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  1. Human Resource Management Presentation
  2. Names Roll no Syeda Unqa 1922110045 Ayesha Siddiqa 1822110012 Meh Jabeen 1922110024 Wajiha Afaq 1922110050
  3. Week # 08  Staffing  Organizational consideration in staffing decision  Screening and Selection Method  Organizational culture key to staffing fit
  4.  Definition Staffing is the process of hiring eligible candidates in the organization" staffing refers to the continuous process of finding ,selecting, evaluating and developing a working relationship with current or future employee  Aim of staffing finding the right person for the right job  Staffing Process 1) Estimating Manpower Requirement 5) Training and Development 2) Recruitment 6) Performance Appraisal 3) Selecting 7) Promotion and Career Planning 4) Placement and Orientation 8) Compensation Staffing
  5. Estimating manpower requirement performance of each job necessities the appointment of a person with a specific set of educational, qualifications ,skills, prior experience and so on Recruitment Recruitment is the process of searching for the prospective employee and stimulating them to apply for the various job positions which arise from time to time in the organization Selection Selection is the process of choosing the most suitable candidates from the applicants for the various job it follows recruitment .much information has to be obtained analyzed and evaluated from the prospective candidates to facilitates The selection process Placement and orientation once the selected candidate eventually joins the organization he is to be placed in the job for which he is selected the selected candidate should be placed in the job to which he is more suited by virtue of his qualification, experience ,aptitude and so on orientation is the process of introduction of the new employees to the organization or to the other employees Training and development training is the process of helping employees to acquire more knowledge of the job and to learn or sharpen the needed skills ,attitude and values associated with efficient performance of their jobs formal and informal arrangements are made for providing training to their managerial and no managerial personnel. Training focuses on the general improvement, personality ,efficiency and effectiveness of employees
  6. Promotions and career planning promotions are an integral part of people's career. promotions refers to of being placed in position of increased responsibility ,more pay and job satisfaction .usually on the basis of the feedback/ performance appraisal, employees are given promotions and higher job positions Compensation compensation refers to all forms of pay or rewards given to the employees 1) direct financial payment( example wages ,salaries, commissions) 2) In direct payment (example vocation, medical benefits, employees contributions ) Advantages Placing right person at the right job survival and growth helping in competing
  7. Hiring employees is not similar to picking software. You need to strike the perfect balance between academic qualifications, experience, and soft skills. Here are five factors you should keep in mind when staffing. They will help you staff your business with the right people who can meet your short-term and long-term goals. 1) CREATE A STAFFING PLAN If you are staffing a new business, you need to create a staffing plan. The plan should show the roles within the organizations and the exact number of people needed to handle these tasks. It will indicate the minimum qualifications required for each position. Consider the short-term and long –term goals. Hire people who will lead the organization towards their realization. Employ people who are capable of handling the business’s future projects 2) HIRING TECHNIQUE You need to decide on the strategy you will use to find qualified hires. Which staffing solutions will you use to recruit, hire, and train your staff? Will you use job fairs or post jobs online? Your best bet in staffing your company is using job placement agencies. They can help you staff your company with top talent while screening fake CVs. They will come up with the best strategy for interviewing and pick the most qualified workers based on your minimum requirements. ORGANIZATIONAL CONSIDERATION IN STAFFING DECISIONS
  8. 3) PROJECTED GROWTH If you are re-staffing an existing company, you need to assess the company’s growth. It will be based on past trends and plans for expansion. You do not want to invest time and money recruiting staff only to repeat the same process in less than a year. Based on the projected growth and past trends of the company, do you need to add staff or replace the current workers with growth-oriented employees? While you are at it, hire interns and entry-level employees who will take a beginner’s salary to perform basic tasks. 4) CARRY OUT A HUMAN RESOURCE INVENTORY CHECK If you thought only a stock check is necessary for business, you are mistaken. You need to make an inventory check of your staff’s skills before staffing your company. It will keep you from hiring people with the skills you already have in your company. You also need to check the number of staff members who are close to retirement age. Talk to your staff members about the skills and abilities they possess. Observe their previous performance reviews. Based on your findings, you could help these employees improve on their skills and carry out in-house hiring for your projects, or hire new staff. For your staff who are about to retire, use interns. Train them to take over the retirees, and it will eliminate the need for future hiring and training. 5) REVIEW YOUR WORKPLACE CULTURE Fifty-seven percent of organizations report experiencing a problem with employee retention. As much as you are trying to create the perfect workforce to meet your long-term and short term objectives, you need to create the right environment to reduce staff turnover and retain top talent. Before staffing your company, ensure that you have an environment that people want to be and work. Visit workshops and seminars prepared by staffing agencies. Get ideas on how to create the best workplace culture. Get advice from other company leaders on the best ways to make your employees love working with your organization.
  9. Screening and Selection Method Screening Screening is the process of evaluating job applications, scanning resumes and selecting suitable candidates that match with the job description. The process of determining whether a candidate is qualified for the role is based on their educational qualifications, experience, and skill sets. Selection Selection comes after HR planning and recruitment. • Selection is defined as the process of choosing the most suitable candidates within the organization or outside the organization to fill the current and future job positions.
  10. SELECTION PROCESS 1. Preliminary Screening 2. Screening of Applications 3. Selection Test 4. Selection Interview 5. Checking References 6. Medical Test7. Issuing Job Offer Step-1 Preliminary Screening: In the 1st step of selection process, initial screening of application is performed. Incomplete applications are rejected, applicants who don't fulfill job requirement i.e. ineligible are also rejected as so many applicants apply for job. Preliminary screening is performed by lower level executives. It saves time for higher level executives, as they focus on eligible candidates only. Step-2 Screening of Applications: After initial screening of applications are handed over to screening committee. Screening committee checks all applications one by one to verify candidate qualification, work experience, skills, gender, age, address etc. Selected applicants are called for selection test. Step-3 Selection Test: Usually a written test based on the job requirement is conducted to testify the ability, knowledge and skill of candidate. There are 4 type of employment tests (intelligence test, technical test, aptitude test, psychometric test).Merit is established based on results of written test. Candidates who pass the employment test are called for interview.
  11. Step-4 Selection Interview: A panel of experts is formed for selection interview. Candidates who pass the employment test are appeared before interview panel. Experts asks different questions related to job nature, technical questions, situational questions, background, work experience, why he want to join the organization. Panel judge the ability, skill & confidence of the candidate. Step-5 Checking References: Usually two references are asked by the to produce. These references are demanded to verify the information given in application and in interview. Company contact with referenced people to get the information about potential of the candidate and verification of information given earlier. Step-6 Medical Test: Selected candidates are asked to produce medical fitness certificate from authorized doctor or from panel hospital. Candidates having any kind of disease are asked to get treatment prior to joining the company, or rejected if the disease is critical in nature. Step-7 Issuing Job Offer: Selected candidates are issued job offer letter, and they are asked to join the company with in given time. Offer letter include job terms & conditions, agreement, pay package, incentives, service structure etc. After joining, appointment letter is issued.
  12. Definition Organizational culture has been described as the shared values, principles, traditions, and ways of doing things that influence the way organizational members act. In most organizations, these shared values and practices have evolved over time and determine, to a large extent, how "things are done around here.“ Our definition of culture implies three things. First, culture is a perception. It's not something that can be physically touched or seen, but employees perceive it on the basis of what they experience within the organization. Second, organizational culture is descriptive. It's concerned with how members perceive the culture and describe it, not with whether they like it. Finally, even though individuals may have different backgrounds or work at different organizational levels, they tend to describe the organization's culture in similar terms. That's the shared aspect of culture. ORGANIZATIONAL CULTURE KEY TO STAFFING FIT
  13. STRONG VS. WEAK CULTURE All organizations have cultures, but not all cultures equally influence employees' behaviors and actions. Strong cultures-those in which the key values are deeply held and widely shared-have a greater influence on employees than do weaker cultures. Strong  Values widely shared  Culture conveys consistent messages about what's important  Most employees can tell stories about company history or heroes  Employees strongly identify with culture  Strong connection between shared values and behaviors Weak  Values limited to a few people- usually top management  Culture sends contradictory messages about what's important  Employees have little knowledge of company's history or heroes  Employees have little identification with culture  Little connection between shared values and beliefs
  14. Why is having a strong culture important? For one thing, in organizations with strong cultures, employees are more loyal than are employees in organizations with weak cultures. Research also suggests that strong cultures are associated with high organizational performance. And it's easy to understand why. After all, if values are clear and widely accepted, employees know what they're supposed to do and what's expected of them, so they can act quickly to take care of problems. However, the drawback is that a strong culture also might prevent employees from trying new approaches especially when conditions are changing rapidly. Types of organization culture  Normative culture  Pragmatic culture  Academy culture  Baseball team culture  Bets your company culture  Tough guy culture Fortress culture What is cultural fit and why is it important? What is cultural fit? Cultural fit concerns the extent to which the values, behaviors and attitudes of a company align with those of an employee or candidate. Just like individuals, businesses have personalities too; many define themselves in the same way as people.