Staffing

Staffing: It is defined as the process of hiring and

developing the required personnel to fill in
various positions in the organization.
• It involves estimating the number and type of
personnel required, recruiting and developing
them, maintaining and improving their
competence and performance.
 Elements of Staffing
• Human resource planning
• Recruitment
• Selection
• Placement
• Orientation
• Training & Development
• Remuneration & compensation
• Perfoemance evaluation
• Promotion
• Transfer
 Importance of Staffing
• It helps in discovering and obtaining talented and competent
personnel for various jobs.

• It makes for higher productive performance by appointing right

man for right job.

• It provides the continuous survival and growth of the business

through the development of efficient and effective executives.

• It helps to ensure optimum utilization of the human resources .

• It improves job satisfaction and morale of employees through

objective assessment and fair rewarding of their contributions.
 Human Resource Planning/ Manpower
Planning
• Manpower refers to the quantity & quality of workforce.

• It is defined as forecasting the number and type of personnel

whom the organization will have to hire, train and promote in
a particular period in order to achieve its objectives.
 Objectives of Manpower Planning
• To ensure that the necessary personnel are available for
performing different tasks efficiently.
• To make sure that the optimum use of current human
resources.
• To forecast future manpower skill requirements.
• To establish control in the organization so that human
resources are available when required.
• To promote the development of existing personnel for the
growth and development of business.
 Manpower Planning Process
1. Forecasting Manpower Requirements
2. Manpower Inventory Preparation
3. Manpower Gap Identification
4. Formulating Manpower Plans
 Job Analysis
• It refers to a systematic and scientific study of
a job in order to determine the nature and
characteristics of the job and the knowledge,
skills and experience required for the
successful performance of the job.
• It provides information about job contents,
job duties and personal qualifications required
for the job.
 Job Specification
• It is a formal statement of the minimum
acceptable human qualities required for the
successful performance of a job.
• It specifies the knowledge, skills, background
aptitude and experience which an individual
should possess in order to perform the job
effectively.
 Job Description
• It is an organized, written and factual
statement of job contents in the form of
duties and responsibilities of a particular job.
• It describes the scope and functions of a job.
 Recruitment
• Recruitment is the process of searching for prospective
employees and stimulating them to apply for jobs in the
organization.

• The objective of recruitment is to attract potential employees

with the necessary characteristics and in the proper quantity
for the available vjobs.

• It is considered to be a positive function as its objective is to

increase the selection ratio.
 Sources of Recruitment
• Internal Sources
– Promotion
– Training & Development
– Transfer

• External Sources
– Personal contact
– Placement services
– Advertisement
– Employment exchange
– On Campus
– Factory gate
 Selection
• Selection means making a final choice out of
the available candidates.

• The whole process from the stage of receiving

applications up to the stage of actual
recruitment is called selection.
 Steps in Selection Procedure
• Receipt of applications
• Scrutiny of applications
• Preliminary review
• Test
• Cross verification references
• Physical or medical check up
• Interview
• Communication of selection
• Formal appointment
 Placement
• Selected candidates are put up or posted in
appropriate jobs. This is known as placement.
 Induction / Orientation
• A newly appointed employee reports for work,
he should be made familiar with the work
environment and the fellow employees. This is
known as induction or orientation.
 Objectives of Orientation
• To build up the new employees’ confidence.
• To develop the feeling of belongingness
• To foster a close and coordial relationship
• To ensure newcomers do not form false
impression and negative attitude towards the
organization.
• To give necessary information to the
newcomers.
 Training & Development
• Training is the process of increasing the
knowledge and skills of an employee foe doing
a particular job.

• Development is related to all well rounded

growth of employees. The purpose of
development is to impart competencies and
latest knowledge to the employers so as to
equip them for future challenges.
 Methods of Training
1. On the job training
i. Live Demonstration
ii. Performance under supervision
iii. Group Training method
iv. Job Rotation
2. Off the Job Training
i. Class room training
ii. Lecture
iii. Conferences
iv. Seminars
v. Case study
vi. Role Playing
vii. Sensitivity Training
 Performance Appraisal
• Performance appraisal implies systematic or
formal evaluation of the individual with
respect to his performance on the job and his
potential for development.
 Objectives
• To judge whether employees are performing at the acceptable
levels.
• To provide a record of each employees’ performance for the
purpose of incentive pay and rewards.
• To identify ‘misplaced employees so that suitable remedial
action may be taken.
• To let an employee know where he stands so that he is
motivated to develop himself.
• To find out the potential of employees for promotion and
development.
• To focus attention on the effectiveness of the organization and
to recognize individual achievements.