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STAFFING
Definition
• Staffing is the function by which managers build an
organization through the recruitment , selection and
deve...
Importance of Staffing
• Filling organizational positions ( quality people )
• Developing competencies
• Retaining employe...
Factors affecting Staffing
• Nature of competition
• Legal factors
• Socio cultural factors
• External factors
• Internal ...
Job Analysis
• Job analysis is a process of collecting and analyzing data
relating to a job
• It includes :
1 – operations...
Job Description
• Document providing information regarding tasks, duties,
and responsibilities of job
• In other words it ...
Job Specification
• A statement of the minimum qualifications required for
a job is called job specification
• It includes...
Process of Job analysis
• Defining the use of job analysis
• Information collecting
• Information processing
• Job descrip...
Process Of Job Analysis
The process of job analysis is a data collection process :
• Organizing & planning for the program...
CONTD.
• Redesigning the job ( if necessary )
• Preparing job descriptions (information collected must
be processed i.e it...
Job Evaluation
• Job evaluation is defined as to calculate the actual worth
of the job
Job Design
• Job design is defined ...
Methods of Job Design
• Job Simplification implies breaking down of job into
small subparts so that employees can do these...
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Staffing

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Transcript of "Staffing"

  1. 1. STAFFING
  2. 2. Definition • Staffing is the function by which managers build an organization through the recruitment , selection and development of individuals as capable employees
  3. 3. Importance of Staffing • Filling organizational positions ( quality people ) • Developing competencies • Retaining employees
  4. 4. Factors affecting Staffing • Nature of competition • Legal factors • Socio cultural factors • External factors • Internal factors  Size of organization Organizational image  Past practices Organizational business plan
  5. 5. Job Analysis • Job analysis is a process of collecting and analyzing data relating to a job • It includes : 1 – operations and tasks involved(like timing) 2 – location , physical settings 3 – duties involved 4 – material and methods involved 5 – relation with other jobs 6 – personal attributes required
  6. 6. Job Description • Document providing information regarding tasks, duties, and responsibilities of job • In other words it discloses what , how and why the job is to be done • The main object of job description is to differentiate it from other jobs and to set out its outer limits • It includes : activities to be performed , job location , duties and responsibilities , machines/tools/materials , working conditions , nature of supervision , relation to other jobs
  7. 7. Job Specification • A statement of the minimum qualifications required for a job is called job specification • It includes : 1 - physical characteristics(height , age , weight , age ) 2 – psychological characteristics ( emotional stability ) 3 – mental characteristics ( intelligence , memory ) 4 – personal characteristics ( education , family background job experience )
  8. 8. Process of Job analysis • Defining the use of job analysis • Information collecting • Information processing • Job description & job specification
  9. 9. Process Of Job Analysis The process of job analysis is a data collection process : • Organizing & planning for the programme (to decide who will be incharge of the programme and must assign responsibilities to the designated persons ) • Obtaining current job design information(to obtain information concerning the current design of the job) • Conducting “ need research ” (analyst should investigate to determine which managers or staff people ) • Establishing priorities in the jobs to be analyzed ( human resource department should identify the jobs and priority of each job ) • Collecting job data
  10. 10. CONTD. • Redesigning the job ( if necessary ) • Preparing job descriptions (information collected must be processed i.e it is a statement showing the details of the activities of a job ) • Developing job specification ( specification is also prepared on the basis of information calculated )
  11. 11. Job Evaluation • Job evaluation is defined as to calculate the actual worth of the job Job Design • Job design is defined as what an employee actually does on the job • The main objective of job design is to integrate the needs of the individual and the requirements of the organization
  12. 12. Methods of Job Design • Job Simplification implies breaking down of job into small subparts so that employees can do these jobs without much specialized training • Job Rotation is shifting of employees from one job to another job within a working group so that there is some variety and relief from the boredom of routine) • Job Enlargement is the process of increasing the scope of a job by adding more tasks to it. • Job Enrichment involves designing a job in such a way that it provides the worker greater autonomy for planning and controlling his own performance
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