Management STAFFING

STAFFING

MEMBERS :

1. PRATIKSHA

2. VIRTI

3. MIT

4. CHITT

5. MITHIL

6. PARTH

7. VAISHALI

8. KRISHA

9. JHANVI

MANAGEMENT – STAFFING

WE WOULD LIKE TO EXPRESS OUR SINCERE THANKS TO PROF. “RUPALI”

FOR HER KIND SUPPORT AND CO – OPERATION IN THE COMPLICATION OF

THIS PROJECT, WITHOUT HER HELP THIS WOULD NOT HAVE BEEN POSSIBLE.

ACKNOWLEDGEMENT

The process of designing and maintaining an environment in which individuals working together in groups , efficiently accomplish selected aims.

- HAROLD KOONTZ & HEINZ WEIHRICH

Introduction to management..

MANAGEMENT

FUNCTIONS OF MANAGEMENT

PLANNING

ORGANISING

CONTROLLING

STAFFING

DIRECTING

COORDINATING

PLANNING

ORGANISING

“STAFFING”

DIRECTING - MOTIVATION - LEADERSHIP• CONTROLLING

Functions Of Management

1) KOONTZ AND O’DONNELL -”Staffing involves managing the

organisation structure through proper and effective selection, appraisal and development of personnel to fill the roles designed into the structure.”

2) DALTON E. McFARLAND -”Staffing is the function by which

managers build an organisation through the recruitment, selection and development of individuals as capable employees.”

DEFINATIONS

• Staffing is a function of management which is concerned with human resources.

• Staffing is concerned with obtaining , utilising and maintaining a satisfied work force.

• Staffing includes the following elements. -Human Resource Planning -Recruitment and selection of employees -Orientation and Placement -Promotion and Transfer -Training and development -Motivating and Rewarding the employees

WHAT IS STAFFING ?

1) Staffing is a Separate Function Of Management .

2) Staffing is concerned with managing the organization.

3) Continuous Function.4) Required in all Organizations.5) Wide Scope.6) Systematic Approach.7) Three R’s of Staffing.

FEATURES

1) Helps to achieve Goals or Objectives.2) Job Satisfaction.3) Good Labour Relations.4) Improves Efficiency.5) Reduces Absenteeism and Labour

Turnover.6) Team Work.7) Improves Corporate Image.

IMPORTANCE/ PURPOSE

Targeted Sourcing to Fit Exact Needs of

Client

Large Database of Talent

Internal Recruiting, Traditional

Recruiting,Internet Based RecruitingNetworking

with Professional

Contacts: Refrence

Based on our consulting

experience,we know what will work for your

unique situation

Account Managers serve as an ongoing

point of contact for our clients,

ensuring a consistent,

quality customer

experience STAFFING PROCESS

FACTORS AFFECTING STAFFING

EXTERNAL FACTORS

Nature of competition for human resources

Legal factors

Socio-cultural factors

External influences

INTERNAL FACTORS

Organizational image

Past practices

Size of organisation

Organisational business plan

After human resource planning and analysis is done , recruitment is done , then selection is done and then placement is done.

Recruitment is the process of searching for and obtaining applications for jobs, from among whom the right people can be selected.

The process of identification of different sources of personnel is called recruitment.

Recruitment is a positive process as it attracts suitable applicants to apply for available jobs.

RECRUITMENT

1) Present Employees.

2) Employee Referrals.

3) Former Employees.

4) Previous Applicants.

Sources of Recruitment

INTERNAL SOURCES• Promotions• Transfers• Inter notification

(advertisements)• Retirements• Recalls• Former employees

EXTERNAL SOURCES• Campus recruitment• Press advertisement• Management Consultancy

Services & Private Employment Exchanges

• Management Training Schemes

• Walk-ins,Write-ins,Talk-ins• Miscellaneous External

Sources

SOURCES OF MANAGERIAL RECRUITMENT

INTERNAL SOURCESIt involves search of

candidates from within the organization.

It Is a quick process.This process is cheaper.

It does not involve any cost of contracting the external sources.

Internal sources helps in saving time.

It involves finding candidates from outside the organization.

It is a lengthy process.

This process is costly as vacancies have to be notified in newspapers , etc.

It is time consuming.

Sources of RecruitmentEXTERNAL SOURCES

Merits :1) Improves Morale.2) Proper Evaluation.3) Promotes Loyalty.4) Motivation Techniques.Demerits:5) Discourages flow of New Blood.6) Capable persons may be left out.7) Causes Frustration.

Merits and Demerits

Selection is done after recruitment.Selection involves picking up the fits from a

pool of applicants and rejecting the unfits.Selection involves a series of steps by which

the candidates are screened for chosing the most suitable persons for vacant posts.

The selection process leads to employment of persons who have the ability and qualification to perform the jobs.

SELECTION

Job Analysis

Advertisement

Collection Of Applications

Scrutiny Of Application

Written Test

Psychological Test

Personal Interviews

Reference Check

Medical Examination

Final Selection for Appointment

PROCESS OF RECRUITMENT

1) Aptitude test.2) IQ or intelligence test.3) Personality test.4) Achievement test or Proficiency test or

Trade test.5) Interest test.6) Dexterity test.7) Graphology test.8) Polygraph test.

Types of Selection Tests.

9) Appraisal interview.

10) Exit interview.

11) Phychological interview.

12) Behavioural interview.

13) Situational interview.

1) Unstructured or Non-directive interview.2) Structured or Directive interview.3) Informal interview.4) Formal interview.5) Panel or Board interview.6) Group interview.7) Stress interview.8) Depth interview.

Types of Interview’s

RECRUITMENT1) MEANING - It is the process of searching

for prospective candidates for vacant jobs and encouraging them to apply for vacant jobs.

2) BASIC OBJECTIVE -It is to attract maximum

number of candidates so that more options are available.

3) SEQUENCE -It always precedes selection.

- It is the process of choosing/ selecting the right candidates and offering the jobs.

- It is to choose the best out of the available candidates.

- It always succeeds/ follows recruitment.

DISTINGUISH

SELECTION

RECRUITMENT

4) PROCESS -It is a positive process.5) TECHNIQUES

INVOLVED -Recruitment

techniques are not very intensive , requiring high skills.

6) AIM -Its aim is to attract

more and more candidates for vacant jobs.

- It is a negative process.

-In selection process, Highly specialized techniques are required.

- Its aim is to reject unsuitable candidates and pick up the most suitable people for the vacant jobs.

SELECTION