STAFFING

"Staffing means filling

and keeping filled,
positions in the
organisation
structure."

Harold
Koontz

Importance Of
Staffing Function

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.

Staffing ELEMENTS

ELEMENTS OF STAFFING
Manpower planning
Job analysis
Recruitment and selection
Training and Development
Performance appraisal

SCOPE OF STAFFING
Hiring
Remuneration
Motivation
Employee maintenance
Human relations

Overall framework of HRM

Background
diversity
Age distribution
Gender issues
Education levels
Employee Rights
Privacy issues
Work attitude

Employee concerns

Planning
Recruitment
Staffing
Job Design
T&D
Appraisal
Compensation
Benefits
Labour Relation

HR

Competitive
Challenges

Globalisation
Technology
Managing
change
Human capital
Responsiveness
Cost
containment

MANPOWER PLANNING
Manpower planning is the process by which an
organization ensures that 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.

Features of manpower
planning

To ensure right people at right place at

right time.
To ensure future needs of manpower in
the light of organizational planning and
structure.
Making the current manpower
inventory
suitable for future managerial positions.

Importance of manpower planning

DEFINING FUTURE PERSONNEL NEED.

(Basis of recruiting and developing personnel)
COPING WITH CHANGES.
(Future changes can be cope up with
effective planning)

PROVIDING BASE FOR DEVELOPING TALENTS.

(Setting up the priorities before recruiting)
INCREASING INVESTMENT IN HUMAN RESOURCES.
(Provides the way for effective utilization of
talents)

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.

Job Analysis
Tasks

Responsibilitie
s

Duties

Human Resource
Planning
Recruitment
Selection
Training and
Development

Job
Descriptions
Job
Analysi
s

Performance
Appraisal
Compensation and
Benefits

Job
Specifications

Safety and Health

Employee and Labor
Relations

Knowledg
e

Skills

Abilities
14

Legal
Considerations

Job Analysis
A formal and detailed examination of
job.
Systematic investigation of the task,
duties and responsibilities necessary
to do the job.
A task is an identifiable work activity
carried out for a specific purpose.
(typing a letter)
A duty is a larger work segment
consisting of several tasks that are
performed by an individual.(picking,

Job Description
Job description is a :Written statement of
what the job holders does, how it is
done, under what conditions it is
done .
Description of what
the job is all about , throwing light on
the job content, environment and
conditions of employment.
It defines the purpose

Contents Of Job
Description
Job title :- Tells about the job
title, code number and the
department where it is done.
Job summary :- A brief write-up
about what the job is all about.
Job activities :- A description of
the tasks done, facilities used,
extent of supervisory help, etc.

 Working conditions: Physical

environment
Social environment: Size of work
group and interpersonal inetractions
required to do the job.
Reporting authority:

Job Specification
It
summaries
the
human
characteristics
needed
for
satisfactory job completion.
It describes the key qualification
someone needs to perform the
job successfully.
It spells out the important
attributes of a person in terms of
education, experience, skills,
knowledge and abilities(SKAs)to

Categories of Personal
Attributes
Essential attributes :- Skills,
knowledge and abilities a person
must possess.
Desirable attributes :Qualification a person ought to
possess.
Contra-indicators :- Attributes that
will become a handicap to successful
job performance.

Difference between job

description and job specification
Job description
It is a written
statement of what the
jobholder does, how it
is done, under what
condition it is done
and why it is done.

Job specification
It states the minimum
acceptable
qualification that the
employee must
posses to perform the
job successfully.

It includes the job title,

locations, job summary,
duties, machines, tools
and equipments used
and working conditions.

It includes educational
qualification, experience
training, judgement,
initiative, communication
skills and emotional

Job description

Job
specifications
It is an important
It is an important
tool in the
tool in the selection
recruitment process, process for it helps
for it helps in
in ascertaining the
advertising the
applicants
vacancy effectively. qualification related
to job performance.

Recruitment
Process of locating,
identifying, and attracting
capable candidates
Can be for current or
future needs
Critical activity for some
corporations.
What sources do we use
for recruitment

selection
Selection is the process of
differentiating between applicants
in order to identify and hire those with
a greater likelihood
of success in a job.

Sources of Recruitment
School
Placement

Internal
Searches

Employee
Referrals

Recruitment
Sources

Employment
Agencies

Voluntary
Applicants

Advertisements

Difference : Recruitment & selection

RECRUITMENT

SELECTION

To attract maximum number

of candidates.

To choose best out of the

available candidates.

It creates application pool

as large as possible.

It is a rejection process
where few are selected.

Techniques are not very

intensive.

Highly specialized techniques

are required.

Outcome is application
pool.

Outcome is the candidate who

is offered job.

Recruitment & selection process

RECRUITMENT
Advertisement
applications
Employment agencies
On campus recruitment
Deputation
references
Employee recommendations
Labor unions
authority
Gate hiring

SELECTION
Screening of
Selection tests
Interview
Checking of
Physical examination
Approval by
Placement

Training & development

TRAINING :
Training is a short term process utilizing a systematic
and organized procedure by which non managerial
personnel learn technical knowledge and skills for a
definite purpose.
DEVELOPMENT:
Development is a long term educational process utilizing a
systematic and organized procedure by which managerial
personnel learn conceptual and theoretical knowledge for
general purpose.

Role of training & development

INCREASE IN EFFICIENCY
INCREASE IN MORALE OF EMPLOYEES
BETTER HUMAN RELATIONS
REDUCED SUPERVISION
INCREASED ORGANIZATIONAL VIABILITY &
FLEXIBILITY

Performance appraisal
Major key to managing itself
Basis of determining who is promotable to higher
position
Determines strengths and weaknesses of a
manager
Measures performance in accomplishing goals and
plans
Integral part of organization
Recognize legitimate desire of employees for
progress
Essential for effective management

Appraisal Methods
Graphic Rating Scale
Critical Incidence method
BARS
Self Appraisal
180 Degree Appraisal
360 Degree Appraisal
Management by Objective
Balance Score Card