2 DEFINITIONSStaffing is the process by which an organization creates a pool of applicants and makes a choice from that pool to provide the right person at the right place at the right time to increase the organizational effectiveness.Staffing is the process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the organization's effectiveness
3 Main objective of staffing TO UNDERST AND THE NATURE OF STAFFING AND HOW IT IS A FUNCTION OF ALL MANAGERS IN AN ORGANISATION.TO UNDERSTAND MAINPOWER PLANNING SO THAT PEOPLE ARE AVAILABLE AT RIGHT TIME AND AT RIGHT PLACETO UNDERSTAND THE ISSUES RELATED TO JOB ANALYSIS AND THE USES FOR WHICH IT IS UNDERTAKEN
4 IMPORTANCE OF STAFFING FILLING ORGANISATIONAL POSITIONS: Concerned with filling of good systematic staffing.DEVELOPING COMPETENCIES:Right job according to right person.RETAINING PERSONNEL:Continuing them in the organization.
5 ELEMENTS OF STAFFING Manpower planning Job analysis Recruitment and selectionTraining and DevelopmentPerformance appraisal
6 Scope of Staffing Hiring Remuneration Motivation Employee maintenance Human relations
7 MANPOWER PLANNING“ Manpower planning is the process by which an organization ensuresthat it has the right number and the kind of people, at the right place, at the right time, capable of effectively and efficiently completing those tasks that will help the organization achieve its overall objectives”.
8 Features of manpower planning : To ensure right people at right place atright time.To ensure future needs of manpower inthe light of organizational planning andstructure.Making the current manpower inventorysuitable for future managerial positions.
9 Importance of manpower planning DEFINING FUTURE PERSONNEL NEED.(Basis of recruiting and developing personnel)COPING WITH CHANGES.(Future changes can be cope up witheffective planning)PROVIDING BASE FOR DEVELOPING TALENTS.(Setting up the priorities before recruiting)INCREASING INVESTMENT IN HUMAN RESOURCES.(Provides the way for effective utilization oftalents)
10 Job analysis“Job analysis is the process of studying and collecting information relating to the operations and responsibilities of a specific job. The immediate products of this analysis are job descriptions and job specifications”.
11 Uses of job analysisORGANIZATIONAL DESIGN (building internal relationships)ACQUISITION OF PERSONNEL (planning, recruitment, orientation)HUMAN RESOURCE DEVELOPMENT (career planning & training & development)JOB EVALUATION & COMPENSATION (determining relative worth of job)PERFORMANCE APPRAISAL (promotion, pay increase, training needs)SAFETY & HEALTH (environmental & operational conditions)EMPLOYEE COUNSELLING (choice of careers and rehabilitation)
12 Recruitment & selection Recruitment is the process of finding and attracting capableapplicants for employment. The process begins when newrecruits are sought and ends when their applications aresubmitted. The result is a pool of applicants from which newemployees are selected.SELECTION :Selection is the process of differentiating between applicantsin order to identify and hire those with a greater likelihoodof success in a job.
13 Difference : Recruitment & selection To attract maximum number To choose best out of theof candidates available candidates.It creates application pool It is a rejection processas large as possible where few are selected.Techniques are not very Highly specialized techniquesintensive are required.Outcome is application Outcome is the candidate whopool is offered job.
14 Recruitment & selection process Advertisement Screening of applicationsEmployment agencies Selection testsOn campus recruitment InterviewDeputation Checking of referencesEmployee recommendations Physical examinationLabor unions Approval by authorityGate hiring Placement
15 Training & development “Training is a short term process utilizing a systematic andorganized procedure by which non managerial personnel learntechnical knowledge and skills for a definite purpose.DEVELOPMENT:“Development is a long term educational process utilizing asystematic and organized procedure by which managerialpersonnel learn conceptual and theoretical knowledge forgeneral purpose”.
16 Role of training & development INCREASE IN EFFICIENCYINCREASE IN MORALE OF EMPLOYEESBETTER HUMAN RELATIONSREDUCED SUPERVISIONINCREASED ORGANIZATIONAL VIABILITY & FLEXIBILITY
17 Performance appraisal Major key to managing itselfBasis of determining who is promotable to higher positionDetermines strengths and weaknesses of a managerMeasures performance in accomplishing goals and plansIntegral part of organizationRecognize legitimate desire of employees for progressEssential for effective managment
19 ConclusionStaffing is the most vital asset with an organization, without which it cannot move ahead in the competitive world. It can be equated with HR management as both have same sort of objectives. Staffing is an open system approach. It is carried out within the enterprise but is also linked to external environment.