Staffing

1. Staffing Recruitment, Selection, Placement, Induction & Training

2. Staffing • It is an activity that involves all actions that ensure filling and keeping filled, the positions in an organization structure. ….Weihrich, Cannice and Koontz • The primary focus is on acquiring and retaining right kind of people at right positions in the organization at the right time.

3. Constituents of Staffing • Human Resource Planning • Job Analysis (Job Description & Job Specification) • Recruitment and Selection • Placement • Induction • Training and Development • Performance Appraisal or Performance Management • Recognition and Reward

4. Human Resource Planning • Human Resource Inventory: HR planning begins with assessing current human resources availability. Organizations develop detailed HR inventory charts, which includes a succession plan for every key position. • HR planning is a process of getting the right number of qualified people into the right job at the right time so that organization can meet its objectives.

5. HR Planning Process Strategic planning HR planning Forecasting HR requirement Forecasting HR availability Comparing Surplus of worker Shortage of worker Demand= supply Corrective measures Corrective measures No action

6. Job Analysis • Job analysis is the process of studying and collecting information related to the operations and responsibilities of a specific job. • Job analysis can be further classified as:

7. Job Description: It is a written statement of what a jobholder does, how that job is done to define the role and responsibility of that position, and why it is done. It typically describes job content, environment, and conditions of employment. • Job Specification: It states the minimum and desirable qualifications that a person must possess to perform a given job successfully. It identifies the knowledge, skills, attitudes and behaviour that are needed to do the job effectively

8. Recruitment • It Recruitment is the process of locating and encouraging potential applicants to apply for existing or anticipated job openings. • It is a linkage activity bringing together those with jobs and those seeking jobs. • It is basically attracting a large number of qualified applicants who are ready to take up the job if it is offered

9. Sources of recruitment • Internal sources • Present employees • Retrenched employees • Retired employees • Dependent of deceased employees • Promotion, demotion or transfer

10. Sources of recruitment • External Sources • Advertisements • Employee exchanges • Unsolicited applicants • Labor contractors • Casual callers

11. Selection • It is a process for choosing the right or the best candidate(s) who meets the requirements of a particular position from among all candidates who have applied. • It is a match-making to develop a right fit between the requirements of the job and the personality of the applicant.

12. SELECTION PROCESS • RECEPTION • SCREENING • BLANK APPLICATION FORM • 1. bio-data • 2. educational qualification • 3. work experience • 4. curricular activities • 5. references • 6. salary demanded

13. SELECTION TESTS • SELECTION INTERVIEW • CHECKING REFERENCES • FINAL SELECTION • PHYSICAL EXAMINAION • JOB OFFER • JOB CONRACT

14. PLACEMENT • Placement implies assigning a specific rank and responsibility to an individual. • If a candidates adjusts himself to the job and continues to perform as per expectations, it means he/she is rightly placed.

15. Principles of placement…… • Job first, man next. • Placement should neither be higher nor lower than the qualification. • The placement in the initial period may be temporary as changes are likely to occur after completion of the training.

16. INDUCTION • When a new employee joins an organization, he/she should be welcomed as a new member and must be acquainted & adjusted with the fellow employees and the environment. • “Induction is the welcoming process to make the new employee feel at home and generate in him a feeling of belongingness to the organization”

17. It is defined as the socializing process by which the organization seeks to make an individual its agent for the achievement of its objectives and the individual seeks to make an agency of the organization for the achievement of his/her personal goals.

18. Contents of induction programme • Company’s history & philosophy • Products & services • Organizational structure • Location of departments • Terms & conditions of the service • Benefits & services for employees • Opportunities for T&D • Grievance handling procedure

19. TRAINING • “It is the act of increasing the knowledge and skills of an employee for doing a particular job.” ----- EDWIN B. FLIPPO • “ I hear, I forget I see, I remember I do, I understand”

20. Performance Appraisal • It is assessment of contribution of an employee to the fulfillment of organizational objectives. • Performance management is a process of establishing performance standards and then assessing the performance of employee for attaining those standards in order to arrive at objective human resource decisions. • Performance Appraisal Methods • Rating Scales • Appraisal by Objectives • 360-degree Feedback

21. Recognition and Reward • Monetary rewards are not the only type of rewards. • Non-monetary rewards play a significant role in motivating the employees. • How the rewards are provided is equally important as what is the reward. • Recognition to an employee should be provided in front of the people whom he/she considers to be important.

22. THAT’S ALL