Chapter 5 - Staffing

CHAPTER 5 - STAFFING
1
LEARNING OBJECTIVES:
Nature of Staffing
Steps in the recruitment and selection process
Recognize the different training programs
Identify the policy guidelines on compensation/wages and performance
Discuss the importance of employee relations
Differentiate various employee movements
Adopt effective rewards system

2
Introduction
The process of acquiring, deploying, and

retaining a workforce of sufficient quantity
and quality to create positive impacts on
the organization’s effectiveness.
3
"Staffing means filling and
keeping filled, positions in
the organization structure."
Harold Koontz
4
Nature of Staffing
Staffing is an important managerial function.
Staffing is a pervasive activity.
Staffing is a continuous activity.
The basis of staffing function is efficient
management of personnel.
Staffing helps in placing right men at the right
job.
Staffing is performed by all managers.
5
Factors Affecting Staffing
INTERNAL ENVIRONMENT EXTERNAL ENVIRONMENT
Promotion policy Labor Laws
Future Growth plans of Organization Pressure from Socio-political group
Technology Used Competition
Support from Top Management Educational Standards
Image of the Organization Other external factors
6
Staffing Process
• Manpower
• Recruitment
• Selection
• Orientation and Placement
• Training and Development
• Remuneration
• Performance Evaluation
• Promotion and transfer
7
Manpower Planning
• Manpower Planning which is also called as Human
Resource Planning consists of putting right number
of people, right kind of people at the right place,
right time, doing the right things for which they are
suited for the achievement of goals of the
organization
8
Steps in Manpower Planning
• Analysing the current manpower
– Type of organization
– Number of departments
– Number and quantity of such departments
– Employees in these work units
• Making future manpower forecasts-
– Expert Forecasts
– Trend Analysis
– Work Load Analysis
– Work Force Analysis
• Developing employment programmes
• Design training programmes 9
Importance of Manpower Planning
• Key to managerial functions
• Efficient
• Motivation
• Better human relations
• Higher productivity
10
Obstacles in Manpower Planning
• Under Utilization of Manpower

• Degree of Absenteeism
• Lack of Education and Skilled Labour
• Manpower Control and Review
– Productivity = Output / Input.
– Employee Productivity = Total Production / Total
no. of employees
11
RECRUITMENT AND SELECTION
PROCESS
12
Types of Recruitment
1. Internal Recruitment- is a recruitment which takes
place within the concern or organization. Internal
sources of recruitment are readily available to an
organization.
a) Transfers
b) Promotions
c) Re-employment of ex-employees
13
Continued..
2. External Recruitment- External sources of recruitment have

to be solicited from outside the organization. But it involves
lot of time and money.
a) Employment at factory level
b) Advertisement
c) Employment exchanges
d) Employment agencies
e) Educational Institutions
f) Recommendations
g) Labor contractors
14
Employee Selection Process
Employee Selection is the process of putting right

men on right job. It is a procedure of matching
organizational requirements with the skills and
qualifications of people.
15
Different Process
Tests
Interviews
Assessment Centers 16
Interviews
• Every manager hired or promoted by a company is
interviewed by one or more people.
• Techniques used to improve the interviewing process-

-Interviewer-What to look for?
-Should be prepared to ask the right questions
-Conducting multiple interviews
-Just one aspect of selection
17
Tests
• Primary aim of testing is to obtain data about applicants that
help predict their probable success as managers.
• Some of the commonly used tests-

 Intelligence tests
 Proficiency and aptitude tests
 Vocational tests
 Personality tests
18
Assessment Centers
• A technique for selecting and promoting managers.
• The usual center approach is to have candidates take part in a

series of exercises.
• During this period, they are observed and assessed by

psychologists or experienced managers.
• A typical assessment center-

a) Various psychological tests
b) Management games
c) “In-basket” exercises 19
Difference between Recruitment and
Selection
Recruitment Selection
It is an activity of establishing contact It is a process of picking up more
between employers and applicants. competent and suitable employees.
It encourages large number of It attempts at rejecting unsuitable

Candidates for a job. candidates.
The candidates have not to cross over

Many hurdles have to be crossed.
many hurdles.
It is a positive approach. It is a negative approach.
It proceeds selection. It follows recruitment.
20
DIFFERENT TRAINING
PROGRAMS
21
Placement
• Once the candidates are selected for the required job, they
have to be fitted as per the qualifications.
• Placement is said to be the process of fitting the selected
person at the right job or place, i.e. fitting square pegs in
square holes and round pegs in round holes.
• Once he is fitted into the job, he is given the activities he has
to perform and also told about his duties.
22
Orientation
• During Orientation employees are made aware about the
mission and vision of the organization
• Generally the information given during the orientation
programme includes-
 Employee’s layout
 Type of organizational structure
 Departmental goals
 Organizational layout
 General rules and regulations
 Standing Orders
 Grievance system or procedure
23
Training of Employees
• Training of employees takes place after orientation takes
place. Training is the process of enhancing the skills,
capabilities and knowledge of employees for doing a
particular job.
• Training process moulds the thinking of employees and leads
to quality performance of employees. It is continuous and
never ending in nature.
24
Importance of Training
• Training is crucial for organizational development and success.
• It is fruitful to both employers and employees of an
organization. An employee will become more efficient and
productive if he is trained well.
• It also-
 Improves morale of employees
 Less supervision
 Chances of promotion
 Increased productivity
25
Employee Remuneration
• Employee Remuneration refers to the reward or
compensation given to the employees for their work
performances.
• Remuneration provides basic attraction to a employee to
perform job efficiently and effectively.
• There are mainly two types of Employee Remuneration
 Time Rate Method
 Piece Rate Method
26
Any Questions?
27
ESSAY
Using 2-3 sentences, discuss the
statement:
"Staffing means filling

and keeping filled,
positions in the
organization structure."
28
Group activity
1. If you are the manager of the business, how will you
choose your employees?
2. For you, what is the best way of training program to
employees?
3. Is staffing only important to managers? Why or why
not?
4. What do you think is the best way of selecting
employees based on the given selection process?
5. Except in business, how can you apply the concept
of staffing?
29
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CHAPTER 5 - STAFFING

Steps in the recruitment and selection process

Recognize the different training programs

Identify the policy guidelines on compensation/wages and performance

Discuss the importance of employee relations

Differentiate various employee movements

Adopt effective rewards system

The process of acquiring, deploying, and

Promotion policy Labor Laws

Future Growth plans of Organization Pressure from Socio-political group

Technology Used Competition

Support from Top Management Educational Standards

Image of the Organization Other external factors

• Under Utilization of Manpower

2. External Recruitment- External sources of recruitment have

Employee Selection is the process of putting right

• Techniques used to improve the interviewing process-

• Some of the commonly used tests-

• The usual center approach is to have candidates take part in a

• During this period, they are observed and assessed by

• A typical assessment center-

It encourages large number of It attempts at rejecting unsuitable

The candidates have not to cross over

It is a positive approach. It is a negative approach.

It proceeds selection. It follows recruitment.

"Staffing means filling

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