Staffing
Human Resource Management
Staffing: Definition Staffing is," filling positions in the
organisation structure through identifying workforce requirements, inventorying the people available, recruitment, selection, placement, promotion, appraisal, compensation and training of needed people”
- Harold Koontz and Cyril O’ Donnel
Importance of Staffing Key Factor Complexities of Administration Scarcity of Personnel Cost of Developing for Conformity Training & Development Reduction of Employee Turnover Vital Assets Competitive Advantage
Staff Selection Process/Sub-Functions of Staffing
I Manpower Planning
II Recruitment
III Staff Selection Process
IV Training & Development
V Performance Appraisal
I Manpower Planning Forecasting the requirement for personnel
or employees in order to fulfill the objectives of the organisation like capacity expansion, entry into new markets and product extension including Mergers & Acquisitions programme
Planning is needed as a lot of time is needed in identifying and recruiting people with the required competence
II Recruitment
The process of identifying sources from where the personnel can be employed and inducing them to offer themselves as candidates
Sources of Recruitment
A. Internal Sources
B. External Sources
A. Internal Sources
Recruiting people -by way of transferring them from the other
departments or -by way of promoting them from lower jobs
or -by way of reemploying former employees
who took retirement, voluntary or by superannuation
Advantages of Internal Sources
1.Job Satisfaction2.High Morale3.Sense of Security4.Preparation for
promotion5.Building Loyalty6.Incentive for Hard
Work7.Improving Efficiency8.Improving Co-
ordination
9.Less labour Turnover10.Attracting Efficient
Personnel11.Simple Selection &
Placement12.Employee
Knowledge13.Lesser Training
Expenses
Limitations of Internal Sources Limited Applicability
Less Choice
Favouritism
Stopping New Ideas
B. External Sources Advertisement Employment/Placement Agencies Campus Recruitment Deputation Employee Referral Trade Unions Trade Associations/Chamber of Commerce
Self-Offer
III Staff Selection Process
A. Screening the Applications
B. Conduct of Selection Tests
C. Conduct of Interviews
D. Checking References
E. Physical Examination
F. Placement & Induction
A. Screening the Applications
Selecting the best
Rejection of Incomplete Applications
Fixing the criterion for acceptance or rejection of applications
B. Selection Tests
For evaluating performance, conducting aptitude test, personality test, and psychological test
Advantages of Selection Tests1. impartial Selection2. objective and reliable3. evaluating mental ability4. comparison of candidates5. knowing their attitude6. measures potential abilities7. determining suitability of candidates8. rejection of unsuitable candidates
Limitations of Selection Tests Not Providing Total Picture Not an Accurate Measure of Motivation Disliked by Executives Competent People are needed to conduct
the tests Purpose Defeated when Dishonest people
conduct Suitable only when large number of
Applicants are there
C. Interview Personal and Oral Examination
Opportunity to Study the Candidate
Testing of Communication Ability
Additional Information can be collected
Personality, Manners, Responsiveness etc., can be tested
D. Checking References
Testimonials from Academic Institutions
References from the Previous Employer
References from Distinguished Personalities
E.Physical Examination By Qualified Physicians
General Fitness
Fitness for the Job
Free from Chronic Diseases
F. Placement and Induction Placement is the process of assigning the
position and duties to the recruited personnel
Induction is the process of familiarising the newly recruited personnel with their immediate superiors, their team members and the organisation structure and the ethos of the organisation
Training & Development Training is, "a short-term process utilising a
systematic and organised procedure by which non-managerial personnel learn technical knowledge and skills for a definite purpose”-Lawrence L. Steinmetz
Development is," a long-term educational process utilising a systematic and organised procedure by which managerial personnel learn conceptual and theoretical knowledge for general purpose”-Lawrence L. Steinmetz
Advantages/Importance of Training & Development
Efficiency Untapped Potential Morale Knowledge Human Relation Supervision Cost Responsibility Human Assets Labour Turnover
Productivity Learning Time Standardisation Wastages Confidence Rewards Promotion Individual Growth
Limitations Many a Training Programme is a Waste
with Poor Trainers Bad Trainers create a Negative Impact Dislocation of Work Bad & Non-Participative Leadership can
defeat the Purpose of Training Organisations crippled by Favouritism and
Nepotism can not be Improved by Training Confusion in Recognising Skill Sets
Methods of TrainingOn the Job Training Apprenticeship
Job Rotation
Vestibule Training
Internship Training
Off the Job Training
Role Playing
Case Study
Sensitivity Training
V. Performance Appraisal Salary Hike
Promotion
Designing Training & Development
Making the Employees aware of their Potential
Extracting Better Performance
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