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  • 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 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. 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