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Definition of staffing
 It is the process of recruiting, selecting and training of

 It is also the process of acquiring, deploying, and
retaining a workforce of sufficient quantity and quality
to create positive impacts on the organization's

Nature of staffing

Staffing is an important managerial function-

 Staffing function is the most important managerial
act along with planning, organizing, directing and

 The operations of these four functions depend upon
the manpower which is available through staffing

Staffing is a pervasive activity  As staffing function is carried out by all managers and in all types of concerns where business activities are carried out. .

.Staffing is a continuous activity  This is because staffing function continues throughout the life of an organization due to the transfers and promotions that take place.

etc.The basis of staffing function is efficient management of personnel  Human resources can be efficiently managed by a system or proper procedure. recruitment. training and development. . that is. placement. selection. providing remuneration.

.  It can be done effectively through proper recruitment procedures and then finally selecting the most suitable candidate as per the job requirements. Staffing helps in placing right men at the right job.

Staffing is performed by all managers  depending upon the nature of business.  In small companies. . the top management generally performs this function. size of the company.  In medium and small scale enterprise. qualifications and skills of managers. it is performed especially by the personnel department of that concern. etc.

or national origin are prohibited it is unlawful for an employer to do either of the following: 1.  Equal employment opportunity:. . To limit. The Legal Environment of Staffing  The staffing process of an organization is influenced by the legal environment. color. color. or classify his/her employees or applicants for employment in any way that would tend to deprive individuals of employment opportunities because of race.Employment choices made on the basis of race. 2. sex. or national origin. age or national origin. sex. religion. religion. age. color. To fail or refuse to hire or to discourage an individual because of race. segregate. sex. age. religion.

Affirmative action:- Affirmative action goes beyond equal employment opportunity.  It requires an employer to make an extra effort to hire and promote those in a protected minority. .  The purpose of affirmative action is to eliminate the present effects of past discrimination.

Socialization and Orientation 5. Recruitment (Human Resources Acquisition) 3.The Process of Staffing In An Organization 1. Human Resource Planning (HRP) 2. Selection 4. Replacement (promotion. demotion) transfer or separation . Performance Appraisal 7. Training and Development 6.

Human Resource Planning (HRP)  Human resource planning is accomplished through the following steps.  Job design  Assessment of the internal and external factors  Forecasting  Human resource inventory (audit) .

 Then job descriptions and specifications are derived from job design and analysis.  It is up to line management to specify which activities and responsibilities are assigned to each employee. Job design  A major element in the personnel plan is the definition and description of each job in the organization.1. .

 availability of skilled human resource and pay levels &  rates need critical assessment. .2. Assessment of the internal and external factors  Internal factors such as :  current and expected skill needs.  vacancies and departmental expansions or reductions The external environment like  labor market.

Forecasting  It attempts to assess the future personnel needs of the organization.  The primary emphasis of human resources forecasting is on the personnel in various categories that the organization will need in order to maintain its growth and to exploit its future opportunities. .3.

Example  Employment in specific category of ‘X' can be described as follows:  Period 2015 – 2020  Because of Dept Expansion 200  Retirement and turnover 30  Total employment need (Forecasts) 230  Promotion from within 90  Total recruitment from outside (230-90) 140 .

 This pool of 230 employees/managers will represent two streams:  Recruitment of additional persons from out side (new entries) 140  Additional persons through promotion from within 90  Total personnel needs 230 .

which helps mangers plan promotions to the vacant positions . Human resources audit  once forecasts are completed the next step is to obtain information about the organization's present personnel.  It is making an inventory of present manpower with their strengths and weaknesses.4.

. Recruitment The recruitment function consists of locating candidates for potential employment with the organization.


1 st STEP  Studying the Different Jobs in the Company and Writing Job Descriptions and Specifications (JOB ANALYSIS) .

2nd STEP  Requisition of New Employee .

3rd STEP Actual Recruitment of Applicants .

Sources of Recruitment (Applicants) .

Selection .

Testing 4. Back ground investigation 5. Steps in selection process 1. Physical examination 7. Decision to hire or reject . In depth selection interview 6. Completion of a formal application form 2. Initial screening interview 3.

supervisors. Socialization and Orientation  After being hired. . subordinates and employees in general. the new employee is to be introduced with the colleges.

Training .



Training needs  Introduction of new equipment or processes  A change in the employee's job responsibilities  A drop in an employee's productivity or in the quality of output  An increase in safety violations or accidents  An increased number of questions  Complaints by customers or coworkers .



job training .Off .the .

 Vestibule .Training .

MANAGEMENT DEVELOPMENT PROGRAM It is a systematic process of training and growth by which individuals gain and apply knowledge. skills. . insights and attitudes to manage work organizations effectively.






Post .Performance Appraisal  Once settled on the job. the employee's progress must be monitored.  This involves periodic evaluation of performance on the job as well as acceptance by fellow workers.

transfer. demotion) transfer or separation. .  Replacement relates to the management of promotion. demotion and separation.Replacement (promotion.

responsibilities. . Transfer  Refers to the shifting of an employee from one position to another without increasing his duties. or pay.

PROMOTION .Refers to the shifting of an employee to a new position to which both his status and responsibilities are increased. .

 Demotion– refers to a shift of an employee to a lower position in the hierarchy due to inefficiency and incompetence to fulfil assigned tasks. .

The term separation includes -resignations.May either be temporary or permanent. -retirements or -discharges. -dismissals. . . voluntary or involuntary.layoffs. SEPARATION  .

Thank you!!! .