Staffing/steps/case studies

2. Meaning
 Staffing is the process of filling all positions/ posts
in he organisation with adequate and qualified
personnel
 “Right man for the right job” is the basic
principle in staffing.
 Staffing function involves Manpower planning,
recruitment, selection,training, compensation,
integration and maintenance of Employees.

3. PQR Interviewer
SalesmanProduction
manager
CA
Finance
Marketing Production
Whether the staffing is efficient or not ?

4. PQR Interviewer
SalesmanProduction
manager
CA
Production
Finance Marketing
Whether now the staffing is efficient or not ?

5. Features OF Staffing
 Staffing is a universal management function.
 Staffing is continuous process.
 Staffing is a pervasive activity
 It helps in placing right men at the right job.
 It also helps in achieving the organisational
objectives through the efficiency, team spirit
and devotion of employees.

6. STEPS in Staffing
Human
resource
planning
Recruitment Selection
Orientation &
Placement
Training and
development
Employment
remuneration
Performance,
appraisal
Promotion
and Transfer

7. Manpower Planning which is also called as
Human Resource Planning consists of
putting right number of people, right kind
of people at the right place, right time,
doing the right things for which they are
suited for the achievement of goals of the
organization.

8. Recruitment is a Process of
Searching and attracting people to
apply for jobs in the company.
Recruitment facilitates selection of
employees.

9. 9
Internal Sources External Sources
Transfers
Retires
Internal Ads
Promotion
Consultants
Campus recruitment
Advertisement
Recommendations

10. Advantages & Disadvantages of
Internal Sources
Advantages Disadvantages
Internal Recruitment is Economical
Helps to develop loyalty.
Provides Security & continuity of
employment
It tends to encourage employees to
put in greater efforts & to acquire
additional qualification
Internal recruitment is a quick and
more reliable method.
There may be bias or partiality in
promoting or transferring personnel from
within the company
It prevents outside candidates from
outside from entering into company
Offers limited scope for selection &
there is a possibility of not finding the
required executive within the company
Generate discontent among those who
are not promoted.

11. Advantages & Disadvantages of
External Sources
Advantages Disadvantages
Entry of Young blood is possible
Wide scope for selection is available
Selection can be made in a impartial
manner
Scope of jealousy among the
internal staff can be avoided by
recruiting from outside.
Management can fulfil reservation
requirements in favour of
disadvantaged sections of the society.
External sources are costly and time
consuming
Too much important to external
sources may lead to dissatisfaction
among the existing staff
There is also a problem of adjustment
in between the internal staff and a newly
appointed manager from outside.

12. 12
Pepsi is a flat organisation. There are a maximum of
four reporting levels. Executives here emphasise
achievement, motivation, the ability to deliver come
what may. As the Personnel manager of Pepsi foods
remarked ‘We hire people who are capable of growing
the business rather than Growing with the business.
Recruitees must be capable of thing out of the box,
cutting the cake of conventional barriers whenever
and wherever necessary also having winning mindset.

14. 14
How Crucial is selection process?

15. 15
Its better not to select then selecting
a bad candidate.

16. Selection
Selecting the right
candidate
Rejecting the Wrong
candidate
Rejecting the right
candidate
Selecting the Wrong
candidate
Positive
outcome
Negative
outcome
Selecting the most suitable candidate is the objective of Selection

17. 17
Steps of Selection
Employee
Recruitment
Recruitment
Collection of
Applications
Scrutiny of
Applications
Trade/written Test
Psychological
Tests
Personal
Interview
Reference Check
Medical
Examination
Final selection
for appointment

18. Tests and
types of test
Selection or employment tests
have become an important device
in the process of selection. They
are used to measure the skills,
abilities and suitability of
candidates for the posts in an
organisation.

19. Types of
Employment test
Aptitude Projective Perception
Performance
Personality
Interest
General
knowledge
Intelligence

20. Interview
An interview is essentially a
structured conversation where one
participant asks questions and the
other provide answers, in common
parlance, the word “interview” refers
to a one-on-one conversation
between an interviewer and an
interviewee. It is an integral part of
selection procedure.

21. Types of
Interview
Panel
Interview
Unstructured
Interview
Structured
Interview
Stress
Interview
Individual
Interview
Informal
Interview
Formal
Interview
Group
Interview
Exit
Interview
In-depth
Interview

22. LG Electronics uses 3 psychometric
tests to measure a persons ability as a
team player, to check personality types
and to ascertain a person’s
responsiveness and assertiveness.
Firstly the candidate will appear for
online test then selected candidate
will shortlisted for technical group
discussion then after technical interview
and lastly for HR interview.

23. Once the candidates are selected for
the required job, they have to be fitted as
per the qualifications.
Placement is said to be the process of
fitting the selected person at the right job
or place, i.e. fitting square holes and
round pegs in round holes.
Once he is fitted into job, he is given
the activities he has to perform and also
told about his duties.

24. .

25. Training of employees take place
orientation takes place. Training is the
process of enhancing the skills,
capabilities and knowledge of employees
for doing a particular job.
Training process moulds the thinking of
employees and leads to quality
performance of employees. It is
continuous and never ending in nature.

26. Employee Remuneration refers to the
reward or compensation given to the
employees for their work performances.
Remuneration provides basic attraction
to a employee to perform job efficiently
and effectively.

27. A performance appraisal is a regular
review of an employee’s job performance
and overall contribution to a company.
It evaluates an employee’s skills,
achievement and growth, or lack thereof.
Companies use performance
appraisals to give employees big-picture
feedback on their work and to justify pay
increases and bonuses, as well as
termination decisions.

28. Promotion
-Is the appointment of a member to
another position within the same
department or elsewhere in the
organization, involving duties and
responsibilities of a more demanding
and is recognized by a higher pay
grade and salary.

29. Transfer
-Is the appointment of a member to
another position within the same
department or elsewhere in the
organization, involving duties and
responsibilities of a similar nature and
having a comparable pay grade and
salary. In some situations, the transfer
may be at a lesser pay grade or sales.

30. 30
Importance of
Staffing
Helps to Achieve Objectives
Job Satisfaction
Labour Relations
Improves Efficiency
Reduces Absenteeism and
Employee Turnover
Team Work
Enhances Corporate Image
Optimum Use of Resources

31. Factors affecting
Staffing
Internal
Factor
External
Factor
Nature of competition for human
resources
Legal Factors
Socio-Cultural factor
External Influence
Organisational Image
Past Practices
Size of the Organisation
Organisational Business Plan

33. 33
Lay Chheda 21
Swapnil Biswas 11
Pranav Bhinde 8
Rutvik Bhayani 5
Noorsaba Ansari 1
Dhawal Bore 13
Group no.9