1. STAFFING

2. Outlines of the chapter  Strategic HRP  Job analyses  purpose of job analyses  Recruitment  factors effecting recruitment  Selection process

3. Strategic HRP Human resource planning is a process of determining an organization’s future human resource needs. It is a process by which an organization ensure that it has… 1:right number and kind of people 2:at the right place 3:at the right time 4:capable of effectively and efficiently completing the tasks.

4. Recruitment & Decruitment  If demand for workers exceeds supply is recruitment ….. D > S= recruitment it happens when organization expands its operations in future.  If supply for workers exceeds demand is decruitment…. S < D= decruitment it happens when organization is passing through difficult situations.

5. Employment planning process chart D exceeds S Recruitment compare D & S S exceeds D Decruitment

6. Job Analysis Job Analysis : Is a systematic exploration of activities within a job. This analyses “involves the identification and description of what is happening on the job… Accurately Identifying the required …..  responsibilities.  qualifications.  Skills necessary for performing them.

7. Purpose of Job Analyses Job analyses process generates three outcomes: A= Job Description. B= Job Specification. C= Job Evaluation.

8. A=Job Description It is a written statement of….. All those activities which the job holder does and how it is done…. A common format for a job description includes:  Job title  The responsibilities of the job  Name of the organization

9. B=Job Specification The job specification states the minimum acceptable academic and professional qualification that the job incumbent must possess to perform the job successfully. Based on job analyses the job specification identifies: The knowledge Skills Education Experience

10. C=Job Evaluation Job evaluation is determining the worth of a job. It specifies the relative value of each job in the organization. Job evaluation is an important part of compensation administration. Job evaluation is made possible by job analyses.

11. Recruiting & Selection

12. Recruiting Recruitment is the process of discovering potential job candidates or it is the process of advertizing vacancies and then receiving CV’s.  The first goal of recruiting is to communicate the position in such a way that job seekers respond.

13. Factors that can affect Recruiting Factor that can affect the recruiting efforts are 1=Image of the organization: If image of the organization is perceived to be low, then the likelihood of attracting a large number of applicants is reduced and vice versa. For example: many college graduates know that individuals who occupy top spot at Kabul Bank earn excellent salaries, are given excellent benefits and are greatly respected among communities. The image of Kabul Bank is positive.

14. 2=Attractiveness of the job: If the position to be filled is an unattractive job, like a job that is viewed as boring, hazardous, anxiety creating, low paying, lacking in promotion potential then the chances of attracting a large pool of candidates will not be possible.

15. Recruiting Sources 1= Internal Search: In many organizations, it is standard procedure to post any new job openings and to allow any current employee to apply for the position.

16. 2=External Search: External search is to open up recruiting efforts to the external community. Sources of external Search: 1=Advertisements: When organization wishes to communicate to the public that it has the vacancy, they announce these vacant positions in local, national or international publications according to the needs.

17. 2=Schools, Colleges and Universities: Educational institutions at all levels offer opportunities for recruiting recent graduates. Most educational institutions provide placement services where employers meet and interview graduates. Educational institutions are an excellent source of potentials employees.

18. 3= Unsolicited Applicants: These applicants, whether they reach the employer by letter, e-mail or telephone constitutes a source of job applicants. These are job seekers who drop their CV’s in different organizations even if there is no job opening.

19. 4=Cyber Space Recruiting: Many companies are currently using internet to recruit new employees. For this purpose organizations develop their web sites which contains important informations. The best design of these web sites include an online response form, so applicants is required to fill the resume form and hit the “submit”buttton.

20. Selection After successful recruiting process, the last step in staffing is selection. The selection process is composed of number of steps. Each of these steps provides important information that will help predicting whether an applicant will prove to be a successful job performer. In simple words this selection process is made of higher hurdles and applicant who clear all these steps wins the race(job offer)

21. Selection Process The selection process is made of several steps. 1=Initial Screening: 2=Completing the application form: 3=Employment Tests: 4=Comprehensive Interview: 5=Background Investigation: 6=Conditional Job Offer: 7=Medical or Physical Examination: 8=The permanent job offer:

22. 1=Initial Screening Interview Initial screening is usually done by; 1=screening out those CV’s that do not fulfill the minimum qualification criteria in terms of education, skills and experience. 2=Screening interviews is conducted to check the level of motivation and degree of seriousness of applicants. If the degree of seriousness is found to be low then those applicants are screened out.

23. 2=Completing Application Form Applicants need to fill a company’s specific employment form that generates important informations about the applicants like……….. Name, address, birthplace, photographs, Religion, marital status, prior experience, nationality, age, Experience, reference etc. The purpose of application form is to collect a complete bio-data of applicants. These information are then used for verification.

24. 3=Employment Tests Selection process is highly dependent upon intelligence, aptitude, ability and interest tests. The purpose of these tests is to measure the intellect, abilities, perception, math, reading and writing skills. These tests vary according to the requirements of the job.

25. 4=Comprehensive Interview A selection device in which in-depth informations about the applicant can be obtained. Comprehensive interview is designed to cover those areas that cannot be addressed easily by the employment test, such as assessing ones motivation and ability to work under pressure. In interview usually relevant questions are asked by the interviewer from the interviewee.

26. 5=Background Investigation The process of verifying informations provided by the applicant in the application form. These include…. 1=Contacting former employer to confirm the candidate’s work record. 2=Verification of educational documents. 3=Verifying individual legal status.

27. 6=Conditional Job Offer What the conditional offer implies is that if everything checks out okay except passing a certain medical and physical examination.

28. 7=Medical & Physical Examination An examination indicating an applicant is physically fit for essential job performance. Such as “Drug Test”. If any applicant is found to be drug addicted will result in immediate rejection.

29. 8=Permanent Job Offer After successfully completing all steps in selection process, the candidate is considered eligible to receive the employment offer. or All applicants are put through every step of the selection process, and final decision is based on comprehensive evaluation of the results from all stages.

30. Selection Process Chart initial interview application form employment test comprehensive interview background investigation conditional job offer Med & physical exam Permanent job offer