Definition of staffing

 It is the process of recruiting, selecting and training of

men.
Cont’d
 It is also the process of acquiring, deploying, and
retaining a workforce of sufficient quantity and quality
to create positive impacts on the organization's
effectiveness.
Nature of staffing
Staffing is an important managerial function-

 Staffing function is the most important managerial

act along with planning, organizing, directing and
controlling.

 The operations of these four functions depend upon

the manpower which is available through staffing
function.
Staffing is a pervasive activity
 As staffing function is carried out by all managers and in
all types of concerns where business activities are carried
out.
Staffing is a continuous activity
 This is because staffing function continues throughout the
life of an organization due to the transfers and promotions
that take place.
The basis of staffing function is efficient
management of personnel

 Human resources can be efficiently managed by a

system or proper procedure, that is, recruitment,
selection, placement, training and development,
providing remuneration, etc.
 Staffing helps in placing right men at the right
job.

 It can be done effectively through proper recruitment

procedures and then finally selecting the most suitable
candidate as per the job requirements.
Staffing is performed by all managers

 depending upon the nature of business, size of the

company, qualifications and skills of managers, etc.
 In small companies, the top management generally
performs this function.

 In medium and small scale enterprise, it is performed

especially by the personnel department of that concern.
 The Legal Environment of Staffing

 The staffing process of an organization is influenced by the legal

environment.
 Equal employment opportunity:- Employment choices
made on the basis of race, color, religion, sex, age, or national
origin are prohibited it is unlawful for an employer to do either of
the following:

1. To fail or refuse to hire or to discourage an individual because of

race, color, religion, sex, age, or national origin.
2. To limit, segregate, or classify his/her employees or applicants for
employment in any way that would tend to deprive individuals of
employment opportunities because of race, color, religion, sex,
age or national origin.
Affirmative action:-

Affirmative action goes beyond equal employment

opportunity.
 It requires an employer to make an extra effort to
hire and promote those in a protected minority.
 The purpose of affirmative action is to eliminate the
present effects of past discrimination.
The Process of Staffing In An Organization

1. Human Resource Planning (HRP)

2. Recruitment (Human Resources Acquisition)
3. Selection
4. Socialization and Orientation
5. Training and Development
6. Performance Appraisal
7. Replacement (promotion, demotion) transfer or
separation
Human Resource Planning (HRP)
 Human resource planning is accomplished through
the following steps.

 Job design
 Assessment of the internal and external factors
 Forecasting
 Human resource inventory (audit)
1. Job design
 A major element in the personnel plan is the
definition and description of each job in the
organization.

 It is up to line management to specify which activities

and responsibilities are assigned to each employee.

 Then job descriptions and specifications are derived

from job design and analysis.
2. Assessment of the internal and external factors
 Internal factors such as :
 current and expected skill needs,
 vacancies and departmental expansions or reductions

The external environment like

 labor market,
 availability of skilled human resource and pay levels &
 rates need critical assessment.
3.Forecasting
 It attempts to assess the future personnel needs
of the organization.

 The primary emphasis of human resources

forecasting is on the personnel in various
categories that the organization will need in order
to maintain its growth and to exploit its future
opportunities.
Example
 Employment in specific category of ‘X' can be
described as follows:
 Period 2015 – 2020
 Because of Dept Expansion 200
 Retirement and turnover 30
 Total employment need (Forecasts) 230
 Promotion from within 90
 Total recruitment from outside
(230-90) 140
 This pool of 230 employees/managers will
represent two streams:
 Recruitment of additional persons from out side
(new entries) 140
 Additional persons through promotion from within
90
 Total personnel needs 230
4. Human resources audit
 once forecasts are completed the next step is to
obtain information about the organization's
present personnel.

 It is making an inventory of present manpower

with their strengths and weaknesses, which helps
mangers plan promotions to the vacant positions
 Recruitment
The recruitment function consists of locating
candidates for potential employment with the
organization.
STEPS IN RECRUITMENT
1 st STEP
 Studying the Different Jobs in the Company and Writing
Job Descriptions and Specifications (JOB ANALYSIS)
2nd STEP

 Requisition of New Employee

3rd STEP

Actual Recruitment of Applicants

Sources of Recruitment (Applicants)
Selection
 Steps in selection process

1. Completion of a formal application form

2. Initial screening interview
3. Testing
4. Back ground investigation
5. In depth selection interview
6. Physical examination
7. Decision to hire or reject
 Socialization and Orientation
 After being hired, the new employee is to
be introduced with the colleges,
supervisors, subordinates and employees
in general.
Training
 Training needs
 Introduction of new equipment or
processes
 A change in the employee's job
responsibilities
 A drop in an employee's productivity or
in the quality of output
 An increase in safety violations or
accidents
 An increased number of questions
 Complaints by customers or coworkers
COMMON TYPES OF
TRAINING
ON-THE-JOB TRAINING
Off - the - job training
 Vestibule - Training
 MANAGEMENT DEVELOPMENT PROGRAM
It is a systematic process of training and
growth by which individuals gain and
apply knowledge, skills, insights and
attitudes to manage work organizations
effectively.
 MOST POPULAR METHODS
OF MANAGEMENT DEVELOPMENT
PROGRAM
UNDERSTUDY ASSIGNMENTS
EXPERIENCE
 JOB
ROTATION
Performance Appraisal
 Once settled on the job, the employee's progress
must be monitored.

 This involves periodic evaluation of performance

on the job as well as acceptance by fellow workers.
Post
Replacement (promotion, demotion) transfer or separation.

 Replacement relates to the management of

promotion, transfer, demotion and separation.
 Transfer
 Refers to the shifting of an employee from one position to
another without increasing his duties, responsibilities, or
pay.
PROMOTION
- Refers to the shifting of an employee to a new position to which both
his status and responsibilities are increased.
 Demotion– refers to a shift of an employee to a
lower position in the hierarchy due to inefficiency
and incompetence to fulfil assigned tasks.
 SEPARATION
 - May either be temporary or permanent, voluntary or
involuntary.

The term separation

includes
-resignations,
- layoffs,
-dismissals,
-retirements or
-discharges.
Thank you!!!