STAFFING

Functions of Management

Definition According to Harold Koontz (professor of business

management at the University of California, Consultant )

“ The managerial function of staffing is defined as filling, and keeping filled, positions in the organizational structure.”

• In Business Dictionary The selection and training of individuals for

specific job functions and charging them with associate responsibilities

Nature of Staffing

• Staffing is an important managerial function• Staffing is a pervasive activity• Staffing is a continuous activity• The basis of staffing function is efficient

management of Personnel (Proper system or Procedure)

• Staffing helps in placing right men at the right job

• Staffing is performed by all managers

Staffing Processes • Manpower

Planning/Requirements• Recruitment/ Decruitment• Selection• Placement and Orientation• Training• Remuneration• Performance Management• Promotion and Transfer

Manpower Planning/Requirements

• Analyzing the current manpower inventory- Before a manager makes forecast of future manpower, the current manpower status has to be analyzed.

• For this the following things have to be noted- * Type of organization * Number of departments * Number and quantity of such departments * Employees in these work units

Recruitment / Decruitment

Recruitment is of two types- Internal Recruitment

The internal sources of recruitment include- Transfers Promotions (through Internal Job Postings)

Re-employment of ex-employees

• External Recruitment have to be solicited from outside the organization. It involves lot of money and time The external sources of recruitment

include- - Campus Interview Advertisement Employment Exchanges Employment Agencies Recommendations

Decruitment• Techniques for reducing the

labor supply within an organization

• Ex: Providing incentives to more senior employees to have them retire before their normal retirement date

Employee Selection Process

• Once the recruitment effort has developed a pool of candidates, the next step in the staffing process is to determine who is best qualified for the job.

• This step is called selection or screening job applicants to ensure that the most appropriate candidates are hired.

Difference between Recruitment and Selection

Basis Recruitment SelectionMeaning It is an activity of

establishing contact between employers andapplicants

It is a process of picking up more Competent and suitable employees

Objective It encourages large number ofCandidates for a job

It attempts at rejecting unsuitable candidates

Process It is a simple processes It is a complicated Processes

Approach Positive Negative

Sequence It proceeds selection It follows Recruitment

Economy It is an economical Method It is Expensive method

TimeConsuming

Less time is required More Time is Required

Types of Selection Devices• Application forms• Written tests—aptitude, intelligence, ability,

personality. • Performance-simulation tests

Work sampling—do the job Assessment centers—simulate real problems candidates would encounter

• Interviews• Background investigations

Placement and Orientation• Placement It is said to be the process of fitting the

selected person at the right job or place.

• Orientation During Orientation employees are made

aware about the mission and vision of the organization, the nature of operation of the organization, policies and programmes of the organization

Two types of Orientation Work Unit Orientation-Work unit orientation

familiarizes employee with the goals of the work unit, clarifies how his or her job contributes to the unit’s goals, and includes an introduction to his or her new co-workers

Organization Orientation-Organization orientation informs new employee about the company’s goals, history, philosophy, procedures, and rules. It should also include relevant staffing policies and maybe even a tour of the facilities.

Training of Employees

• Training is crucial for organizational development and success. It is fruitful to both employers and employees of an organization. An employee will become more efficient and productive if he is trained well.

Ways/Methods of Training• On the job training On the job training methods are those which are given

to the employees within the everyday working of a concern. It is a simple and cost-effective training method.

• Off the job training Off the job training methods are those in which training

is provided away from the actual working condition. It is generally used in case of new employees.

Types of TrainingType Includes

Interpersonal skills

Leadership, coaching, communication, conflict resolution, team building

Technical Product training and knowledge, sales process, information technology, job specific

Business Finance, marketing, quality, strategic planning, project management, sales

Mandatory Safety, health, sexual harassment

Problem solving Defining problems, analyzing alternatives

Personal Career planning, time management, wellness, personal financial planning

Employee Remuneration• 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.

Ex: Giving Certificate “ Employee of the week”

Performance Management• Managers need to know whether

their employees are performing their jobs efficiently and effectively or whether there is need for improvement. This is what a performance management system does-establishes performance standards that are used to evaluate employee performance.

Promotion and Transfer

• Promotions said to be an incentive in which the worker is shifted to a higher job with higher salary and demanding bigger responsibilities as well as there may be cases of shifting the workers and transferring them to different work units and branches of the same organization this is called transfer.

Importance of Staffing• Key to managerial functions.• Efficient utilization.• Motivation.• Better human relations.• Higher productivity.

Motivational Story

A CEO (and member of Forbes 400!) throwing a party takes his executives on a tour of his opulent mansion. In the back of the property, the CEO has the largest swimming pool any of them has ever seen. The huge pool, however, is filled with hungry alligators. The CEO says to his executives "I think an executive should be measured by courage. Courage is what made me CEO. So this is my challenge to each of you: if anyone has enough courage to dive into the pool, swim through those alligators, and make it to the other side, I will give that person anything they desire. My job, my money, my house, anything!"

Everyone laughs at the outrageous offer and proceeds to follow the CEO on the tour of the estate. Suddenly, they hear a loud splash. Everyone turns around and sees the

CFO (Chief Financial Officer) in the pool, swimming for his life. He dodges the alligators left and right and makes it to the edge of the pool with seconds to spare. He pulls himself out just as a huge alligator snaps at his shoes. The flabbergasted CEO approaches the CFO and says, "You are amazing. I've never seen anything like it in my life. You are brave beyond measure and anything I own is yours. Tell me what I can do for you." The CFO, panting for breath, looks up and says, "You can tell me who the heck pushed me in the pool!"

Comment and Action step We can accomplish a lot more than we

actually do. However, we stay at a certain level mainly because we do not go beyond the mental boundaries we ourselves create in our minds.

To move forward and achieve new heights, devote some time every day to doing things that you believe are impossible and give it your best shot as if it were a matter of life and death!! You will be surprised by the results.

References• Management-Stephen P. Robbins & Mary

Coulter• Management-Heinz Weihrich,Mark V

Cannice, Harold Koontz• www.managementstudyguide.com• www.macmillandictionary.com• www.businessdictionary.com• www.google.com

Thank You….