PRO CES S O F

STA F F IN G
 Introduction
Just like the other managerial functions, the function of staffing may be viewed
as a process consisting of certain well-recognised activities. These activities are
also called elements. The activities which make up the process of staffing are
given below:

Process of Staffing

Man Power Planning Job Analysis Recruitment Selection Placement & Orientation

Training Performance Appraisal promotion & career planning Compensation Separation

 Manpower Planning
Man power planning is the process by which an organization ensures
that it has the right number and the right quality of people at right
place and at right time.
Steps:
Assessing current manpower situation

Forecasting future manpower requirements

Projecting supply of future manpower

Comparing forecast needs with projected supply to determine-

-Net employee requirements

Planning policies and programmes to meet manpower requirements

Evaluating manpower planning effectiveness

Man power planning flows in and out of an organization due to a variety of
reasons as shown below:

Promotions out

Transfer out
Transfer in

o n Retirement

s ati Voluntary Retirement

n i
rga Discharge/Termination

Recruits in O Resignations

Retrenchment

Promotions In
 Job Analysis
Job analysis is the process of gathering, analyzing, and synthesizing
information regarding the operations, duties and responsibilities of a specific
job. There are two major aspects of job analysis:
• Job description ,and,
• Job specification

Job analysis refers to the careful study of each job to determine the following:
• Tasks and responsibilities involved in a specific job.
• Relation of one job to other jobs.
• Conditions under which job performance is carried on, and,
• Personal capabilities which a job holder must possess to perform
the job efficiently such as:
•Personality
•Experience
•Education qualification etc.
•Aptitude and abilities.
 Recruitment
Recruitment function is concerned with discovering the sources of
manpower required and tapping these sources, i.e. attracting the
potential employees to offer their services to the working
organization.

Purpose:
Its purpose is to provide a sufficiently large group of eligible
candidates in order to have wide choice for the organization in
the selection of most suitable candidate.

Nature:
It is a positive activity because it encourages people to apply. For
this purpose organization is to locate the source and publicise the
specific personnel needs so as to inform and induce the people to
apply for the job in the organisation
There are basically two sources of recruitment – internal and external. The
various sources of recruitment have been shown below:

Sources of Recruitment

Internal Source External Source

1) Transfer 1)Waiting list

2) Promotions 2) Recommendations of
3) Lay-off present employee
3) Notices exhibited
4) Factory gate
5) Jobbers and contractors
6) Personnel consultants
7) Colleges, university etc.
8) Employment exchanges
9) Media advertising
 Selection
Selection is the process of discovering the most suitable and promising
candidates to fill up the positions vacant. Selection process differs from one
organisation to other. Usually “Selective hurdle technique” is adopted in
selection process. The steps or hurdles involves in the selection process
are:
Scrutiny of application received

Preliminary interview

Specialised application form

Testing

Interview

Checking References

Medical examination

Final selection
 Placement & Orientation
Meaning:

Placement is a process of placing the right person into right job.

Orientation is the process of introducing the new employee to the
job and the organization.

Benefits:

Proper placement reduces employee turnover, absenteeism and

accident rates and improves morale.
Whereas on the other hand orientation reduces
employees anxieties on how to cope with the job requirements,
how to become acceptable to the work group, how to adjust with
the work and environment etc.
 Training
Training is a learning experience. It seeks to bring relatively permanent
change in an individual that will improve his ability to perform on the
job. Training involves the changing of:
1) Knowledge and skills i.e. what employees know etc.
2) Attitude and behaviour towards work, employee etc.

Period of training:
The period of training depends upon the nature of the job, size of the
enterprise etc. this jobs varies from six months to one year.

Need for training:

1) Improved Performances,
2) Attitude Formation,
3) Aid in solving operational problems,
4) Managing manpower needs. And ,
5) Reduced learning time.
There are several methods of imparting training suitable to different
categories of employees and to different training needs. Training can
be imparted through:

Methods of training

On the job training Off the job training

1) Apprenticeship
training
2) Vestibule Training
3) Job rotation
4) Internship
 Compensation
Compensation is what employee receive in exchange for their contribution
to the organization. Generally employees offer their services for 3 types of
rewards:
1) pay,
2) Benefits , and,
3) Rewards

Pay refers to the base wages and salary

Incentives refers to bonuses, commissions and profit sharing plans design

to encourage employees to produce better results.

Benefits such as insurance, medical, recreational, retirement, etc. represent

a more indirect type of compensation
 Incentives

Monetary Non - Monetary

Profit Sharing
Co-partnership Supervisory Relationship
Bonus Assignment of challenging jobs
Suggestion Systems Recognition
Experience of achievement
commission
Knowledge of result
 Credits
Jaynika Patel 33
Bhakti Shah 41
Karan Dave 11
Neeraj Jagade 20
Ritesh Goyal 18
Jinay Shah 42
Harsh Jariwala 24
Amit Jain 21