows the trainee to do the work. Internship Training : It is a training programme jointly organised by educational institutions and companies. Students attend school as well as work in a company. Job rotation : It refers to placing a person at different posts or in different departments to widen his knowledge and skill.

Off The Job Methods : 1. 2. Classroom lectures : In this method of training, a large number of trainees are trained at a time. Professionals and experts are appointed to instruct and impart knowledge and skill about the job. Vestibule : It is a type of school which has an almost similar atmosphere of real work situation. In other words, it is like a duplicate factory. It is operated as special efforts by the production department. A well qualified instructor is present and the learning conditions are carefully controlled. It is suitable for machine operations, etc.

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Case study : In this method, a business situation is presented to the trainees and they discuss it among themselves with a view of finding the best solution. The trainees define the problem, find out the alternative solutions, discuss their outcomes and choose the best outcome. This method is used to teach problem solving skills. Computer modelling : Real life situation is created through computer programming and the trainee is asked to handle the situation. Such programmes are used for critical situation where the mistakes committed by a trainee may lead to serious consequences. It is used in training astronauts, where the cost involved is very high. Programmed instructions : Under this method a particular problem or situation is broken, analysed and divided into logical sequences. Once problem is solved at a time. The trainee moves from solving the simple problem to complex problems.

Recruitment: Recruitment refers to the process of finding possible candidates for a job or function. Sources of Recruitment: The requisite positions may be filled up from within the organization or from outside. Thus, there are two sources of recruitment Internal and External. Internal Sources: Recruitment from within the enterprise. There are two important sources of internal recruitment, namely, transfers and promotions. External Sources: An enterprise has to tap external sources for various positions because all the vacancies cannot be filled through internal recruitment. The commonly used external sources of recruitment are Direct Recruitment, Casual Callers, Advertisements, Employment Exchange, Placement Agencies and Management Consultants, Campus Recruitment, Recommendations of Employees, Labour Contractors, Advertising on Television and Web Publishing.