Staffing

Human Resource Management

Staffing: Definition Staffing is," filling positions in the

organisation structure through identifying workforce requirements, inventorying the people available, recruitment, selection, placement, promotion, appraisal, compensation and training of needed people”

- Harold Koontz and Cyril O’ Donnel

Importance of Staffing Key Factor Complexities of Administration Scarcity of Personnel Cost of Developing for Conformity Training & Development Reduction of Employee Turnover Vital Assets Competitive Advantage

Staff Selection Process/Sub-Functions of Staffing

I Manpower Planning

II Recruitment

III Staff Selection Process

IV Training & Development

V Performance Appraisal

I Manpower Planning Forecasting the requirement for personnel

or employees in order to fulfill the objectives of the organisation like capacity expansion, entry into new markets and product extension including Mergers & Acquisitions programme

Planning is needed as a lot of time is needed in identifying and recruiting people with the required competence

II Recruitment

The process of identifying sources from where the personnel can be employed and inducing them to offer themselves as candidates

Sources of Recruitment

A. Internal Sources

B. External Sources

A. Internal Sources

Recruiting people -by way of transferring them from the other

departments or -by way of promoting them from lower jobs

or -by way of reemploying former employees

who took retirement, voluntary or by superannuation

Advantages of Internal Sources

1.Job Satisfaction2.High Morale3.Sense of Security4.Preparation for

promotion5.Building Loyalty6.Incentive for Hard

Work7.Improving Efficiency8.Improving Co-

ordination

9.Less labour Turnover10.Attracting Efficient

Personnel11.Simple Selection &

Placement12.Employee

Knowledge13.Lesser Training

Expenses

Limitations of Internal Sources Limited Applicability

Less Choice

Favouritism

Stopping New Ideas

B. External Sources Advertisement Employment/Placement Agencies Campus Recruitment Deputation Employee Referral Trade Unions Trade Associations/Chamber of Commerce

Self-Offer

III Staff Selection Process

A. Screening the Applications

B. Conduct of Selection Tests

C. Conduct of Interviews

D. Checking References

E. Physical Examination

F. Placement & Induction

A. Screening the Applications

Selecting the best

Rejection of Incomplete Applications

Fixing the criterion for acceptance or rejection of applications

B. Selection Tests

For evaluating performance, conducting aptitude test, personality test, and psychological test

Advantages of Selection Tests1. impartial Selection2. objective and reliable3. evaluating mental ability4. comparison of candidates5. knowing their attitude6. measures potential abilities7. determining suitability of candidates8. rejection of unsuitable candidates

Limitations of Selection Tests Not Providing Total Picture Not an Accurate Measure of Motivation Disliked by Executives Competent People are needed to conduct

the tests Purpose Defeated when Dishonest people

conduct Suitable only when large number of

Applicants are there

C. Interview Personal and Oral Examination

Opportunity to Study the Candidate

Testing of Communication Ability

Additional Information can be collected

Personality, Manners, Responsiveness etc., can be tested

D. Checking References

Testimonials from Academic Institutions

References from the Previous Employer

References from Distinguished Personalities

E.Physical Examination By Qualified Physicians

General Fitness

Fitness for the Job

Free from Chronic Diseases

F. Placement and Induction Placement is the process of assigning the

position and duties to the recruited personnel

Induction is the process of familiarising the newly recruited personnel with their immediate superiors, their team members and the organisation structure and the ethos of the organisation

Training & Development Training is, "a short-term process utilising a

systematic and organised procedure by which non-managerial personnel learn technical knowledge and skills for a definite purpose”-Lawrence L. Steinmetz

Development is," a long-term educational process utilising a systematic and organised procedure by which managerial personnel learn conceptual and theoretical knowledge for general purpose”-Lawrence L. Steinmetz

Advantages/Importance of Training & Development

Efficiency Untapped Potential Morale Knowledge Human Relation Supervision Cost Responsibility Human Assets Labour Turnover

Productivity Learning Time Standardisation Wastages Confidence Rewards Promotion Individual Growth

Limitations Many a Training Programme is a Waste

with Poor Trainers Bad Trainers create a Negative Impact Dislocation of Work Bad & Non-Participative Leadership can

defeat the Purpose of Training Organisations crippled by Favouritism and

Nepotism can not be Improved by Training Confusion in Recognising Skill Sets

Methods of TrainingOn the Job Training Apprenticeship

Job Rotation

Vestibule Training

Internship Training

Off the Job Training

Role Playing

Case Study

Sensitivity Training

V. Performance Appraisal Salary Hike

Promotion

Designing Training & Development

Making the Employees aware of their Potential

Extracting Better Performance

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