Report on Staffing - Organization and Management

1. STAFFING
ELIJA B. CASAFRANCISCO, RMT

2. STAFFING
• Staffing is the process of filling
positions/posts in the
organization with adequate
and qualified personnel.
• Staffing is the process of
acquiring, deploying, and
retaining a workforce of
sufficient quantity and quality
to create positive impacts on
the organization’s
effectiveness.

3. STAFFING
According to McFarland:
Staffing is the function by which managers
build an organization through the
recruitment, selection, and development of
individuals as capable employees.
According to Koontz, O’Donnell
and Heinz Weihrich:
The management function of staffing is
defined as filling position in the organization
structure through identifying workforce
requirements, making an inventory of the
people available, recruitment, selection,
placement, promotion, appraisal,
compensation, and training of needed people.

4. IMPORTANCE OF STAFFING
FUNCTION
Discovering and obtaining
competent employees for
various job.
Improve the quantity and
quality of output by putting
right man for right job.
Improves job satisfaction of
employees.
Reduces cost of personnel
by avoiding wastage of
human resource.

5. CHARACTERISTICS OF STAFFING
People-Centered Human Skills Continuous
Function
Responsibility of
Manager

6. FACTORS AFFECTING
STAFFING
INTERNAL FACTORS
• Organizational Image
• Size of Organization
• Technological Factors
• Nature of Human Resource

7. FACTORS AFFECTING
STAFFING
EXTERNAL FACTORS
• Political Factors
• Economic Factors
• Social Factors
• Legal Factors

8. NATURE OF STAFFING
1. Staffing is an
important managerial
function:
Most important managerial act
along with planning,
organizing, leading, and
controlling. The operations of
these four functions depend
upon the manpower which is
available through staffing
function.

9. NATURE OF STAFFING
2. Staffing is a
pervasive activity:
As staffing function is
carried out by all
managers and in all
types of concerns where
business activities are
carried out.

10. NATURE OF STAFFING
3. Staffing is a
continuous activity:
This is because staffing
function continues
throughout the life of an
organization due to the
transfers and promotions
that take place.

11. NATURE OF STAFFING
4. Staffing helps in placing
right men at the right job:
It can be done effectively
through proper recruitment
procedures and then finally
selecting the most suitable
candidate as per the job
requirements.

12. NATURE OF STAFFING
5. Staffing is performed by
all managers:
Depending upon the nature
of business, size of the
company, qualification and
skills of managers, etc. In
small companies, the top
management generally
performs this function.

13. RECRUITMENT SELECTION PLACEMENT
STAFFING
PROCESS

14. RECRUITMENT

15. RECRUITMENT
According to Flippo:
Recruitment is the process of attracting
potential employees and stimulating them
to apply for the jobs in the organization.

16. SOURCES OF RECRUITMENT
Source of
Recruitment
Internal Sources
External Sources

17. INTERNAL METHOD OF
RECRUITMENT
INTERNAL
SOURCES
Promotion Transfer
s
Lay offs
Employe
e
Referrals
Internal
Notifications

18. INTERNAL RECRUITMENT
ADVANTAGES DISADVANTAGES
Motivating for performance Inbreeding or no innovation
Promotion opportunities Politics within organization
Assessment of potential Need a strong management and leadership
development
Inspires morale and loyalty

19. EXTERNAL METHOD FOR
RECRUITMENT
EXTERNAL
SOURCES
MEDIA
ADVERTISIN
G
EMPLOYME
NT
AGENCIES
RECRUITER
S
JOB FAIRS
INTERNSHIP
S
WALK-INS

20. EXTERNAL RECRUITMENT
ADVANTAGES DISADVANTAGES
New insights and ideas Loss of time (adjustment period)
Existing hierarchy remains intact Current staff do not apply
Diversity Fit is sometimes an issue
New energy Cost

21. SELECTION

22. SELECTION
A series of steps from initial applicant screening to final hiring
of the new employee.

23. SELECTION PROCESS
• Completing application materials.
• Conducting a preliminary interview.
• Completing necessary exams or tests.
• Conduct background investigation or checking references.
• Conduct final interview.
• Decision
• Job offer and negotiation.

24. Completing necessary exams or tests.
PSYCHOLOGICAL TESTING
TYPES:
a. Mental Ability Test/Intelligence Quotient Test: consists of
general questions on abstract reasoning, linguistic, and
numerical abilities.
b. Aptitude Test: includes clerical, mechanical, sales, and
dexterity tests, among oftentimes determine specific abilities
that are required in fields of specialization.
c. Personality Test: a measure of patterns of behaviour such as
cooperation, initiative, dependability, responsibility, and
sociability.

25. Conduct background investigation or checking references
SCREEN INTERVIEW AND BACKGROUND CHECK
TYPES:
1. Panel Job Interview
2. Behavioral/Experience-Based Interview
3. Structured Interview
4. Unstructured Interview

26. PLACEMENT

27. PLACEMENT
Putting the candidate in position
1. Post-selection considerations: the HR
department prepares the pre-employment
requirements.
2. Hiring: the candidate is now hired and given
a particular date to report.
3. Signing of employment contract: contains the
position title, date employed, conditions of
employment, starting salary, and a summary
of the job responsibilities.

28. COMPENSATION
A package of financial and nonfinancial benefits the employee
receives for his/her contribution rendered by the organization.
It consists of all forms of monetary and non-monetary rewards/pay
provided by the employer to the employees for services contributed
by them towards organizational objectives.

29. OBJECTIVES OF COMPENSATION
REWARD
EMPLOYEES ON
THE BASIS OF
THEIR ABILITIES,
TRAINING, AND
CONTRIBUTION
MOTIVATE THE
EMPLOYEES
TOWARDS
INCREASING
PRODUCTIVITY
IMPROVE
PRODUCTIVITY
ALSO UNION
MANAGEMENT
RELATIONS
CONTROL COST RETAIN
EMPLOYEES

30. PRINCIPAL TECHNIQUES OF WAGE
FIXATION
1. Preserving real income
2. Based on labour productivity
3. The capacity of business to afford
wage increase
4. The capacity of the economy to
absorb wage increase
5. Supply and demand of labour
6. Prevailing market rate
7. Living wage

31. END OF PRESENTATION