staffing in management

STAFFINGSTAFFING To-Hardeep GandhiTo-Hardeep Gandhi

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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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StaffingStaffing

• Staffing is a process of matching the jobs with individuals

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• 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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• 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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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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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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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 employees3. To train the employees according to

need4. To assign the jobs to the employees5. To evaluate the performance of

employees6. To arrange for the transfers and

promotions of employees7. To pass the necessary entries regarding

the employees8. To formulate the personnel policy, and,9. To control the implementation policy

Staffing FunctionsStaffing Functions

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1. Man Power Planning2. Development of People3. Determination of Employment Standards4. Scientific Selection of Employees5. 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.

Staffing FunctionsStaffing Functions

Christ University, Bangalore

6. Training is Essential7. Other Functions: Staffing involves other activities also such as coordinating, promotions and transfers, conducting separation procedures, maintenance of records etc.

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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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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”.

Christ University, Bangalore

1.Personnel account2.Job Analysis3.Planning for Staffing

Process/ Steps of Manpower PlanningProcess/ Steps of Manpower Planning

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Advantages of Manpower Planning Advantages of Manpower Planning

1. It reduces personnel costs2. To plan the development of

the employees3. Manpower inventory4. It helps in formulating

Managerial Succession Plans

5. Thorough Performance Appraisal and Identification

6. Improvement in Business Planning Process

7. Employment Opportunities8. Greater awareness among

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Recruitment Recruitment

• 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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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 Recruitment Definition of Recruitment

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Sources of Recruitment Sources of Recruitment

• Sources of recruitment can be classified into two broad categories:1. Internal i.e., recruitment from within the enterprise2. External i.e., recruitment from outside

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1. Internal Sources of Recruitment 1. 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 Recruitment 1. Internal Sources of Recruitment

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2. External Sources of Recruitment 2. 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 Recruitment 2. 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 jobse. 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 placef. 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

Steps in Selection Procedure Steps in Selection Procedure

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1. Scrutiny of Application Forms

2. Preliminary Interview3. Application Blank:a) Identificationb) Educationc) Experienced) Expected salariese) Community activitiesf) References

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Steps in Selection Procedure Steps in Selection Procedure

4. Employment Tests:a. Trade Testsb. Psychological Tests- i. Aptitude Testsii. Intelligence Testsiii. Interest Testsiv. Knowledge Tests

i. Projective Testsii. Personality Testsiii. Judgment Tests5. Employment Interview6. Physical/ Medical Examination7. Reference Check8. Final Selection

Steps in Selection Procedure Steps 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’

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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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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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