Human Resource

Management & Selection

Staffing

 Staffing is defined as filling, and keeping filled,

positions in the organization structure.

 It involves identifying workforce requirement,

inventorying the people available, and recruitment,
selection, placing , promoting, appraising, planning the
careers of, compensating, and training or otherwise
developing both candidates and current jobholders so
that they can accomplish their tasks effectively and
efficiently.
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The Systems Approach to HRM

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Factors Affecting the Number & Kinds of Managers
Required

 Factors affecting number of mangers

 Size
 Complexity of structure
 Expansion plan
 Rate of turnover

 Qualification of the employees should be considered to

place appropriate personnel to fit the job requirement.

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The Management Inventory Chart
 Management inventory chart is simply an
organization chart of a unit with managerial
positions indicated and keyed as to the
promotability of each incumbent

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Management Inventory Chart

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Advantages of Inventory Chart
 Gives an overview of staffing situation
 Reducing turnover of mangers ready for promotion
 Sheds light on future internal supply of mangers
 Helps to identify managers not performing satisfactorily
 Helps to take initiative for replacing retiring managers
 Useful to recognize the depth of inventory
 Facilitates transfer of managers
 Helps managers to avoid hoarding of immediate superiors
 Help managers counsel subordinates about their career

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Limitations of Inventory Chart
 It does not show to which position the manager is
promotable
 It is insufficient for making a fair assessment of individuals
 It is often not practical to disclose to all employees.
 It takes time and effort to keep the chart up to date
 Reluctance of uppur-level managers to charts.

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Analysis of the Need for Managers
 Source of information Selection, Internal:
regarding need for manager Placement train. & dev.
 Internal Promotion External:
 External recruitment
Change co. Train & dev.
plans If change in
 Four demand supply situations:
Outplacement demand is
 High demand – High supply expected in
Layoffs
 High demand – Low supply future.
Demotion
 Low Demand – High supply
Early retirement
 Low demand – Low supply

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Recruitment, Selection, Placement,
Promotion and Separation
 Recruitment: Involves attracting candidates to
fill the positions in the organization structure.
 Selection: Is the process of choosing from
among candidates, from within the
organization or from the outside the most
suitable person for the current position or
future position
 Placement: Involves evaluation of strength and
weaknesses of the employees and assign them
position that are suitable for them.
 Promotion: Is a change with in the organization
to a higher position that has greater
responsibilities and more advanced skills.

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Appraisal career strategy, Training
and development, Leading and
Controlling
 Appraisal: Evaluation of performance
of managers.
 Career Strategy
 Training and development
 Leading and Controlling

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Selection process, Technique &
Instruments
 The Selection process:
 Establishing selection criteria on the basis of job

requirement
 Completion of application form by Candidate

 Preliminary screening interview

 Qualification test to obtain additional information

 Formal interview by managers or superiors

 Physical examination

 Final selection

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Personal Reading
 Interviews, tests and assessment centers as
selection techniques
 How to improve interview effectiveness
 Types of tests and limitation
 Assessment center an overview and limitation

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