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STAFFING

 Defined as filling and keeping filled, positions


in the organization structure

 Done by
 identifyingworkforce requirements,
 inventorying the people available,
 and recruiting, selecting, 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 HUMAN RESOURCE
MANAGEMENT : AN
OVERVIEW OF THE
STAFFING FUNCTION

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 The present and projected organization
structure determines the number of managers
required.
 The demand is compared with the available
talent through the management inventory and
analysis is done.
 On the basis of the analysis recruitment,
selection, placement, promotion are carried out.
 Staffingaffects leading and controlling ,
requires an open-system approach and carried
out within the enterprise.

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Factors Affecting the Number
and Kinds of Managers
Required

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 Size and complexity of the organization

 Plans for expansion

 Rate of turnover of managerial personnel

 The ratio between the number of managers


and the number of employees does not
follow any law

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Determination of Available
Managerial Resources:
The Management Inventory

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Analysis of the Need for
Managers:
External And Internal
Information Sources

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Internal Factors

 Personnel policies

 The organizational climate

 The reward system

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External Factors

Economic factors
Technological Factors

ORGANIZATION

Social Factors

Political Factors Legal Factors 13


 Competitors recruit from same job pool.

 So consider:
 Trends in labor market
 The demographics
 Composition of the community wrt knowledge & skills of labor pool.
 Attitude towards the company.

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Personnel Actions Based On
Manager Supply And Demand
Within The Enterprise

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Supply of Managers
HIGH LOW

HIGH Internal:
Selection Training and development
Placement Compensation
Promotion External:
Recruitment

LOW Change in
company plans. Training and development
Outplacement if change in demand is
Layoffs expected in the future.
Demotions
Early Retirement
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Other Important Factors in the
Systems Approach to Staffing

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A number of candidates may have to be recruited.
 Attracting qualified candidates.
 Managers or potential managers are selected.
 Process of choosing the most suitable ones.
 Aim – to place people in positions that allow to
 Utilizepersonal strengths
 Overcome weaknesses by getting experience
 Get training in skills which need improvement

 Often results in promotion.

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FACTORS AFFECTING
STAFFING

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EXTERNAL ENVIRONMENT

Affect in various degrees


Grouped into:

1. Educational
2. Socio-cultural
3. Legal-political
4. Economic constraints or opportunities

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Equal Employment Opportunity
 Laws passed for EEO prohibit employment practices that
discriminate based on:
 Race
 Color
 Religion
 National origin
 Sex
 Age

 Based on federal, state and local news


 Recruitment and selection for promotion must be in
compliance with these laws
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Women in Management

 Women made significant progress in obtaining


reasonable positions in last decade.
--excellent example of Indira Nouie- CEO of
PepsiCo.
 Reasons for development:
1. Laws governing fair employment practices
2. Changing societal attitudes
3. Desire of companies to project favorable image by
placing women in managerial positions
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Staffing In International
Environment
 Should recognize worldwide changes

 Sources for staffing positions in international operations:


1. Managers from home country.
2. Managers from host country.
3. Managers from third country.

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INTERNAL ENVIRONMENT
The Internal factors concern :
 staffing managerial positions from personnel
within the firm as well as from the outside
 determining the responsibility for staffing
 recognizing the need for top management
support in overcoming resistance to change

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Promotion from Within

Originally, promotion from within implied :

workers proceeded into frontline supervisory
positions and then upward through the
organizational structure

Thus, a firm was pictured as recieving a flow of
nonmanagerial employees from which future
managers emerged.

”When a president retires or dies, we hire a
new officer”

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Promotion Within Large
Companies

A policy of promotion from within is quite
suitable for a very large company.


Large businesses and nonbusiness
organizations have so many qualified
people, that promotion withing almost
follows the policy of open-competition .

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Policy of Open Competition

Managers must decide whether the policy
of promotion from within must outweigh
the policy's shortcomings.

It gives the firm the opportunity to secure
the services of the best-suited candidates.

Better and honest means of ensuring
managerial competence

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Responsibility for Staffing

Responsibilty lies with manager at each
level

Ultimate responsibilty lies with CEO and
top executives

Tasks

Developing policy

Assigning execution to subordinates

Ensuring proper application

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