2. Staffing: Definition Staffing is," filling positions in the organisation structure through identifying workforce requirements, inventorying the people available, recruitment, selection, placement, promotion, appraisal, compensation and training of needed people” - Harold Koontz and Cyril O’ Donnel
3. Importance of Staffing Key Factor Complexities of Administration Scarcity of Personnel Cost of Developing for Conformity Training & Development Reduction of Employee Turnover Vital Assets Competitive Advantage
4. Staff Selection Process/Sub-Functions of Staffing I Manpower Planning II Recruitment III Staff Selection Process IV Training & Development V Performance Appraisal
5. I Manpower Planning Forecasting the requirement for personnel or employees in order to fulfill the objectives of the organisation like capacity expansion, entry into new markets and product extension including Mergers & Acquisitions programme Planning is needed as a lot of time is needed in identifying and recruiting people with the required competence
6. II Recruitment The process of identifying sources from where the personnel can be employed and inducing them to offer themselves as candidates
8. A. Internal Sources Recruiting people -by way of transferring them from the other departments or -by way of promoting them from lower jobs or -by way of reemploying former employees who took retirement, voluntary or by superannuation
9. Advantages of Internal Sources 1.Job Satisfaction 2.High Morale 3.Sense of Security 4.Preparation for promotion 5.Building Loyalty 6.Incentive for Hard Work 7.Improving Efficiency 8.Improving Co-ordination 9.Less labour Turnover 10.Attracting Efficient Personnel 11.Simple Selection & Placement 12.Employee Knowledge 13.Lesser Training Expenses
10. Limitations of Internal Sources Limited Applicability Less Choice Favouritism Stopping New Ideas
11. B. External Sources Advertisement Employment/Placement Agencies Campus Recruitment Deputation Employee Referral Trade Unions Trade Associations/Chamber of Commerce Self-Offer
12. III Staff Selection Process A. Screening the Applications B. Conduct of Selection Tests C. Conduct of Interviews D. Checking References E. Physical Examination F. Placement & Induction
13. A. Screening the Applications Selecting the best Rejection of Incomplete Applications Fixing the criterion for acceptance or rejection of applications
14. B. Selection Tests For evaluating performance, conducting aptitude test, personality test, and psychological test Advantages of Selection Tests 1. impartial Selection 2. objective and reliable 3. evaluating mental ability 4. comparison of candidates 5. knowing their attitude 6. measures potential abilities 7. determining suitability of candidates 8. rejection of unsuitable candidates
15. Limitations of Selection Tests Not Providing Total Picture Not an Accurate Measure of Motivation Disliked by Executives Competent People are needed to conduct the tests Purpose Defeated when Dishonest people conduct Suitable only when large number of Applicants are there
16. C. Interview Personal and Oral Examination Opportunity to Study the Candidate Testing of Communication Ability Additional Information can be collected Personality, Manners, Responsiveness etc., can be tested
17. D. Checking References Testimonials from Academic Institutions References from the Previous Employer References from Distinguished Personalities
18. E.Physical Examination By Qualified Physicians General Fitness Fitness for the Job Free from Chronic Diseases
19. F. Placement and Induction Placement is the process of assigning the position and duties to the recruited personnel Induction is the process of familiarising the newly recruited personnel with their immediate superiors, their team members and the organisation structure and the ethos of the organisation
20. Training & Development Training is, "a short-term process utilising a systematic and organised procedure by which non-managerial personnel learn technical knowledge and skills for a definite purpose”-Lawrence L. Steinmetz Development is," a long-term educational process utilising a systematic and organised procedure by which managerial personnel learn conceptual and theoretical knowledge for general purpose”-Lawrence L. Steinmetz
21. Advantages/Importance of Training & Development Efficiency Untapped Potential Morale Knowledge Human Relation Supervision Cost Responsibility Human Assets Labour Turnover Productivity Learning Time Standardisation Wastages Confidence Rewards Promotion Individual Growth
22. Limitations Many a Training Programme is a Waste with Poor Trainers Bad Trainers create a Negative Impact Dislocation of Work Bad & Non-Participative Leadership can defeat the Purpose of Training Organisations crippled by Favouritism and Nepotism can not be Improved by Training Confusion in Recognising Skill Sets
23. Methods of Training On the Job Training Apprenticeship Job Rotation Vestibule Training Internship Training Off the Job Training Role Playing Case Study Sensitivity Training
24. V. Performance Appraisal Salary Hike Promotion Designing Training & Development Making the Employees aware of their Potential Extracting Better Performance
