1

8/23/16

Staffing
PRINCIPLES OF MANAGEMENT

What Is Staffing?

2
8/23/16

Process which comes after planning and

organising

Helps managers to fill all the jobs

Consists of manpower planning,

recruitment, selection, Training,
compensation, promotion and
maintenance Of managerial personnel.

Definition

8/23/16

Staffing or human
resource
management is the recruitment,
selection, development, utilisation,
compensation and motivation of
human
resources
of
the
organisation
-French Wendell

4
8/23/16

Advantages And Scope

Of Staffing

Filling the roles by obtaining competent

personnel

Placing right person at the right job

Growth of enterprise

Optimum utilization of human resources

Helps in competing

Improves job satisfaction and morale of the

employees

Key to effectiveness of the functions

Features Of Staffing

5
8/23/16

Staffing is a goal-oriented effort.

Staffing is a continuous function.

Staffing deals with people.

It is needed at all managerial levels.

Staffingfulfillsthe present and future needs.

6
8/23/16

Pre Staffing
Stage

JOB ANALYSIS

Done to determine the qualifications, skills, experience and

expertise required for major categories of jobs

It includes
i.

Identification of each job in terms of duties and

responsibilities.

ii.

Determination of nature of work and work conditions.

iii.

Determination of requirements regarding skills and abilities

that are prescribed for the persons doing the job.

8/23/16

8
8/23/16

9
8/23/16

8/23/16

PROCESS
OF
STAFFING

1
0

 Manpower Planning
It may be regarded as the quantitative

8/23/16

1
1

and qualitative measurement of labour force

requires in an enterprise

It involves in creating and evaluating the

manpower inventory and to develop required talent
among the employees selected for promotion
advancement

The manpower needs of an organization are

estimated by keeping in view its present activities
and future plans such as production schedules,

 Recruitment
It is a + ve process of searching for
perspective employees and stimulating
them to apply for the jobs in the
organization

Scientific recruitment leads to greater

productivity , better wages, higher morale ,
reduction in labour turnover and better
reputation of the concern

Recruitment is simple and candidates are

not required to cross many hurdles

2 types :- internal and external

8/23/16

1
2

Sources of Recruitment

Internal
Internal
Searches
Searches

Employment
Employment
Agencies
Agencies

RECRUITMENT
SOURCES

Employee
Employee
Referrals
Referrals

8/23/16

Campus
Campus
Placement
Placement

1
3

Voluntary
Voluntary
Applicants
Applicants

Advertisements
Advertisements

 Selection
It is to determine whether a candidate is
suitable for employment in the organisation
or not.

It is the process of choosing RIGHT type of

candidate to fill in various positions in the
organisation.

It requires exactness.

It is ve in nature.

8/23/16

1
4

Selection Process
Selection process immediately starts after

8/23/16

1
5

recruitment.

It is choosing the best candidates from a pool of

applications received at the time of recruitment.

The purpose of selection is to evaluate each

candidates and to pick the applicant who is best
suited for the position available.

Selection Process contd...

1
6

8/23/16

Receipt and scrutiny of application.

2. Preliminary interview.
3. Blank application form.
-Bio-data
-Curricular activities
-Educational qualification -References
-Work experience
-Salary demanded
4. Tests.
-Intelligence test
-Trade test
-Aptitude test
-Interest Test
-Personality tests
1.

5.
.

Interviews
Unstructured type:

Structured type:
All applicants are generally asked the same
set of questions.

Computer assisted interviewing:

Computer helps the interviewer ask the right
questions to gain additional information.

8/23/16

Interviewer ask questions as they come to

mind, no set format to follow and it can take
various directions.

1
7

6.Checking references.

1
8
8/23/16

7. Approval of the supervisor.

8. Medical examination

9. Final selection.

Recruitment & Selection

1
9
8/23/16

SELECTION

RECRUITMENT

To attract max no. of

candidates

It creates application
pool as large as
possible

To choose best out of

the available
candidates

It is a rejection process
where few are selected

Techniques are not

very intensive

Highly specialized
techniques

Outcome is
application who pool

Outcome is the
candidate is offered job

 Placement

It includes the introduction of the employee

with the job.
After selection the employee is given
appointment letter and is asked to occupy the
vacant job position.

8/23/16

Placement means putting the person on the

job for which he is selected.

2
0

2
1
8/23/16

Placement

 Training

With the rapid technological changes, the

need for training employees is being
increasing so as to keep the employees in
touch with the new developments.

Every concern must have a systematic

training programme otherwise employees
will try to learn job by trail and error which
can prove to be very costly method.

8/23/16

After selecting an employee, the most

important part of the personnel programme
is to impart training to the new comer.

2
2

Training

2
3
8/23/16

Training Methods

Job Rotation

8/23/16

On-the-job
training

Demonstration

Simulation
Training

Vestibule
Training

Coaching

2
4

Apprenticeship

 Development

8/23/16

A sound staffing policy calls for the introduction of

a system of planned promotion in every
organisation.

2
5

If employees are not at all having suitable

opportunities for their development and promotion,
they get frustrated.
The workers are developed by providing them
extra benefits of in depth knowledge of their
functional areas.
Development also includes giving them key and
important jobs as a test or examination in order to
analyze their performances.

 Promotion

Generally on the basis of feedback report of

employees, performance they are given
promotion and opportunities for higher job
positions.

8/23/16

Promotion implies upgrading of an employee

to a higher post involving increase in rank,
prestige or status and responsibilities.

2
6

 Transfer

2
7
8/23/16

Transfer refers to the sideways

movement of an employee
without any kind of promotion or
demotion

Objectives

To meet the HR requirements of the organization

internally.
To meet request of an employee.
To manage internal conflicts and disagreements
between employees.
To correct wrong placement.
To provide creative and challenging opportunities to
employees.

8/23/16

2
8

Types of Transfers
Production Transfer

Shift Transfer

Remedial Transfer

Versatility Transfer

Punishment Transfer

8/23/16

2
9

 Performance Appraisal

3
0
8/23/16

Employee
appraisal
is
a
method by which the job
performance of an employee is
evaluated

Objectives
Helps in Promotion Decisions.

Encouraging Performance Improvement.

Motivating Superior Performance.

Setting And Measuring Goals.

Counselling Poor Performance.

8/23/16

3
1

Ranking Method

Paired Comparison

Grading

Check-list Method

Critical Incident Method

Essay Method

Field Review Method

3
2
8/23/16

Methods of Performance
Appraisal

3
3
8/23/16