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1. 1
Staffing in Management

2. Objectives
2
• Haveknowledgeabout Staffingandits process.
• Learnabout recruitment , sourcesboth internal
&external with merits &demerits.
• Knowabout selection, its importance and
stages
• Understand about test its kind&the
advantages, disadvantages.
• knowabout promotion, the basisofit and
qualities ofgood promotion

3. Introduction
3
• Staffingfunction followsthe planning&
Organizing function.
• Thestaffingfunctionincludes recruitment
selection , training,
development,transfer,promotion &
compensation
• Staffinginvolvesproper classificationof
personnel &payfixed for them.

4. Definition
4
• Haimann : Themanagerialfunction ofstaffing
is“Concerned with the placement, &growth.”
• KoontzandO’Donnel:The managerialfunction
of staffing is “Managingthe organizational
structure through proper selection”
• S.Benjamin:Staffingfunctionisconcerned with
the placement ,growth,& development ofall
those members ofthe organization whose
function isto get thingsget done through
efforts of individuals.

5. Elements of staffing
5
• EffectiveSelection &recruitment.
• Proper classificationofpersonnel &payfixfor
them.
• Proper placement.
• Adequate&appropriate training for
development.
• Satisfactoryandfair transfer &promotion.
• Soundrelationship between managnent&
workers.
• Adequateprovisionfor retirement.

6. Functions of staffing
6
• Manpower planning.
• Development
• Fixingemployment standards
• Sources
• Selection&placement
• Training
• Other sources

7. Recruitment
7
• Recruitment meansthe findingofstaff
members for the present &future jobs.
• Accordingto Dalton E.McFarlandTheterm
recruitment applies to Process ofattracting
potential employees.
• EdwinB.Flippo“Recruitment isthe processof
searchingfor prospective employeesand
stimulating them to applyfor the jobsin the
organization.

8. Sources of Recruitment
8
• The source ofrecruitment isbasedon the
policyfollowed bythe company.
• Ifthe job isfilledup out of present employees
ofthe company,it issaidto be internal source
of company.
• Exampleare Transfer &promotion.
• Ifthe job isfilledup from out of candidates
availablein the society the ofthe companyit is
saidto be External source of company.

9. Internal Sources ofRecruitment
Advantage‐Disadvantage
9
Advantage
• It increasesmorale ofthe staffmembers of
company.
• It attracts efficientstaff members.
• Thetraining expenses are reduced to some
extent.
Disadvantage
• Ifthe higher position are filledinternally the
companywill not be ableto get fresh &original
idea&initiative from employees.

10. External Sources ofRecruitment
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• There are variousexternal sourcesof
recruitment.
• Advertisement
• Recommendation
• Gate applicants
• Employment exchange
• Personal consultant

11. External Sources ofRecruitment
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• Educational Institutions
• Waiting list
• Unsolicited applicants
• Jobbers &contractors
• Field trips
• Leasing

12. External Sources ofRecruitment
Merits
12
Merits
• Choice
• New outlook
• Wideexperience

13. External Sources ofRecruitment
Demerits
13
• Demerits
• Gaugingofold employment
• Lackofco-operation
• Expensive
• Trade union
• Danger ofnon adjustment

14. Selection
• Selection isthe deviceusein the organization
to select asuitable person whohasrequired
educational qualification, skills, abilities.
• Selection isthe processadopted bythe
organizationto select adequate number of
persons whoare fit for the job.
• Selection requires highcost but results in very
highreturns.
• 14

15. Stages of Selectionprocedure
15
• Receivingandscreeningof operations.
• Internal interview
• BlankApplication
•

16. Test
16
• TheTest isconducted bythe organizationfor
the purpose ofknowingmore about the
applicantsto be selected or rejected.
• Tests are classifiedinto two kinds
• Proficiency test
• Aptitude test

17. Advantages ofTest
17
• Test helpsthe employer to findwhether a
candidate isfit to do a job.
• Besides,tests help Icheckingcandidatesclaims
in respect ofhisqualification ,Experience etc.
• Laborturnover canbe reduced.
• Tests maybe conducted for trainer.

18. Disadvantages of Test
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• Hundred percent test selection isnot possible
through test.
• Test issuitable for limited no ofemployeesare
present.
• Ifthe no ofapplications are small,it isbetter to
conduct interview rather than test.
• Somecandidate do not revel there talents
through test.
• Test doesnot provide ant basisfor motivation.

19. Prerequisite of
Effective of Test
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• Validity.
• Reliability
• Norms
• No partiality

20. Prerequisite of Effective of Test
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• Specialization
• Supplementary
• Checkingreferences

21. Interview
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• Interview technique isamethod ofpersonal
appraisalthrough faceto faceconversation and
observation.
• Inanyinterview, the interviewer hasdominant
position over interviewee.
• Theinterview isdividedinto two i.e. primary
interview &finalinterview

22. Kinds ofInterview
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• Direct Interview
• Indirect interview
• Patterned interview

23. Kinds ofInterview
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• Stress Interview
• Systematicin depth interview
• Boardor panel interview
• Group interview

24. Principles of Interview
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• Themanagement shoulddefine the specific
objectives of interview.
• The interviewer shouldaskquestionsrelated to
job.
• Theevaluationofthe performance shouldbe
done immediately after interview.

25. Process of Interview
25
• Reviewofbackground information.
• Preparation of questions
• Putting the applicantsat ease
• Drawingout the best applicant
• Concludingthe interview

26. Process of Interview
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• Final Selection
• Medicalexamination
• Placement
• Orientation

27. Promotion
27
• Meaning:Placement ofaemployeefor better
job.
• BasisofPromotion
– Seniority
– Education
– Job knowledge

28. Qualities of Good
Promotion Policy
28
• Whatever the promotion policyfollowedby
the management,that shouldbe widely
publishedandstrictly adhered to.
• Each &every employee should work in all jobs
in an organization to get through knowledge &
experience.
• Eachpromotion isrecommended byline
officers

29. Summary
29
• Staffingfunction followsthe planning&Organizing
function.
• Staffingfunctionincludes recruitment, selection, training,
Development, transfer &promotion.
• Staffinginvolvesproper classificationofpersonnel &pay
fixed for them.
• Recruitment meansthe findingofstaffmembers for the
present &future jobs.