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Staffing - Management


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Management Function : Staffing

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Staffing - Management

  1. 1. Staffing is the process of filling positions/postsin the organization with adequate and qualifiedpersonnel .Staffing is the process of acquiring, deploying,and retaining a workforce of sufficient quantityand quality to create positive impacts on theorganizations effectiveness
  2. 2.  According to McFarland,“Staffing is the function by which managers build anorganization through the recruitment, selection, anddevelopment of individuals as capable employees.” According to Koontz, O’Donnell and HeinzWeihrich,“The management function of staffing is defined as fillingposition in the organization structure through identifyingworkforce requirements, inventorying the people available,recruitment, selection, placement, promotion, appraisal,compensation, and training of needed people.”Definitions
  3. 3.  All pervasive function of management. Dynamic function. Vast scope.
  4. 4.  To understand all function of in anorganization. To understand manpower planning so thatpeople are available at right time and at aright place. To understand issues related to job analysisand to overcome the problem.
  5. 5.  Training and Development. Effective Co-ordination. Effective Recruitment & Placement. Building effective human resource.
  6. 6.  Optimum Use of Resource. Enhances Corporate Image. Job Satisfaction.
  7. 7.  Manpower planning Job analysis Recruitment and selection Training and Development Performance appraisal
  8. 8.  Hiring Motivation Employee maintenance Human relations
  9. 9.  India has ample supply of unskilled workers thenhighly qualified people. Companies start to change their staffing policy andprefer less talented people.
  10. 10.  Child labour is prohibited. Provision are there relating to reservations for physicallyhandicapped people. Legal provision affects the staffing policy of anorganization.
  11. 11.  Employment of women for job involving physicalexertion is usually avoided Women are not offered jobs involving continuoustravelling.3. Socio-cultural factors
  12. 12.  Employers have to face pressures from political parties orpoliticians as new recruitment. Concept of Employment to “Sons of the soil” is gettingpopular in all countries. External Influences affect the staffing policy of businessunit.
  13. 13.  Organizational Image Past Practices Size of the Organization Organizational Business Plan
  14. 14. RecruitmentProcess of locating,identifying, andattracting capablecandidatesCan be for current orfuture needsCritical activity for somecorporations.What sources do we usefor recruitment
  15. 15. Meaning:- Recruitment means to estimate the available vacanciesin the organization and to make arrangements for theirselection and appointment. Recruitment is a positive function in which publicity isgiven to the jobs available in the organization andinterested candidates are encouraged to submitapplications for the selection. In the recruitment, a pool of eligible and interestedcandidates is created for the selection of most suitablecandidates.Recruitment
  16. 16. Definitions According to Edwin Flippo,“Recruitment is the process of searching forprospective employees and stimulating them toapply for jobs in the organization.”
  17. 17.  Vacancies due to promotions, transfers, retirement,termination, permanent disability, death and labourturnover. Creation of new vacancies due to growth, expansionand diversification of business activities of anenterprise. New vacancies are also possible due to jobspecification.Need of Recruitment
  18. 18. RecruitmentSourcesInternalSearchesEmployeeReferralsVoluntaryApplicantsEmploymentAgencies AdvertisementsSchoolPlacement
  19. 19. Internal Sources of Recruitment Promotions Transfers Internal Notifications(Advertisement) Former Employees
  20. 20.  Campus Recruitment (Interview). Press Advertisement. Recruitment through Management Consultants andPrivate Employment Exchanges.External Sources of Recruitment
  21. 21.  Deputation of Personnel. Management Training Schemes. Walk-ins, Write-ins and talk-ins.External Sources of Recruitment
  22. 22. SELECTIONA series of steps from initial applicant screening tofinal hiring of the new employee.Selection process.Step 1: Completing applicationmaterials.Step 2: Conducting an interview.
  23. 23. Step 3: Completing any necessarytests.Step 4: Doing a backgroundinvestigation.Step 5: SocializationStep 6: Deciding to hire or not tohire.
  24. 24. Recruitment is the process of finding and attractingcapable applicants for employment. The processbegins when new recruits are sought and ends whentheir applications are submitted. The result is a poolof applicants from which new employees are selected.Selection is the process of differentiating betweenapplicants in order to identify and hire those with agreater likelihood of success in a job.Recruitment & selection
  25. 25. RECRUITMENT SELECTION To attract maximum number To choose best out of theof candidates. available candidates. It creates application pool It is a rejection processas large as possible. where few are selected. Techniques are not very Highly specialized techniquesintensive. are required. Outcome is application Outcome is the candidatewhopool. is offered job.Difference : Recruitment & selection
  26. 26. ProcessRECRUITMENT SELECTION Advertisement Screening of applications Employment agencies Selection tests On campus recruitment Interview Deputation Checking of references Employee recommendations Physical examination Labor unions Approval by authority Gate hiring Placement
  27. 27. “Training is a short term process utilizing a systematicand organized procedure by which non managerialpersonnel learn technical knowledge and skills for adefinite purpose”.“Development is a long term educational processutilizing a systematic and organized procedure by whichmanagerial personnel learn conceptual and theoreticalknowledge for general purpose”.Training & development
  28. 28.  Increase In Efficiency Increase In Morale Of Employees Better Human Relations Reduced Supervision Increased Organizational Viability & FlexibilityImportance of training & development
  29. 29. Staffing is the most vital asset with an organization,without which it cannot move ahead in thecompetitive world. It can be equated with HRmanagement as both have same sort of objectives.Staffing is an open system approach. It is carried outwithin the enterprise but is also linked to externalenvironment.Conclusion
  30. 30. THANK YOU
  31. 31. Project By Group No.122 - Jimit Doshi149 – Nidhi Lania119 – Maitri Dedhia108 – Rishab Bohra134 – Vibha Jain138 – Mayur Kadam144 – Sagar Khasia133 – Monish Jain120 – Rinkoo Dedhia110 – Deepika Chauhan143 – Mohit Khandolkar113 – Hetal ChoksiGroup no. 3 &4