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STAFFING
What is Staffing?
 According to Knootz and O'Donnell," The
  managerial function of staffing involves
  manning the organizational structure,
  through proper and effective selection,
  appraisal and development of personnel to
  fill the roles designed into the structure.
 ”The staffing function of management
  pertains to recruitment, selection,
  training, development, appraisal and
  remuneration of personnel.
Features of Staffing
   Staffing is an important function of
    management.
   The basic concern of staffing is
    management of manpower and human
    resource.
   Staffing helps in getting right types of
    persons on right places (in organization).
   Staffing is a pervasive function. Staffing
    is performed by the managers at all levels
    of management.
Why staffing?
   To ensure efficient performance of
    planning, organizing, directing and
    controlling functions of management.
   To ensure effective use of technology and
    other physical resources.
   To ensure optimum utilization of human
    resources.
   To develop human capital.
   To motivate human resource for better
    performance.
Pre-staffing stage
 Before staffing, Human Resource
  Planning is required as a pre-
  selection stage.
 It involves two sub-stages:
   1 ) Job analysis
   2 ) Manpower planning
Job analysis
 It basically helps in understanding the
  nature of specific job.
 It is identification of various activities
  performed in a job & the characteristics
  of the person, the worst situations, the
  material & equipment necessary for
  performing the job effectively.
Manpower planning
 The next step after the job analysis is
  manpower planning.
 Manpower planning is a process of
  determining & ensuring that the
  organization will have an adequate
  number of qualified personnel.
 It helps to ensure the right number &
  right kind of people at the right place at
  the right time doing the right things
  for which they are best suited for
  achievement of organizational goals.
Staffing process
 Estimating manpower requirement
 Recruitment
 Selection
 Orientation and placement
 Training & development
 Remuneration
 Performance appraisal
 Promotion
 compensation
Estimating manpower
requirement
 The very first step in staffing is to plan
  the manpower inventory required by a
  concern in order to match them with the
  job requirements and demands.
  Therefore, it involves forecasting and
  determining the future manpower needs
  of the concern.
Recruitment
 Once the requirements are notified, the
  concern invites and solicits applications
  according to the invitations made to the
  desirable candidates.
Selection
 This is the screening step of staffing in
  which the solicited applications are
  screened out and suitable candidates are
  appointed as per the requirements.
Orientation &
placementtakes place, the
 Once screening
 appointed candidates are made familiar
 to the work units and work environment
 through the orientation programmes.
 placement takes place by putting right
 man on the right job.
Training &
development to develop and grow
 Training is a part of incentives given to
  the workers in order
  them within the concern.
 Training is generally given according
  to the nature of activities and scope of
  expansion in it.
 The workers are developed by providing
  them extra benefits of in-depth
  knowledge of their functional areas.
Remuneration
 It is a kind of compensation provided
  monetarily to the employees for their
  work performances.
 This is given according to the nature of
  job- skilled or unskilled, physical or
  mental, etc.
 Remuneration forms an important
  monetary incentive for the employees.
Performance appraisal
 In order to keep a track or record of the
  behaviour , attitudes as well as opinions of
  the workers towards their jobs. For this
  regular assessment is done to evaluate and
  supervise different work units in a
  concern.
 It is basically concerning to know the
  development cycle and growth patterns of
  the employees in a concern.
Promotion
 Promotion is said to be a non- monetary
  incentive in which the worker is shifted
  from a higher job demanding bigger
  responsibilities.
 It involves reassignment of an employee
  to a position having increased
  responsibilities, more privileges &
  greater potential.
Retirement
 Employees must be rewarded with
  monitory funds along with retirement
  plans, insurance schemes & other
  investment schemes after there
  retirement from the organization they
  served.
 This may be the gift from the
  organization they served for a long
  period.
Thank you

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Staffing

  • 2. What is Staffing?  According to Knootz and O'Donnell," The managerial function of staffing involves manning the organizational structure, through proper and effective selection, appraisal and development of personnel to fill the roles designed into the structure.  ”The staffing function of management pertains to recruitment, selection, training, development, appraisal and remuneration of personnel.
  • 3. Features of Staffing  Staffing is an important function of management.  The basic concern of staffing is management of manpower and human resource.  Staffing helps in getting right types of persons on right places (in organization).  Staffing is a pervasive function. Staffing is performed by the managers at all levels of management.
  • 4. Why staffing?  To ensure efficient performance of planning, organizing, directing and controlling functions of management.  To ensure effective use of technology and other physical resources.  To ensure optimum utilization of human resources.  To develop human capital.  To motivate human resource for better performance.
  • 5. Pre-staffing stage  Before staffing, Human Resource Planning is required as a pre- selection stage.  It involves two sub-stages: 1 ) Job analysis 2 ) Manpower planning
  • 6. Job analysis  It basically helps in understanding the nature of specific job.  It is identification of various activities performed in a job & the characteristics of the person, the worst situations, the material & equipment necessary for performing the job effectively.
  • 7. Manpower planning  The next step after the job analysis is manpower planning.  Manpower planning is a process of determining & ensuring that the organization will have an adequate number of qualified personnel.  It helps to ensure the right number & right kind of people at the right place at the right time doing the right things for which they are best suited for achievement of organizational goals.
  • 8. Staffing process  Estimating manpower requirement  Recruitment  Selection  Orientation and placement  Training & development  Remuneration  Performance appraisal  Promotion  compensation
  • 9. Estimating manpower requirement  The very first step in staffing is to plan the manpower inventory required by a concern in order to match them with the job requirements and demands. Therefore, it involves forecasting and determining the future manpower needs of the concern.
  • 10. Recruitment  Once the requirements are notified, the concern invites and solicits applications according to the invitations made to the desirable candidates.
  • 11. Selection  This is the screening step of staffing in which the solicited applications are screened out and suitable candidates are appointed as per the requirements.
  • 12. Orientation & placementtakes place, the  Once screening appointed candidates are made familiar to the work units and work environment through the orientation programmes. placement takes place by putting right man on the right job.
  • 13. Training & development to develop and grow  Training is a part of incentives given to the workers in order them within the concern.  Training is generally given according to the nature of activities and scope of expansion in it.  The workers are developed by providing them extra benefits of in-depth knowledge of their functional areas.
  • 14. Remuneration  It is a kind of compensation provided monetarily to the employees for their work performances.  This is given according to the nature of job- skilled or unskilled, physical or mental, etc.  Remuneration forms an important monetary incentive for the employees.
  • 15. Performance appraisal  In order to keep a track or record of the behaviour , attitudes as well as opinions of the workers towards their jobs. For this regular assessment is done to evaluate and supervise different work units in a concern.  It is basically concerning to know the development cycle and growth patterns of the employees in a concern.
  • 16. Promotion  Promotion is said to be a non- monetary incentive in which the worker is shifted from a higher job demanding bigger responsibilities.  It involves reassignment of an employee to a position having increased responsibilities, more privileges & greater potential.
  • 17. Retirement  Employees must be rewarded with monitory funds along with retirement plans, insurance schemes & other investment schemes after there retirement from the organization they served.  This may be the gift from the organization they served for a long period.