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Transcript

  • 1. STAFFING
  • 2. Definition
    • Staffing is the function by which managers build an organization through the recruitment , selection and development of individuals as capable employees
  • 3. Importance of Staffing
    • Filling organizational positions ( quality people )
    • Developing competencies
    • Retaining employees
  • 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. 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. 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. 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. Process of Job analysis
    • Defining the use of job analysis
    • Information collecting
    • Information processing
    • Job description & job specification
  • 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. 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. 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
  • 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