Staffing

Course title

Attracting human resources.

Developing human resources.

Maintaining human resources.

1) Human resource planning.

2) Recruiting human resources.

3) Selecting human resources.

1) Training and development.

2) Performance appraisal.

3) Performance feedback.

1. Determining compensation.

2. Determining planning.

3. Career planning.

Human resource planning is the process of anticipating and carrying out the movement of the people into, within, and out of the organization.

Forecasting the demand supply

Job analysis

Human resource planning.

Job analysis : determining the tasks, skills, abilities, and responsibilities needed to perform the job.

Job description: A job description is a list that a person might use for general tasks, or functions, and responsibilities of a position.

The job specification: the specification lists the skills, abilities, and other credentials needed to do the job. Job specification derived from job analysis.

Job analysis

Job description

The job specification

Forecasting human resource demand and supply: there are two types of forecasting human resource demand and supply:

1. Forecasting internal supply : the number and type of employees who will be in the firm at some future date.

2. Forecasting external supply: the number and type of people who will be available for hiring in the labour market at large.

Forecasting human resource

demand and supply.

Forecasting external supply

Forecasting internal supply

At higher level of the organization, managers plan for specific people and positions. They follow two most common technique.

1. Replacement chart: lists each important managerial position in the organization.

2. Employee information system: contains information on each employees.

Recruiting: recruiting is the process of attracting qualified persons to apply for the jobs that are open.

Internal recruiting

External recruiting

RecruitingInternal recruiting: considering current employees as applicants for higher-level jobs in the organization.

External recruiting: getting people from outside the organization to apply for jobs.

Two basic approaches to validation are :

1) predictive validation: predictive validation involves collecting the source of employees.

2)content validation: content validation uses logic and job analysis data to establish that the selection device measures the exact skill needed for successful job performance.

There are five step to select human resources:1. application blanks: application blanks is the first step in selecting human resources. Application blanks are an efficient method of gathering information.

2. Test: tests to ability, skill, aptitude, or knowledge that relevant to the particular job.

3. interview: this procedures introduces consistency into the interview procedure and allows the organization validate the content of the questions to be asked.

4. Assessment centers: this is a popular select manager, typical content is formed with six to twelve practicing

manager from different levels.

5. Other techniques: organization also use other selection techniques depending on the circumstances. For example-polygraph tests, drug tests, credit checks etc.

Most employees need additional training if they are to grow and develop in their jobs. There are three process of developing human resources, they are following:

1.Training and development.

2.Performance appraisal.

3.Performance feedback.

Training and development:

Training: teaching operational and technical employees how to do the job for which they were hired.

Development: teaching managers and professionals the skill needed for both present and future jobs.

There are three step for developing a training plan:1. Assessing training needs: the first step in developing a

training plan is to determine what needs exist.

2. Common training method: many different training and development method are available. Selection of method's depends on many considerations is called common training method.

3.Evaluation of training: the evaluation of employees attitudes or performance before and after training.

Performance appraisal:A formal assessment of how well an employee is doing his or her job.

a. Common appraisal method: two basic categories of appraisal methods commonly used in organization are-

1) objective measures of performance: object measure of performance include actual output scarp rate, dollar volume of sales, and number of claims processed.

2) judgment methods: Judgment methods include ranking and rating

techniques.b. Errors in performance appraisal: errors or biases can

occur in any kind of rating or ranking system.

Performance feedback:

The last step in most performance appraisal system is giving feedback to subordinates about their performance. this is usually done in a private meeting between the person being evaluated and his or her boss.

Three effectives requires in maintaining human resources, they are

Maintaining human resources.

Determining compensation. Determining

benefits.

Career planning.

Determining compensation:

There are three basic form of compensation, they are1. Wages: wages are hourly compensation paid to

operating employees.2. Salary: salary is a fixed amount paid to an employee

for work performed.3. Incentives: incentives represent special

compensation opportunities paid to performance.

To set up a successful system, management must make decisions about wage levels, the wage structure and the individual wage determination system.

Determination benefits:

Benefits are things of value other than compensation that

the organization provides to its workers.

Career planning:

A final aspect of maintaining human resources is career planning . Few people in the same jobs their entire careers, some people change jobs within one organization , other change organizations, and many do both . Thus planning career progressions in advance is in everyone’s best interests.