Management's topic staffing

1. STAFFINGSTAFFING To-Hardeep GandhiTo-Hardeep Gandhi
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2. Flow of PresentationFlow of Presentation
• Staffing
• Manpower
Planning
• Performance
Appraisal
• Recruitment and
Selection
• How it differs
• Training and
Development
• How to make it
effective
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3. StaffingStaffing
• Staffing is a process of matching the jobs with
individuals
,
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4. • Staffing is a function of
managing the jobs
• After organizing the total
activities to be done, the
management is in a position
to know the man- power
requirements of the company
at different levels in the
organization
• The management is in a
position to take necessary
steps for recruitment,
selection, training and
placement of employees
StaffingStaffing
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5. • Staffing is a continuous
process because existing
employees may leave the
organization and new
employees may join it
• Therefore, business
organization has to recruit
additional managerial and
operative force to meet the
growing requirements of the
enterprise
StaffingStaffing
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6. Definition of StaffingDefinition of Staffing
• According to Koontz
and O’ Donnell, “
Staffing involves
manning the
organization
structure through
proper and effective
selection, appraisal
and development of
personnel to fill the
roles designed into
the structure”
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7. Definition of StaffingDefinition of Staffing
• According to Theo Heimann, “Staffing is concerned with the
placement, growth and development of all those members of the
organization whose function is to get the things done through the
efforts of other individuals”
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8. Activities Involved in StaffingActivities Involved in Staffing
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1. To determine the sources of recruitment
of employees
2. To select the capable employees
3. To train the employees according to
need
4. To assign the jobs to the employees
5. To evaluate the performance of
employees
6. To arrange for the transfers and
promotions of employees
7. To pass the necessary entries regarding
the employees
8. To formulate the personnel policy, and,
9. To control the implementation policy

9. Staffing FunctionsStaffing Functions
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1. Man Power Planning
2. Development of People
3. Determination of Employment Standards
4. Scientific Selection of Employees
5. Determining the sources of Personnel:
Sources of personnel can be of two
types- (i) Internal and (ii) External
• Internal sources constitute the internal
promotion policy while external sources
include former employees, technical
schools and colleges, through
intermediaries, private employment
agencies and newspaper advertisements
etc.

10. Staffing FunctionsStaffing Functions
Christ University, Bangalore
6. Training is Essential
7. Other Functions: Staffing involves other activities also such as
coordinating, promotions and transfers, conducting separation
procedures, maintenance of records etc.
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11. Manpower Planning (Human Resource
Planning)
Manpower Planning (Human Resource
Planning)
• According to E. B. Geisler, “Manpower planning is the process
including forecasting, developing and controlling by which a firm
ensures that it has the right number of people and right kind of
people at the right places, at the right time doing work for which
they are economically most useful.”
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12. Manpower Planning(Human Resource
Planning)
Manpower Planning(Human Resource
Planning)
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• According to Dale S.
Beach, “ Human resources
planning is a process of
determining and assuring
that the organization will
have an adequate number
of qualified persons,
available at the proper
times, performing jobs
which meet the needs of
enterprise and which
provide satisfaction for the
individuals involved”.

13. Christ University, Bangalore
1.Personnel account
2.Job Analysis
3.Planning for Staffing
Process/ Steps of Manpower PlanningProcess/ Steps of Manpower Planning
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14. Advantages of Manpower PlanningAdvantages of Manpower Planning
1. It reduces personnel costs
2. To plan the development of
the employees
3. Manpower inventory
4. It helps in formulating
Managerial Succession
Plans
5. Thorough Performance
Appraisal and
Identification
6. Improvement in Business
Planning Process
7. Employment Opportunities
8. Greater awareness among
workers 14

15. RecruitmentRecruitment
• Recruitment is the process
of searching for prospective
employees and stimulating
them to apply for jobs in the
organization
• It is a positive process
because it increases the
selection ratio by attracting
a large number of applicants
for the advertised jobs
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16. 17
 According to Edwin B. Flippo,
“Recruitment is the process of searching
for prospective employees and
stimulating them to apply for jobs in the
organization”
Definition of RecruitmentDefinition of Recruitment

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18. Sources of RecruitmentSources of Recruitment
• Sources of recruitment can be classified into two broad categories:
1. Internal i.e., recruitment from within the enterprise
2. External i.e., recruitment from outside
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19. 1. Internal Sources of Recruitment1. Internal Sources of Recruitment
 There are two important internal
sources of recruitment, namely- (i)
Transfer; and (ii) Promotion
i. Transfer:
• It involves the shifting of an
employee from one job to another
• At the time of transfer, it is ensured
that the employee to be transferred to
the new job is capable of performing
it
• In fact, transfer does not involve any
drastic change in the responsibilities
and status of the employee
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ii. Promotion
•Promotion leads to
shifting an employee to a
higher position carrying
higher responsibilities,
facilities, status and pay
•Most of the companies
follow the practice of
filling higher jobs by
promoting employees who
are considered for such
positions
1. Internal Sources of Recruitment1. Internal Sources of Recruitment

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2. External Sources of Recruitment2. External Sources of Recruitment
 Common external sources of recruitment are as follows:
a) Unsolicited applications: This type of recruitment serves as a
valuable source of manpower. If adequate attention is paid to
maintain pending application folders for various jobs, the personnel
department may find the unsolicited applicants useful in filling the
vacancies whenever they arise
b) Advertisement: Advertisement in newspaper or trade and
professional journals is generally used when qualified or
experienced personnel are not available from other sources. Most of
the senior positions in industry as well as commerce are filled by this
method
c) Employment Agencies: Employment agencies run by the
government are regarded as a good source of recruitment for
unskilled, semi- skilled and skilled operative jobs

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2. External Sources of Recruitment2. External Sources of Recruitment
d. Educational Institutions: Jobs in commerce and industry have become
increasingly technical and complex to the point where school and college
degrees are widely required. Consequently, many big organizations
maintain a close liaison with the universities, vocational institutes and
management institutes for recruitment to various jobs
e. Recommendations: Applicants introduced by friends and relatives may
prove to be a good source of recruitment and indeed many employers
prefer to take such persons because something about their background is
known. When a present employee or a business friend recommends a
person, a type of preliminary screening takes place
f. Labor Contractors: are an important source of recruitment in many
industries in India. Workers are recruited through labor contractors who
are themselves employees of the organization. But, now- a- days, this
system of recruitment is losing popularity

23. Steps in Selection ProcedureSteps in Selection Procedure
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1. Scrutiny of Application
Forms
2. Preliminary Interview
3. Application Blank:
a) Identification
b) Education
c) Experience
d) Expected salaries
e) Community activities
f) References

24. Steps in Selection ProcedureSteps in Selection Procedure
4. Employment Tests:
a. Trade Tests
b. Psychological Tests-
i. Aptitude Tests
ii. Intelligence Tests
iii. Interest Tests
iv. Knowledge Tests

25. i. Projective Tests
ii. Personality Tests
iii. Judgment Tests
5. Employment Interview
6. Physical/ Medical Examination
7. Reference Check
8. Final Selection
Steps in Selection ProcedureSteps in Selection Procedure
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TransferTransfer
• Transfer means shifting of an
employee, from one job to another,
from one unit to another or from
one shift to another and may
involve a new geographical location
• It may be initiated by the
organization or by the employees
with the approval of the
organization
Policy’

27. PromotionPromotion
• The term ‘Promotion’ is the advancement of an employee to a
better job
• Better job meant a job which entails greater responsibilities and
more prestige or status, needs greater skills and brings increased
rate of pay or salary
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28. Definition of PromotionDefinition of Promotion
• According to Scott and Spriegal, “A promotion is the transfer of
an employee to a job that pays more money or that enjoys some
preferred status”
• Edwin B. Flippo has said that “A promotion involves a change
from one job to another that is better in terms of status and
responsibility”
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29. Training and DevelopmentTraining and Development
• Training is the act of increasing the
knowledge and skill of an employee
for doing a particular job
• It is concerned with imparting
specific skills for particular purposes
• Training is different from
development
• Being always work- oriented,
training carries the narrow
implication of imparting to an
individual some specific skills only
• In contrast, development emphasizes
an unfolding process and carries an
implication of an individual’s growth
and maturation 30