This is a slide about Staffing of Human resource management

1. Staffing

2.  HUMAN RESOURCE MANAGEMENT
 HUMAN RESOURCE PLANNING
 STAFFING
 NATURE OF STAFFING FUNCTIONS
 RECRUITMENT
 SELECTION
 TRAINING
 HUMAN DEVELOPMENT PROGRAMS
 PROMOTION
 TRANSFER
 DEMOTION
Outline

3. HUMAN RESOURCE MANAGEMENT
 As the function of planning for human resource needs and
recruitment, selection, development, compensation.
 Evaluation of performance to fill those needs.
 The management of various activities that are designed to
enhance the effectiveness of the manpower in an organization
in the achievement of organizational goals.

4. HUMAN RESOURCE MANAGEMENT PROCESS
DIAGRAM
HUMAN RESOURCES
PLANNING
STAFFING
TRAINING AND MANAGEMENT
DEVELOPMENT PROGRAMS
PROMOTION
TRANSFER
RECRUITMENT
SELECTION
DEMOTION

5. Human resource planning
 It is the process of determining future human resource
needs relative to an organization's strategic plan and
devising the steps necessary to meet those needs.
Human resource planning involves-
Human resource
planning
Job analysis
Forecasting the demand &
supply of labor

6. Staffing
 Refers to the managerial function of employing and
developing human resources for carrying out the various
managerial and non-managerial activities in an
organization.

7. Staffing (contd.)
 Involves determining the manpower requirement, and the
methods of recruiting, Selecting, training and developing
the people for various positions created in the
organization.
 Staffing process helps an organization put the right
people in the right positions.
 According to Theo Haimann, “Staffing pertains to
recruitment, selection, development and compensation
of subordinates.”

8. Nature of staffing function
 Staffing is an important managerial function
 Staffing is a pervasive activity
 Staffing is a continuous activity
 The basis of staffing function is efficient
management of personnel’s
 Staffing helps in placing right men at the right job
 Staffing is performed by all managers

9. Recruitment
 It is the process of
attracting qualified
persons to apply for the
jobs that are open.
 It is the Process of
discovering potential
candidates.

10. Internal recruiting
It is Considering present employees as candidates for openings
INTERNAL
SOURCES
Promotions
Transfers
Job Posting &
Bidding
Former Employees

11. External recruiting
Attracting persons outside the organization to apply for
jobs
Educational Institutions
Advertising
Voluntary Applicants
Employment Agencies
EXTERNAL
SOURCES

12. Selection
 The selection process is to gather from applicants
information that will predict their job
success and then to hire the
candidates likely to be most
successful.

13. Selection (contd.)
Steps of selection:
 Application blanks
 Tests
 Interviews
 Assessment centers
 Other techniques

14. Training
 Training has specific goals of improving one’s capability,
capacity, productivity & performance.
 Training refers to teaching operational or technical employees
how to do the job for which they were hired.
 Training influences the staffing process at all stages from hiring
to firing.
 Employees who perform
different staffing tasks
will benefit from training,
gradually developing their skills
and improving their performance.

15. Types of Training
 Physical Training
 Job Training and Development
 Religion and Spirituality
 Parochial Schools
 Artificial-Intelligence Feedback

16. Training process
Assess to training needs
Set training objectives
Plan training evaluation Develop training
program
Conduct training
Evaluate training
Modify training program based on evaluation

17. Management development programs
 Management development is any attempt to improve
managerial performance by imparting knowledge,
changing attitudes, or increasing skills.
 The Management Development Program (MDP) is a
program designed for managers at all organizational
levels who want to develop and/or enhance their
understanding and practice of fundamental management
principles in the context of today's challenging
environment.

18. Management development programs (contd.)
“Its primary focus is on growth and employee development. It
emphasizes developing individual potential and skills”
(Elwood, olton and Trott 1996).
There are two methods of management development
programs-
 On-the-job method
 Off-the-job method

19. On-the-job method
 Employees learn the job in actual working site in real life
situation and not in simulated environment.
 Employee learns while working in this method.

20. On-the-job method (contd.)
It includes-
 Job rotation
 The coaching/understudy approach
 Job instruction
 Committee assignments
 Apprenticeship
 Internship
 Action learning

21. Off-the-job method
 Off-the-job training methods are conducted in
separate from the job environment, study material
is supplied.
 There is full concentration on learning rather than
performing, and there is freedom of expression.

22. Off-the-job method (contd.)
Important methods include-
 Lectures and Conferences
 Audio-Visual
 Vestibule Training
 Simulation Exercises
 Sensitivity Training
 Role Playing
 Transactional Training

23. Promotion
 Promotions can provide opportunities to reward exceptional
performance, and to fill open positions with tested and loyal
employees.
Process of promotion-
• Seniority or Competence the Rule
• Measurement of Competence
• Formal or Informal
• Vertical, Horizontal, or Other

24. Transfer
 Transfer is a move from one job to another, usually with
no change in salary or grade.
 Transfers are a way to give displaced employees
a chance for another assignment
or, perhaps,
some personal growth.

25. Demotion
 Demotion means to reduce in grade, rank, or status.
 Demotion is a compulsory reduction in an employee‘s
rank or job title within
the organizational hierarchy
of a company, public service
department, or other body.

26. Demotion (contd.)
 Demotion may also lead to the loss of other privileges associated
with a more senior rank and/or a reduction in salary or benefits.
 An employee may be demoted for violating the rules of the
organization by a behavior such as excessive lateness,
misconduct, or negligence.

27. Conclusion
Staffing is the most vital asset with an organization, without
which it cannot move ahead in the competitive world. It can
be equated with HR management . Staffing is an open
system approach. It is carried out within the enterprise but is
also linked to external environment.

28. References
 Human Resource Management by Gary Dessler
 Management, 10th edition, Houghton Mifflin, USA, by
Griffin, R.W.
 Wikipedia.org