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1 Staffing

Staffing involves recruiting, selecting, developing, and compensating employees to fill positions within an organization. It is a critical management function that ensures the efficient use of human resources. The key steps in staffing are manpower planning, recruitment, selection, placement, induction, training, compensation, and performance appraisal. Recruitment focuses on attracting job applicants while selection evaluates candidates to choose the best person for each role. Together, recruitment and selection are essential for building a productive workforce.

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Rishab Jain 2027203
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92 views14 pages

1 Staffing

Staffing involves recruiting, selecting, developing, and compensating employees to fill positions within an organization. It is a critical management function that ensures the efficient use of human resources. The key steps in staffing are manpower planning, recruitment, selection, placement, induction, training, compensation, and performance appraisal. Recruitment focuses on attracting job applicants while selection evaluates candidates to choose the best person for each role. Together, recruitment and selection are essential for building a productive workforce.

Uploaded by

Rishab Jain 2027203
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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STAFFING

MEANING

• "Staffing is the function by which managers build an


organization through the recruitment, selection, and
development of individuals as capable employees"
McFarland

• Theo Haimann,
“Staffing pertains to recruitment, selection, development and
compensation of subordinates.”

In short it is the process of putting the right person at right job.


Example!
NATURE

• Inherent part of Management


• Continuous function
• People centered
• Personnel activities or functions: manpower
planning, placement, training, compensation etc.
IMPORTANCE

• Efficient performance of other functions


• Optimum utilization of human resources
• Development of human capital
• Motivation of human resources
• Building high morale
• Competitive Edge
STEPS

Manpower planning

Employment

Placement

Induction
Training

Compensation

Performance Appraisal
MANPOWER PLANNING / HRP

Analysis of work load

Analysis of manpower

Determining Gaps

Planning employment / deployment of


people

Monitor and Control


RECRUITMENT

• Process of identifying the sources for prospective


candidates and stimulate them to apply for jobs in
the organisation
• It is done before selection or employment of
workers
SOURCES

Internal Sources External Sources


Transfer Direct Recruitment
Promotion Casual callers
Re -employment Advertising
Management
consultants
Campus recruitments
Recommendation by
existing employees
Telecasting
Labour Contractors
SELECTION

• Selection is the process of choosing the best person


for a particular job.
• It is a negative process
• It involves rejection of unsuitable candidates
• Criteria are laid down at each stage. Those who do
not fulfill the criteria are rejected.
STEPS

Preliminary Interview/
Reference Check Final Approval
Screening

Application Blank Medical Examination Employment(Offer Letter)

Selection Test Selection Interview


SELECTION TESTS

• Intelligence tests: Individual’s learning ability i.e.


ability to catch or understand instructions, ability to
make decisions
• Aptitude tests: potential to learn skills required to
perform the job
• Trade tests: designed to measure the skills already
acquired by the individuals.
• Personality tests: discover clues about individual’s
value system, emotions, reactions, maturity etc.
• Interest tests: identify individual’s special concern,
fascination and involvement.
RECRUITMENT VS SELECTION

Basis Recruitment Selection


Objective Attract maximum number of Choose/Select out of
applicants available candidates.
Priority Initial Process Final Process
Time Begins when a requirement is Begins when the
identified and Ends when the applications are received
applications are received. and ends when a final hiring
decision are made.

Level Lower Level Middle and Top level


Technique Not very intensive Highly Specialized
Approach Positive Negative

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