STAFFING
STAFFING
STAFFINGDefined by Koontz: Staffing is defined as filling positions in
the organization structure through identifying workforce requirements, inventorying the people available, recruitment, selection, placement, promotion, appraisal, compensation, an d training of needed people.
STAFFINGDefined by McFarland: Staffing is the function by which
managers build an organization through the recruitment, selection, and development of individuals as capable employees.
Features: Staffing function is related to
employment. Staffing ensure that various positions
remain filled by the most suitable personnel.
Staffing function is performed by every manager.
HUMAN RESOURCE MANAGEMENT
Human Resource Management is concerned with recruiting and employing right personnel and also involves developing, retaining and integrating personnel to achieve competitive advantages.
Importance of Staffing: Filling Organizational Positions
Competition for good quality human resources.Global talent warAcute shortage of good quality managerial and
technical personnel.
Developing CompetenciesDevelopment of competencies because of changing
nature of job profile.Developing specific skills and multi skilling and also
development of differential competencies.
Retaining PersonnelPersuading the employees to remain with
organization.
Factors affecting Staffing: External Factors:
Nature of competition for Human ResourcesLegal factorsSocio-cultural factorsExternal influences
Internal Factors:Organizational Business PlanSize of OrganizationOrganizational ImagePast Practices
External Factors:Nature of competition for Human Resources
- Battle for being leading, employers in India and globally.
Legal factors- Child labor act 1986, employment exchange act
1959, apprentice act 1961
Socio-cultural factors- Prevention the employment of women in certain
manufacturing operations.
External influences- Pressure from political structure in the form of
emphasis on ‘sons of the soil’.
Internal Factors:Organizational Business Plan
- Staffing function determines the type of personnel that may be required in future.
Size of the organization- A small organizations cannot have the same
staffing practices which a large organizations may have.
Organizational Image- The image of an organization in human resource
market depends on its staffing practices like training and development, promotional avenues, compensation and incentives.
Past Practices- Past practices relating to staffing adopted by an
organization.
Man Power Planning:Man power planning is the process –
including forecasting, developing, implementing and controlling – by which a firm ensures that it has the right number of people and right kind of people, at the right place, at the right time, doing things for which they are economically most suitable.
Man Power Planning:Human resource planning includes the
estimation of how many qualified people are necessary to carry out the assigned activities, how many people will be available, and what, if anything, must be done to ensure that personnel supply equals personnel demand at the appropriate point in the future.
Man Power Planning Process
Organizational Objectives
Manpower Planning
Forecasting manpower
requirement
Preparing manpower inventory
Identification of manpower gap
Shortage of manpower
Surplus manpower
Action plans for bridging gap
Job Analysis:It is the determination of the tasks which
comprise the job and the skills, abilities, and responsibilities required of the worker for a successful performance.
Job analysis is the process of studying and collecting information relating to the operations and responsibilities of a specific job.
Uses of Job Analysis:1. Organizational design2. Acquisition of Personnel
Human Resource Planning Recruitment and selection Orientation and Placement
3. Human Resource Development Career Planning Training and Development
4. Job Evaluation and Compensation5. Performance appraisal6. Safety and Health7. Employee counseling
Man Power Planning Process
Job specification
Information processing
Job description
Information collection
Defining uses of job analysis
Job Description:Job description is an organized, factual
statement of duties and responsibilites of a specific job.
Job description should tell what is to be done, how it is done, and why.
Job description defines the appropriate and authorized content of a job.
Job Description contains the following:Job title, code number, department/divisionJob contentsJob responsibilitiesMachine tools and equipments.Extent of supervision given and received.Relation with other jobs.
Job Specification:Job specification is a statement of the
minimum acceptable human qualities necessary to perform a job properly.
Job specification is prepared on the basiss of job description such as age, gender, education, job experience, extra curricular activities, height, weight, chest, vision, hearing, health, voice, hand and foot co-ordination, emotional stability, flexibility, manners, initiative, drive, creativity.
Recruitment and selection
Job Analysis
Placement
Manpower Planning
SelectionRecruitment
Recruitment: Recruitment is the process of finding and
attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected.
Selection: Selection is the process of differentiation
between applicants in order to identify those with a greater likelihood of success in a job.
Difference between recruitment and selection
Recruitment is a process of searching for prospective employees and stimulating and encouraging them to apply for jobs to increase the hiring ratio, i.e. the number of applicants for a job.
Selection tends to be negative because it rejects a good number of those who apply, leaving only the best to be hired.
Sources of Manpower supply: Advertisement Employment agencies On campus Recruitment Deputation Employee Recommendations Labour unions Gate hiring
Selection Process: Screening of applications Selection Tests Interview Checking of References Physical Examination Approval by Appropriate Authority Placement
Types of Tests: Achievement Test Intelligence Test Personality Test Aptitude Test