Shailesh Vishvakarma
Div: - B Roll No. 48
STAFFING
Definition of Staffing
“Staffing means filling and keeping filled, posi...
Shailesh Vishvakarma
Div: - B Roll No. 48
Rewards good work of current employees
Is cost-effective
Improves morale
Can ass...
Shailesh Vishvakarma
Div: - B Roll No. 48
Your company will most likely have a higher retention rate from properly inducti...
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Staffing

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Staffing

  1. 1. Shailesh Vishvakarma Div: - B Roll No. 48 STAFFING Definition of Staffing “Staffing means filling and keeping filled, positions in the organisation structure.” Harold Koontz Factors Affecting Staffing The internal factors affecting staffing: Promotion policy Future growth plans Technology used Support from top management Image of organisation The external factors affecting staffing: Labor laws Pressure from socio-political groups Competition Educational standards What is Staffing? Human resource management (HRM), or staffing, is the management function devoted to acquiring, training, appraising, and compensating employees. In effect, all managers are human resource managers, although human resource specialists may perform some of these activities in large organizations. Solid HRM practices can mold a company's workforce into a motivated and committed team capable of managing change effectively and achieving the organizational objectives. Steps in Staffing 1. Recruitment Recruitment its purpose is to provide a large enough group of candidates so that the organization will be able to select the qualified employees it needs. Two Kinds of Recruitment General Recruiting Specialized Recruiting Recruitment is farther subdivided in:- I. Internal Recruitment Internal recruiting the processes of searching within the organization for qualified candidates to fill a vacant role job. Advantages
  2. 2. Shailesh Vishvakarma Div: - B Roll No. 48 Rewards good work of current employees Is cost-effective Improves morale Can assess known past performance Can result in succession of promotions Disadvantages Can produce organizational inbreeding; candidates may have alimited perspective Places heavy burden on training and development May cause political infighting forpromotions II. External Recruitment This refers to the filling of job vacancies from outside the business (contrast with internal recruitment). Most businesses engage in external recruitment fairly frequently, particularly those that are growing strongly, or that operate in industries with high staff turnover. Advantages Brings new ideas/talent into the organization get needed competencies Helps organization get needed competencies Provides cross-industry insights May reduce training costs(experienced hired) Helps organization meet equal employment opportunity/affirmative action goals Disadvantages May result in misplacements Increases recruitment costs May cause morale problems for internal candidates Requires longer orientation or adjustment time 2. Selection Selection involves evaluating and choosing among job candidates. Application forms, resumes, interviews, employment and skills tests, and reference checks are the most commonly used aids in this 3. Indication An induction programme is the process used within many businesses to welcome new employees to the company and prepare them for their new role. Advantages
  3. 3. Shailesh Vishvakarma Div: - B Roll No. 48 Your company will most likely have a higher retention rate from properly inducting employees since the process is your new employees' first impression of what their jobs and corporate atmosphere will be like. According to Business Balls, proper induction acts as reinforcement to new hires that they made the right choice by coming to work for you. Depending on the nature of your business, individual inductions may work better than group inductions, so you can more quickly bring hires up-to-date on the rules and expectations within the departments they will be working in. Equipping your hires with this knowledge will also make them more independent as workers. Disadvantages Improper induction can cost your organization by resulting in poor employee retention. For example, if an employee feels confused or lost after her induction process, she may or may not ask for help depending on her personality. In this situation, she may either make mistakes until she gets protocol right, or may take co-workers away from their work to train her with each problem versus being trained before beginning work. This creates a disadvantage in terms of employee efficiency, which may translate into poor company productivity. 4. Training and Development Training and Development designed to educate employees beyond the requirements of their present position so that they will be prepared for promotion and able to take a broader view of their role in the organization. Advantages The training is done during work hours. Training is customized to the specific needs of the individual and his or her pace of learning. The unique ways of the company are taught. This type of training is specific to the company’s training needs. Training can be done at the learning pace of the individual. Disadvantages Training may be subject to interruptions that make it difficult for the individual to learn. It may interfere with work in progress. The person doing the training may not be a good trainer. It takes longer than the other ways of training and development. Employees may have to take time off work to attend. 5. Placement Placement is understood as the allocation of people to the job

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