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STAFFING -WHY?
(IMPROTANCE)
Maintenance of satisfied workforce
Preparation of human force in
advance
Better utilisation of human factor
STAFFING PROCESS
Primary function
Man power planning
Recruitment ( from internal and external sources)
Selection
Placement
Induction ( orientation )
Secondary function
Training and development
Compensation
Motivation
Promotion, demotion, transfer
Personal welfare
Human relation
Staffing
Recruitment
Recruiting individuals to fill particular posts
within a business can be done either
internally by recruitment within the firm, or
externally by recruiting people from outside.
Disadvantages of internal
recruitment
The disadvantages of recruiting from
within are that:
1. You will have to replace the person
who has been promoted
2. Promotion of one person in a
company may upset someone else.
Internal recruitment
Transfers
Promotions (through Internal Job
Postings)and
Re-employment of ex-employees
External recruitment
External recruitment
External recruitment makes it
possible to draw upon a wider range
of talent, and provides the
opportunity to bring new experience
and ideas in to the business.
Disadvantages are that it is more
costly.
External recruitment
Advertisement
Employment Exchanges
Employment Agencies
Educational Institutions
Recommendations
Labour Contractors
Job description
DESCRIPTIONS MAY BE
USED FOR:
Advertising a position
Hiring into a position
Allocating tasks in a strategic plan
Deciding about compensation
Making performance reviews
DESCRIPTIONS INCLUDE
Job specification.
A job specification goes beyond a
mere description - in addition, it
highlights the mental and physical
attributes required of the job holder
Employee selection
Process
Selection involves choosing the best
candidate with best abilities, skills and
knowledge for the required job.
Preliminary Interviews
Application blanks
Written Tests
Employment Interviews
Medical examination
Appointment Letter
PLACEMENT
Placement is a process of assigning a
specific job to each of the selected
candidates.
It involves assigning a specific rank
and responsibility to an individual.
It implies matching the requirements
of a job with the qualifications of the
candidate.
significance of
placement
It improves employee morale.
* It helps in reducing employee turnover.
* It helps in reducing absenteeism.
* It helps in reducing accident rates.
* It avoids misfit between the candidate and the job.
* It helps the candidate to work as per the
predetermined objectives of the organization
Training
Training takes place in the following
ways:
On-the-job training
techniques
On-the-job training techniques
include
orientations,
job instruction training,
apprenticeships,
internships,
assistantships,
job rotation and coaching
Off-the-job techniques
PERFORMANCE APPRAISAL
Performance appraisal is a systematic way of
reviewing and assessing the performance of
an employee during a given period of time
and planning for his future
To judge the gap between the actual and the
desired performance.
To diagnose the strengths and weaknesses of
the individuals so as to identify the training
and development needs of the future.
Training needs
Compensation programs
IMMEDIATE SUPERVISOR
SUBORDINATES
COWORKERS (Peers)
OUTSIDERS
Customers
Constituents
Consultants
SELF-APPRAISAL
GROUPS or TEAMS
CAREER STRATEGY
Career strategy is based on Higher
Wages
Better Title and More Power
A career strategy is a structured
approach to developing capabilities,
tools and resources in an
organisation, which will enable
people to navigate this career
journey successfully.
ORGANIZATIONAL
DEVELOPMENT
Organization development is an ongoing,
systematic process of implementing
effective organizational change
O D is the future readiness to meet change
Organizational Development is planned
change in the organizational context
O. D. is the act, process or result of
furthering,advancing, or promoting the
growth of an organization
The characteristics of O. D
The characteristics of O. D. are:
1. It is a system-wise process
2. It is value-based
3. It is collaborative
4. It is based on behavioural science knowledge
5. It is concerned with strategies, structures,
processes, people
.
and culture
. 6. It is about organizational effectiveness
OBJECTIVES OF ORGANIZATIONAL
DEVELOPMENT PROGRAMME
ORGANIZATIONAL
DEVELOPMENT
Top values associated with O. D.
today:
1. Increasing effectiveness and
efficiency
2. Creating openness in communication
3. Empowering employees to act
4. Enhancing productivity
5. Promoting organizational
participation