UNIT - 6

STAFFING

Business Studies - XII

TOPICS COVERED

STAFFING
 Concept and Importance of Staffing
 Staffing as a part of HRM / Understand the Specialised Duties &
Activities performed by HRM
 Staffing Process
 Meaning & Sources of Recruitment
 Merits & Demerits of Internal & External Sources of Recruitment
 Meaning & Process of Selection
 Understand the Concept of Training & Development
 Discuss on the job and off the job training
 Appreciate the Importance of Induction Training, Vestibule Training,
Apprenticeship Training and Internship Training
 Differentiate between Training & Development
STAFFING

MEANING
 Filling and Keeping Filled Posts with People.

 It maintains coordination between the post and the Individual and

Includes:
 Recruitment

 Selection

 Training

 Promotions

 Transfers. etc
 “Our Assets
walk out of the Door each evening
we have to make sure that they come back the next morning.”
- - Narayana Murthy,

- CEO Infosys
STAFFING

CHARACTERISTICS

 Related to Human Being

 Separate managerial Function
 Essential at all Managerial Level
 Related to Social Responsibility
 Effects of Internal and External
Environment
STAFFING

IMPORTANCE

 Discovering and Obtaining Competent

Personnel
 Better Performance
 Continuous Survival and Growth of Enterprise
 Optimum Utilization of Human Resource
 Improvement of Job Satisfaction & Morale of
Employees
HUMAN RESOURCE MANAGEMENT

 Branch of Management which is Concerned with the Recruitment,

Selection, Development and Optimum use of Employees

 Ensures availability of Efficient Human Resource Available in the

Company

 Ensures that every employee makes his maximum contribution to

the achievement of business goals
STAFFING AS A PART OF HRM

SPECIALIZED DUTIES & ACTIVITIES OF HRM

 Recruitment, etc.
 Providing Expert Services
 Developing Compensation and Incentive Plans
 Handling Grievances and Complaints
 Providing of Social Security and Welfare of Employees
 Defending the Company in Law Suits
 Keeping Personnel Records
 Developing the Organizational Structure
STAFFING PROCESS

1.Estimating the manpower requirement

2. Recruitment
STAFFING PROCESS

3. Selection

4. Placement and Orientation

STAFFING PROCESS

5. Training and development

6. Performance appraisal
STAFFING PROCESS

7. Promotion and career planning

8. Compensation
RECRUITMENT

MEANING
“Process of searching for prospective employees and stimulating them
to apply for job in the organization.”
SOURCES OF RECRUITMENT : INTERNAL

MEANING
It refers to inviting applications for filling up the vacancies from candidates
within the organization.

TYPES
• Transfer
• Promotion
• Lay-off
SOURCES OF RECRUITMENT : INTERNAL

MERITS
 Increase in motivation
 Industrial peace
 Easy selection
 No need of induction
 Adjustment of surplus employees
 Economical source
SOURCES OF RECRUITMENT : INTERNAL

DEMERITS
 Stop the entry of young blood
 Employees become lethargic
 Not available in new organization
 Sense of competition among employees hampered
 Frequent transfer hit productivity negatively
 Economical source
SOURCES OF RECRUITMENT : EXTERNAL

MEANING
It refers to inviting applications for filling
up the vacancies from candidates outside
the organization.

TYPES
 Direct Recruitment  Campus Recruitment
 Casual Callings  Recommendations
 Media Advertisements  Labour Contractors
 Employment Exchanges  Telecasting
 Placement Agencies  Web publishing
 Management Consultants /Head Hunters
SOURCES OF RECRUITMENT : EXTERNAL
MERITS
 Qualified personnel
 Wider choice
 Fresh talent
 Competitive spirit
 Less chances of favoritism

DEMERTIS
• Dissatisfaction among existing staff
• Lengthy process
• Costly process
• Chances of wrong selection
• Increase in labour turnover
SELECTION

MEANING
“Process of Screening Job Applicants to ensure that the Most Appropriate
Candidates are hired.”
SELECTION PROCESS

1. Preliminary Screening

S 2. Selection Test
E
L 3. Employment Interview
E P
C R 4. Reference and Background Check
T O
I C
5. Selection Decision
O E
N S
S 6. Medical Examination

7. Job Offer

8. Contract of Employment
SELECTION PROCESS
1.Preliminary Screening
 Preliminary Interview
Face to face interaction between the interviewers and the applicant with a view to find
the suitability of candidates as per the job.

 Filling up the blank application forms

Forms include information about qualification, Personal Information, Minimum
Acceptable Salary, References etc.
SELECTION PROCESS

2.Selection Tests
 Intelligence Test
It is used to measure the IQ.
 Aptitude Test
It is used to measure the individuals
potential for learning new skills.
 Personality Test
It is used to know clues to a person’s YOU MUST KNOW
emotions, etc. The difference b/w
 Trade Test Aptitude Test & Trade
It is used to measure the existing skills. Test is that former
measure the potential
 Interest Test
to acquire skills and
It is used to know the pattern of interest the later actual skill
or involvement. possessed.
SELECTION PROCESS
3.Employment Interview
Conduct to see the looks of the candidate, way of talking, his conduct
and temperament, his interests, presence of mind etc.
4.Reference and Background Check
Information about the candidate is gathered from his references, his
past and present employers.
5.Selection Decision
Opinion of concerned manager is sought
6.Medical Examination
Candidate is put to medical examination to check physical fitness.
7.Job offer
Appointment letter is handed over to the candidate
8.Contract of Employment
In the last a contract of employment is signed by both the parties
which includes job title, responsibilities, date of regular service etc.
TRAINING AND DEVELOPMENT

Training:
It refers to any process by which the Aptitude, skills and Abilities of
employees to perform specific jobs are increased.

Development:
It refers to the learning opportunities designed to help employees grow.
TRAINING

FEATURES
 Expense on training is Investment not Wastage
 Relates to a Special Job
 Beneficial to both - Organization and Employees
 Continuous Process
 Training and Development are different
 Training and Education are different
IMPORTANCE OF TRAINING

IMPORTANCE FOR THE ORGANIZATION

 Most economical & the best use of material & equipments

 Improvement in Quality and Quantity of Output
 Less Requirement of Supervision
 Reduced Labour Turnover and Absenteeism
 Improvement in Adaptability
IMPORTANCE OF TRAINING

IMORTANCE FOR THE EMPLOYEES

 Increase in Capacity and Efficiency

 Increase their Market Value
 Fewer Accidents
 Job Satisfaction
METHODS OF TRAINING
ON-THE-JOB TRAINING
It refers to that method of training the basic theme of which is
‘LEARNING WHILE DOING’. This method is applied to the workplace.
 Induction Training
It refers to acquaint the newly appointed employees
with their jobs and the organization.
 Apprenticeship Programmes
It refers to that training method where the trainee is
put under the guidance of an expert to acquire higher
level skills.
 Internship Training
It refers to that training which is imparted jointly by both the educational and business
organizations to create a balance between theoretical and practical knowledge of their
members.
METHODS OF TRAINING
OFF-THE-JOB TRAINING

It refers to that method of training the basic theme of which is

‘LEARNING BEFORE DOING’. This method is used away from the
workplace.

 Vestibule Training
It refers to the training method under which training is imparted, away from the
work floor, with the help of equipments and machines identical to those at the
place of work.
EMPLOYEE DEVELOPMENT

MEANING
A process designed to develop skills necessary for future work
activities.

FEATURES
 Related to managers

 More focused on future

 Emphasis on all round development

 Used to develop hidden talent

 Train employees for accepting challenging

jobs.
EMPLOYEE DEVELOPMENT

NEED
 To make the managers able to handle
more responsibilities
 To prepare ways of promotion for the
managers
 To create ability in the managers for
taking effective decisions
 To increase the market value of managers
TRAINING V/S DEVELOPMENT

Basis of
Training Development
Difference
1. Meaning Process to increase both Learning process.
knowledge and skill.

2. Purpose To develop special skill To develop total

related to the particular personality of a person.
job.
3. Job or Career Job oriented process Career oriented process

4. Scope Limited Broad

Just a subset of Training is just a subset
development of it
5. Nature Related to work Related to person