Staffing

By Kaushambi Kaushal
Introduction of • According to McFarland, “Staffing is the
Staffing function by which managers build an
organization through the recruitment,
selection, and development of individuals as
capable employees.”
• According to Koontz, O’Donnell and Heinz
Weihrich, “The management function of
staffing is defined as filling position in the
organization structure through identifying
workforce requirements, inventorying the
people available, recruitment, selection,
placement, promotion, appraisal,
compensation, and training of needed
people.”
Staffing Is…
• It is a process through which
capable employees are selected,
recruited, properly trained,
effectively developed, rightfully
rewarded and their joint efforts are
harmonious.
• It is a managerial function that
takes people with necessary into
the organization and develops them
into precious organizational
resource.
Nature of Staffing
1. It is a significant function of
management
2. It is important part of
management process
3. It is a continuous activity function
of management
4. It is a concerned with human
resource of organization
5. it deals with the ,maximum
utilization of human resource like
direction , co-ordination and
control.
Functions of Staffing
1. The first and foremost function of staffing is to
obtain qualified personnel for different jobs position
in the organization.

2. In staffing, the right person is recruited for the right

jobs, therefore it leads to maximum productivity
and higher performance.

3. It helps in promoting the optimum utilization of

human resource through various aspects.

4. Job satisfaction and morale of the workers increases

through the recruitment of the right person.

5. Staffing helps to ensure better utilization of human

resources.

6. It ensures the continuity and growth of the

organization, through development managers.
 Objective of Staffing

To understand
To understand
manpower planning
To understand all issues related to job
so that people are
function of in an analysis and to
available at right
organization. overcome the
time and at a right
problem
place.
 Effective
Importance of Recruitment &
Placement.
Staffing Building
Training and
Development.
effective
human
resource

Effective Co-
ordination.
Importance of
Staffing Optimum Use of Resource.
Function

Enhances Corporate Image.

Job Satisfaction
Scope of Staffing

• Hiring
• Motivation
• Employee maintenance
• Human relations
Elements of Staffing Manpower planning

Job analysis

Recruitment and
selection

Training and
Development
Performance appraisal
 Kinds of Staffing

Succession Planning:- It
Long –Term staffing : It allows to completely
engages taking a practical understand the duties and Strategic-staffing:- It
Short term staffing: It
approach to company’s responsibilities of staff so involves a combination of
centers on the urgent
staffing approach to you can train them to be short-term, long term and
needs of the company
company’s staffing needs- ready for promotion if succession.
covers at least one year. management change takes
place.
Staffing Process:- 1. Manpower

• Manpower Planning:- Manpower

Planning which is also called as Human
Resource Planning consists of putting
right number of people, right kind of
people at the right place, right time,
doing the right things for which they are
suited for the achievement of goals of
the organization.

• Human Resource Planning has got an

important place in the arena of
industrialization. Human Resource
Planning has to be a systems approach
and is carried out in a set procedure.
Recruitment

• Recruitment in Human Resources

Management (HRM) is the process
of finding and hiring new employees
for an organization. It involves a
number of steps, including job
analysis, screening, and
onboarding.
Process of Recruitment

• Step 1: Preparing
Once the job opening is approved internally, the recruiter contacts the hiring manager. This step is about gathering details about
the open position. During the discussion, the recruiter has to gather information, like the required skills, roles, responsibilities, etc., and
use this information to write a clear and inclusive Job description. Based on the Job Description, they can write the job posting.
• Step 2: Sourcing
Once the job description is ready, the next step is to start the sourcing. It refers to identifying and contacting qualified
candidates rather than waiting for the candidate to apply for the position. The primary goal is to pull qualified candidates. A
recruiter uses a variety of job portals to pull the resumes, but it is not essential that for every position, sourcing is
required. In some cases, if there are a large number of applications, there may not be any need to source more candidates.
• Step 3: Screening
The Screening of a candidate can take place in many ways. Generally, the first step is Resume screening. If the resume
meets the criteria required for the job opening, then the next step is the phone screening, in which, the recruiter can cover
topics, like the candidate’s availability, current role, and responsibilities, current salary, salary expectations, Notice Board,
etc., and if he seems to be the right candidate, an organization can process further with his profile.
• Step 4: Selecting
This process is about sending the assignments, psychometric tests and scheduling interviews, participating in the
interview process, and also keeping the hiring manager in the loop for the whole process. It is about maintaining a good
relationship with the candidate and keeping the candidate updated about the interview feedback.
Contd..
• Step 5: Hiring

This step includes the final discussion with the candidate about
salary, joining date, etc. Once the joining date is confirmed, the offer
letter is released. In some cases, this step also includes background
checks.

• Step 6: Onboarding

Once the candidate has accepted the offer letter, the process is not
over yet. This is where the pre-boarding period starts. This is the time between
the joining date and when the offer letter was accepted. And it’s very
important to be in touch with your candidate during this period to
keep them engaged. If not done so, it can result in them joining another
company. It also includes sharing the new hire’s email and other details
with the team. Once the candidate starts the first day, it’s time
to begin the onboarding process.
Types or Recruitments

• Internal Recruitments:-
 It is a recruitments which takes place with concern or
organization.
 Internal sources of recruitment are readily available to an
organization through- transfers, promotions , re-
employment of ex-employees.
• External Recruitments:-
 External Sources of recruitments must be solicited from
outside the organization.
 But it involves lot of time and money.
 It is done through employment at factory level,
advertisement, employment exchange, employment
agencies, educational Institution , recommendations ,
Job Description and Specification

Job Description :- A written statement of the content and location on

the organizational chart of each Job.

Job Specification:- Defines the background experience and personal

characteristics and individual must have in order to perform effectively
in position.
Selection

• It Refers to the process of choosing from

candidates those who will become
employees of the organization.

• Selection Process: It includes activities such

as:-
1. Development of selection criteria
2. Advertising
3. Short –Listing Application form
4. Submission
5. Testing
6. Interviewing
7. Reference Check
8. Making the final selection
9. Decision
Contd..
1. Development of selection criteria:- It’s planning
process where organization develop the Job
Description and Job Specification.
2. Advertising:- Posting of the job profile /description
in the medium.
3. Short –Listing Application form:- Formally Indicates
applicant’s desire. Provides the interviewer with
the basic information needed for the interview and
becomes part of the organization personnel
information.
4. Submission:- Initial screening means quick
evolution of applicant’s sustainability for the Job.
 Contd..
• Testing:- An organization attempts to measure a
candidate’s relevant job skills and ability to learn on
the job
• Interview:- Designed to fill in the gaps on the
candidate’s application.
• Reference Check:- It is a background check; the truth
features in a candidate’s resume or application for will
be sought from one or more of the candidate ‘s
references or previous.
• Final Selection:- In this phase candidate get finally
selected based on qualification, capabilities and
understanding.
• Job offer:- Finally after selection job was offered
through job offer letter
Induction / Orientation /
Placement

• Refers to the process of receiving and

welcoming an employees when he first
joins the company.
• It is designed to help the selected
individuals fit smoothly into the
organization.
• Newcomers are introducing to their
responsibilities , and informed about the
organizational policies and goals
Information given during an orientation

Brief History Location of

Policies and
and orientation Organizational departments Safety
procedures of
of the Structure and employes measures
the company
company. facilities.

Standing opportunities
Benefits and
Grievances orders and for training Suggestion
services of
Procedures disciplinary promotions , schemes
employes.
procedures transfers etc.

Rules &
Regulation
Training & Development

Aims at increasing the ability of

individuals and groups to
contribute to organizational
effectives.
 Designed to improve skills in the
present Job
 Designed to educate employees
beyond the requirements of their
present position so that they will
be prepared for promotion and
able to take a broader view of
their role in the organization.
 To determine the
training needs of
individuals
a. Performance appraisal: Employees work is
measured against the performance
standards or objectives established for his
job.
b. Analysis of Job requirements:- Skills or
Knowledge specified in the job description
are examined.
c. Organizational Analysis:- The effectiveness
of the organization and its success in
meeting its goals and analyzed to
determine where difference exist.
d. Survey of Human resources:- human
resources are asked to describe what
problems they are experiencing in their
work and what actions they believe need to
 On the job training & lectures

Programmed Instruction (PI):- Is a self-teaching

Different Types method that helps students learn new subject
matter at their own pace.
of training & Computer Assisted instruction (CAI):- Is a teaching
Development method that uses computers to present information,
activities, and feedback.
Techniques Audio – Visual Techniques

Simulation:- A model that imitates a real-world

process or system

Business Games
Performance Appraisal

Compares an individual’s Job performance against

standards or objectives developed for the individual’s
position
it is a review and discussion of an employee’s
performance of assigned duties and
responsibilities.
The supervision measure the pay of employees
and compare it with targets and plan.

Ways in
performance The Supervision analysis the factors behind work performance of employees .
Appraisal:-

The employees are in position to guide the employees for

a better performance
 Types of Performance Appraisal

Informal Appraisal Formal Appraisal

(Conducted on a day (occurs half yearly/ yearly
basis) on a formalized basis)
Objectives of
Performance

1. To Assess the potentials, present in a

person for further growth and
developments.
2. To identify the strengths and weakness of
employees to place right men on right job.
3. To keep records to decide on
compensation packages wage's structure,
salaries raises etc.
4. To appraisal and preserve the promotional
and other training programs.
5. To serve as a basis for persuading
working habits of the employees.
6. To offer a feedback to employees about
their performance
Remuneration
•It refers to the overall
compensation that are
employee receives in
exchange for the services
he performed for the
employees.
Types of Employees 1. Time Rate method:- The time rate
Remuneration method is a wage payment system
where employees are paid based on
the amount of time they work. It's
also known as time-based pay.

2. Piece Rate Method:- Piece rate pay,

also known as piece work, is a
compensation method where
employees are paid per unit of work
they complete. It's often used for
repetitive tasks where employees
have a lot of control over the
results.
 Remuneration packages
• Employees Benefits or fringe
Benefits
• Deferred Payments (For Example
Pension system)
• Relate to time (pad holidays sick
Pay)
• Relate to payment in kind or
items such as company can which
may be provided as a reward and
sign of the status in the
organizational hierarchy rather
than as tools for the performance
of the job.
 Promotion

• Promotion :- It is the appointment of

a member to another position within
the same department or elsewhere
in the organization involving duties
and responsibilities of a more
demanding and is recognized by
higher pay grade and salary.
Promotion Done By

1. Seniority:- It is based on
employee’s length of
service to the
organization or position.
2. Merit :- It Refers to worth
or excellence.
Transfer
•It is the appointment of
member to another position
within the same department or
elsewhere in the organisation.
Involving duties and
responsibilities of a more
demanding and is recognized by
a higher pay grade and sales