STAFFING

PRATEEK CHOPRA BHARAT KUMAR JAIN ASHISH JAIN SARALA SANU

OVERVIEW OF STAFFING
Introduction (Prateek) Staffing process (Prateek) Recruiting (Prateek) Selection (Bharath) International assignment (Ashish) diversity (Sarala)

STAFFING DEFINITION
Selecting right employees

With right skills

IN the right place

At the right time

RECRUITING
1. Temporary Vs Permanent employees

RECRUITING
2. Internal Vs External Recruiting
INTERNAL RECRUITMENT

ADVANTAGES
Have performance data available Motivational Less training time Less expensive and faster

DISADVANTAGES Political and Comparative Can create multiple vacancies

WHEN USEFUL

Stable strategy Stable external management Limited time in money

External Recruitment

ADVANTAGES Fresh ideas and viewpoints Expand knowledge base

DISADVANTAGES Expensive and time consuming Need longer socialisation and training period

WHEN USEFUL Need for change Volatile external management

RECRUITING
3. When & how extensively to recruit

RECRUITING
4.Methods of recruiting1.Job openings communicated through word of mouth. 2.Recruiting done through contact with friends 3.Targeted advertising in selected media. 4.Internet recruiting 5.Staffing agencies 6.College and university on-campus recruiting

1. Reliability
Consistency of the measurement being taken. Criteria should elicit the same result in repeat trials. 100% reliability is rare.

Reliability on two levels Across time & Across evaluators.

SELECTION
Reliability Validity Interviewing testing

1. Reliability
Consistency of the measurement being taken. Criteria should elicit the same result in repeat trials. 100% reliability is rare.

Reliability on two levels Across time & Across evaluators.

1. Reliability (cont.)
Low reliability error - Deficiency error occurs when one important criterion for assessment is not included in the measure. (eg: Writing ability for editors position - ignored) - Contamination error is caused by unwanted influences that affects the assessment. (eg: evaluation of knowledge, skill or ability not assential for a job physical strength of a software engineer )

2. Validity
A test can not be valid w/o being reliable. Assessment relates to the actual performance of the job. Skill, knowledge abilities being measured make a difference in performance. Two types of validity that supports selection criteria: - Content validity measures actual job content & desired knowledge a person should have (eg: To work as a broker one must pass jobrelated concept test) - Criterion related validity demonstrates the relationship b/w screening criteria and job performance Person who obtain high score in screening criteria and tour out as high performer on job, then this validity is estimated.

3. Interviewing
Who should be involved in interviewing: Immediate supervisors, peers, subordinates and some time customers. How to interview: Individually or group interview. Errors: - similarity error, - contrast error, - first impression error & - halo error. Process of interview: - structured (same questions to all applicant) - unstructured (questions are not planned in advance spontaneous)

4. Testing
Another critical decision in selection process involves applicant testing and the kind of test to use. Testing areas: - Technical skills, - interpersonal skills, - personality traits, - problem solving abilities & - other job related performance indicators.

INTERNATIONAL ASSIGNMENT
Final challenge that a org. face in staffing is selecting among current employees for overseas assignment. Traditionally - based on past proven success of the employee and work related technical skills within the organization. Reason for failure: - IA has less to do with technical skill than with interpersonal skills. - Lack of adaptability of employees family in their international operation.

INTERNATIONAL ASSIGNMENT (cont.)

Technical skill is merely an initial screening criterion For the success of IA adaptability, open mindedness, ability to tolerate uncertainty and ambiguity, and independence. In certain cases even the family members are interviewed for the success of the IA. The family members face problems in adapting to the foreign environment which either lead the employee to return home or leaves a negative impact on the employees performance. Screening employees as a part of staffing International operations ensures the success of the assignment.

DIVERSITY
Developing an integrated strategic approach to staffing, initiatives, programs and policies must remain in compliance with labour laws which prohibit discrimination. for the stated reason organizations have developed diversity management programs. Successful diversity initiatives have been developed not in a piecemeal manner but in conjunction with the organisations strategic objectives.

REVIEWS & QUESTIONS ???