It's all about staffing , understand the topic and I'll give you quiz

1. 1

2. Definition and Nature of 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.
2

3. Human Resource Management Process
Human
Resource
Planning
Recruitment
or Downsizing
Selection
of Employees
Orientation
Training and
Development
Performance
Appraisals
Safety and
Health
Compensation
and Benefits
Competent High-Performing Workers

4. The Legal
Environment of HRM
Affirmative Action
Employment Training Retention

5. Human Resource
Planning
Making a Future
Assessment
Making a Current
Assessment
Designing a Future
Program

6. Traditional
Recruiting
Sources
Internal
Searches
Employee
Referrals
Employee
Leasing
Temp
Services
Employment
Agencies
Advertisements
School
Placement

7. 7
Selection
Devices
Performance
Simulations
Written
Tests

8. The Effectiveness of Interviews
• Prior knowledge about an applicant
• Attitude of the interviewer
• The order of the interview
• Negative information
• The first five minutes
• The content of the interview
• The validity of the interview
• Structured versus unstructured interviews

9. Well-Matched
Applicants
Realistic
Expectations
Increased
Commitment
Realistic
Job Previews

10. Employee Orientation
Smooth Insider-Outsider Transition
Improve Work Performance
Minimize Resignations

11. Employee Training
• Determine strategic goals
• Identify essential tasks
• Determine critical behaviors
• Assess deficiencies in skills,
knowledge, and abilities

12. Training
Methods
Job
Rotation
Simulation
Exercises
Classroom
Lectures
Understudy
Assignments
Vestibule
Training
Films
and Videos

13. Multiperson
Graphic
Rating Scales
Critical
Incidents
Written
Essay
BARS
Performance Appraisal Methods
360-Degree
Appraisal
MBO

14. Employee
Counseling
Discipline
Problems
Performance
Problems on the Job

15. Compensation Administration
• Knowledge, skills, abilities
• Authority and responsibility
• Nature of the business
• The environment
• Geographic location
• Performance levels
• Seniority
• Compensation philosophy

16. Determining
Benefits
Determining
Pay Levels
Administration of
Employee Compensation

17. Compensation & Benefits
Program Objectives
 Attract the right people
 Employee incentives
 Retain valued employees
 Maintain competitiveness
 Financial security for employees

18. Pay Systems
 Salary
 Hourly wage and daywork
 Piecework system
 Commission plans
 Bonus plans
 Profit-sharing plans
 Gain-sharing plans
 Stock options

19. Employee Relations
 Good Employee Relations—providing fair
and consistent treatment to all employees
 Employee relations representatives
 Member of the HR department
 Ensures that company policies are followed
 Advises supervisors and employees on
specific employee relations problems
 May help develop employee relations
policies

20. Employee Movement
Promotion/Reassignment
Termination
Retirement
Resignation

21. Firing
Layoffs
and Attrition
Transfers
Reduced
Workweeks
Job
Sharing
Early
Retirements
Downsizing Options

22. Two Basic Categories of Rewards
Non-compensation rewards:
Those beneficial factors related to the work situation
and well-being of each employee. Provide adequate
resources to do the job. Allowing the people control
over their own activities.
Compensation rewards:
Those given in return for acceptable performance or
effort. They can include nonfinancial compensation
such as recognition and opportunities for growth and
promotion.