STAFFING

Important

to have good organizational structure, but even more important is to have the right people for the jobs. Staffing is a process through which competent employees are
recruited selected properly trained effectively developed suitably rewarded

Staffing

Staffing phase of management is to fill the positions in an organization with right people. It includes several sub-functions:

1. 2. 3. 4. 5.

Recruitment Selection Training &development Performance appraisal Administration of compensation plans

Staffing

 Advantages

of Proper Staffing

Helps in discovering talented & competent staff. Ensures greater production by putting the right man in right job. Helps to avoid sudden disruption of an enterprises production run by indicating shortages of personnel. Helps to prevent under-utilization of personal through overmanning. It provides information to management for the internal succession of managerial personnel in the event of an unanticipated turnover.

Importance of Staffing

 Once

the requirement of manpower is known, the process of recruitment starts. Process of identifying the sources for perspective candidates and to stimulate them to apply for the jobs. Its an act of generating applications or applicants for specific positions. Critical activity for some corporations.

Recruitment

 Management

should have a proper plan of recruitment regarding the quantity and quality of personnel required and the time when it is required. process of recruitment & the cost involved in it depends on the size of the undertaking & the type of persons to be recruited.

The

Recruitment contd..

Sources of Recruitment

 Internal

sources -vacancies will be filled by selecting individuals from amongst the existing employees of the company
1. Promotions 2. Transfers 3. Internal Advertisements

Sources of Recruitment

contd

 External

sources - vacancies will be filled by selecting individuals from outside the organization.
Re-employing former employees Friends and relatives of present employees Applicants at the gate College and technical institutions Employment exchanges Advertising the vacancy Labour unions

Sources of Recruitment

contd

company cant fill all its vacancies from a single source. Carefully combine some of these sources, quality of manpower, & their effect on present workforce. Measures to assess how good/poor various sources are:
Time lag between requisition & placement Recruitment ratio Reaction of present employee to both external & internal recruiting Correlation between different sources & factors of success on the job Relative merits of each sources Gross cost per hire

Evaluation of Alternate Sources

sense of security develops among the employees Employees remain loyal to the organization People recruited from within the organization need no induction training Employees in the lower ranks are encouraged to look forward to rising to higher position Labour turnover is reduced People are motivated to become efficient Valuable contacts with major suppliers & customers remain intact Better Employer-Employee relationship

Advantages of Internal Recruitment

 Limits

the choice of selection to the few candidates available within the organization It may encourage favoritism & nepotism Lead to inbreeding, resulting in promotion of people who respect traditional approach and have no ideas of their own. If a new problem or tasks arise then the internal candidate may prove unsuitable to handle it

Disadvantages of Internal Recruitment

 New

blood brings new ideas, new approaches & originality. Old habits are replaced by new ones.
field of choice becomes very wide. Hence possibility of selecting a rich & experienced candidate

The

Advantages of External Recruitment

 Employees

of a company gets frustrated and their morale may come down when candidates are hired from external sources. Present employees may loose their sense of security & becomes disloyal to the employer Greater turnover of labour. Deterioration in the Employer-Employee relationship

Disadvantages of External Recruitment

 Process

of matching qualifications of people with the requirements of the job of proper selection

Advantages

procedure

Maximum job satisfaction Reduced Labor-turnover Increase in overall efficiency of the organization

SELECTION

 Analyze

the jobs, write job descriptions & prepare job specifications.

1. Job Analysis 2. Job Description 3. Job Specification

Steps in the Selection Procedure

 Process

by means of which a description is developed of the present methods & procedures of doing a job, physical condition in which job is done & relation among different jobs.
to reveal what is actually done as opposed to what should be done. Analysis involves gathering, documenting and analyzing information about the content, context and requirements of the job.

Intended Job

Job Analysis

 The

information about the job can be obtained from a number of sources such as observation of workers, interviews, questionnaire responses, published manuals
successful job analysis demonstrates a clear relationship between the tasks performed on the job and the knowledge, skills, abilities, competencies and behaviors required in performing the work of the position.

Job Analysis

Job analysis covers the following areas: The mental/physical tasks involved (ranging from judging, planning and managing to cleaning, lifting and welding) How the job will be done (the methods and equipment to be used)
The reason the job exists (including an explanation of job goals and how they relate to other positions in the company) The qualifications needed (training, knowledge, skills and personality traits)

Job Analysis

 JOB

DESCRIPTION is an organized factual statement of job contents in the form of duties and responsibilities of a specific job.
preparation of job description is very important before a vacancy is advertised. It tells in brief the nature and type of job.

The

Job Description

 This

type of document is descriptive in nature and it constitutes all those facts which are related to a job such as :
Title/ Designation of job and location in the concern. The nature of duties and operations to be performed in that job. The nature of authority- responsibility relationships. Necessary qualifications that are required for job.

 JOB

SPECIFICATION is a statement which tells us minimum acceptable human qualities which helps to perform a job.
specification translates the job description into human qualifications so that a job can be performed in a better manner. specification helps in hiring an appropriate person for an appropriate position.

Job

Job

Job Specification

The contents are : Job title and designation Educational qualifications for that title Physique and mental health Special attributes and abilities Maturity and dependability

 Application

blank Initial interview of the candidate Employment tests

Aptitude tests Interest tests Intelligence tests Performance or Achievement tests Personality tests
Checking

References Physical or medical examination Final interview

Steps commonly followed in selection procedure

The End