III- STAFFING what?

Staffing is the placement of the right

man on the right job at the right
time.

STAFFING -WHY?
(IMPROTANCE)
Maintenance of satisfied workforce
Preparation of human force in
advance
Better utilisation of human factor

STAFFING PROCESS

Primary function
Man power planning
Recruitment ( from internal and external sources)
Selection
Placement
Induction ( orientation )
Secondary function
Training and development
Compensation
Motivation
Promotion, demotion, transfer
Personal welfare
Human relation

Staffing

Selection and training

Placement
Performance appraisal
Carrier strategy
Organizational development

Recruitment, selection and training

Recruitment is the process of identifying that the
organisation needs to employ someone up to the
point at which application forms for the post
have arrived at the organisation.
Selection then consists of the processes
involved in choosing from applicants a suitable
candidate to fill a post.
Training consists of a range of processes
involved in making sure that job holders have
the right skills, knowledge and attitudes required
to help the organisation to achieve its objectives.

Difference between Recruitment and Selection

Attracting maximum number of applicants

so as to have more options is Recruitment
and where as Selection is picking the best
among them.
Recruitment is known as a positive process
as it contain only the process of creating
the application pool. Selection process
include rejection and fewer candidates are
selected or sometimes even not a single
candidate is selected.

Recruitment
Recruiting individuals to fill particular posts
within a business can be done either
internally by recruitment within the firm, or
externally by recruiting people from outside.

Advantages of internal recruitment

:
1. individual have inside knowledge of how a
business operates will need shorter periods of
training and time for 'fitting in'.
2. Internal promotion acts as an incentive to all
staff to work harder within the organisation.
3. From the firm's point of view, the strengths
and weaknesses of an insider will have been
assessed.

Disadvantages of internal
recruitment
The disadvantages of recruiting from
within are that:
1. You will have to replace the person
who has been promoted
2. Promotion of one person in a
company may upset someone else.

Internal recruitment
Transfers
Promotions (through Internal Job
Postings)and
Re-employment of ex-employees

External recruitment
External recruitment
External recruitment makes it
possible to draw upon a wider range
of talent, and provides the
opportunity to bring new experience
and ideas in to the business.
Disadvantages are that it is more
costly.

External recruitment

Advertisement
Employment Exchanges
Employment Agencies
Educational Institutions
Recommendations
Labour Contractors

Job description

The title of the job

To whom the employee is responsible
For whom the employee is responsible
A simple description of the role and
duties of the employee within the
organisation.

DESCRIPTIONS MAY BE
USED FOR:

Advertising a position
Hiring into a position
Allocating tasks in a strategic plan
Deciding about compensation
Making performance reviews

DESCRIPTIONS INCLUDE

Special job requirements

Possible salary and benefits
Submission information
Contact information

Job specification.
A job specification goes beyond a
mere description - in addition, it
highlights the mental and physical
attributes required of the job holder

Employee selection
Process
Selection involves choosing the best
candidate with best abilities, skills and
knowledge for the required job.
Preliminary Interviews
Application blanks
Written Tests
Employment Interviews
Medical examination
Appointment Letter

Orientation and Placement

Generally the information given during
the orientation programme includes Employees layout
Type of organizational structure
Departmental goals
Organizational layout
General rules and regulations
Standing Orders
Grievance system or procedure

PLACEMENT
Placement is a process of assigning a
specific job to each of the selected
candidates.
It involves assigning a specific rank
and responsibility to an individual.
It implies matching the requirements
of a job with the qualifications of the
candidate.

significance of
placement
It improves employee morale.
* It helps in reducing employee turnover.
* It helps in reducing absenteeism.
* It helps in reducing accident rates.
* It avoids misfit between the candidate and the job.
* It helps the candidate to work as per the
predetermined objectives of the organization

Training
Training takes place in the following
ways:

1. On the job - learning skills through

experience at work.

2. Off the job - learning through

attending courses.

On-the-job training
techniques
On-the-job training techniques
include
orientations,
job instruction training,
apprenticeships,
internships,
assistantships,
job rotation and coaching

Off-the-job techniques

Off-the-job techniques include

lectures,
special study,
audio visual conferences or discussions,
case studies,
role playing,
simulation,
programmed instructions, and
laboratory trainings.

PERFORMANCE APPRAISAL
Performance appraisal is a systematic way of
reviewing and assessing the performance of
an employee during a given period of time
and planning for his future
To judge the gap between the actual and the
desired performance.
To diagnose the strengths and weaknesses of
the individuals so as to identify the training
and development needs of the future.

Appraisal Data Is Needed

For...

Assessment of current employee performance

are performance standards being met?

Training needs

what does the employee need to learn in order to improve current

work performance?

Career planning and development

assessing an employees strengths and weaknesses to determine

advancement

Compensation programs

provides a basis for rational decisions regarding pay adjustments

(raises and bonuses)

Internal employee relations

used for decisions in several areas of internal employee relations,

including promotion, demotion, termination, layoff, and transfer
(transfers, layoffs, terminations)

Recruitment and selection

generates data to validate selection criteria

Human resource planning

assessment data is helpful in building replacement or succession

charts

WHO SHOULD CONDUCT THE

APPRAISAL?

IMMEDIATE SUPERVISOR
SUBORDINATES
COWORKERS (Peers)
OUTSIDERS
Customers
Constituents
Consultants

SELF-APPRAISAL
GROUPS or TEAMS

360 degree appraisal from above & below; insiders &

outsiders
720 degree appraisal a second layer above and below

CAREER STRATEGY
Career strategy is based on Higher
Wages
Better Title and More Power
A career strategy is a structured
approach to developing capabilities,
tools and resources in an
organisation, which will enable
people to navigate this career
journey successfully.

ORGANIZATIONAL
DEVELOPMENT
Organization development is an ongoing,
systematic process of implementing
effective organizational change
O D is the future readiness to meet change
Organizational Development is planned
change in the organizational context
O. D. is the act, process or result of
furthering,advancing, or promoting the
growth of an organization

The characteristics of O. D
The characteristics of O. D. are:
1. It is a system-wise process
2. It is value-based
3. It is collaborative
4. It is based on behavioural science knowledge
5. It is concerned with strategies, structures,
processes, people
.
and culture
. 6. It is about organizational effectiveness

OBJECTIVES OF ORGANIZATIONAL
DEVELOPMENT PROGRAMME

1.Individual and group development.

2.Development of organization culture and
processes by constant interaction between
members irrespective of levels of hierarchy.
3.Inculcating team spirit.
4.Empowerment of social side of employees.
5.Focus of value development.

6.Employee participation, problem-solving and decisionmaking at various levels.

7.Evaluate present systems and introduction of new
systems thereby achieving total system change if
required.
8.Transformation and achievement of competitive edge of
the organization.
9.Achieve organization growth by total human inputs by way
of research and development, innovations, creativity and
exploiting human talent.
10.
Behaviour modification and self managed team as the
basic unit of an organization.

ORGANIZATIONAL
DEVELOPMENT
Top values associated with O. D.
today:
1. Increasing effectiveness and
efficiency
2. Creating openness in communication
3. Empowering employees to act
4. Enhancing productivity
5. Promoting organizational
participation

 Values considered to be most

important:
1. Empowering employees to act
2. Creating openness in communication
3. Facilitating ownership of process and
outcome
4. Promoting a culture of collaboration
5. Promoting inquiry and continuous
learning