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    Staffing Staffing Presentation Transcript

    • Definition
      • Staffing is the function by which managers build an organization through the recruitment , selection and development of individuals as capable employees
    • Importance of Staffing
      • Filling organizational positions ( quality people )
      • Developing competencies
      • Retaining employees
    • 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
    • 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
    • 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
    • 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 )
    • Process of Job analysis
      • Defining the use of job analysis
      • Information collecting
      • Information processing
      • Job description & job specification
    • 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
    • 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 )
    • 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
      Job Evaluation
      • Job evaluation is defined as to calculate the actual worth of the job
    • 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