2. HUMAN RESOURCE
PLANNING( STAFFING)
DEFINITION
1. According to EW Vetter, Human resource
planning (HRP) is a process bywhich an
organization should move from its Current
manpowerposition to its desired manpower
position.
Dr Sudharani Banappagoudar
3. CONTD….
2. According to Leon C Megginson, human
resource Planning is an integrated approach to
performing the planning aspects of the
personnel function in order to havea sufficient
supply of adequately developed and motivated
people to perform theduties and tasks
required to meet organizational objectives and
satisfy the individual needs and goalsof
organizational members.
Dr Sudharani Banappagoudar
4. CONTD….
3. Staffing is the function bywhich
managers build an organization
through recruitment, selection, and
development of individuals as
capable employees. –
Mc Farland
Dr Sudharani Banappagoudar
5. HUMAN RESOURCE
INVENTORY
Name
Dateof birth
Father's name/Husband's name
Marital status
Post forwhich he/she is appointed
Qualification at the time of appointment
Qualification acquired everyyear
Compensation
Dr Sudharani Banappagoudar
6. CONTD….
Scale of pay
- Basic pay
- Promoted scale
- Personal pays if any
- Awardsand rewards, date month and year
- Anyothercompensation
Promotion
- Date, month and year
- Promoted position
- Reasons and grounds forthe promotions
Dr Sudharani Banappagoudar
7. CONTD….
Achievements if any
Languages known
Training given and attended
Numberof papers published
Punishment given and its details
Sickness if anyand its details
Capabilities
Numberof lecturesgiven outside
Performance rating
General problems faced by him/her.
Dr Sudharani Banappagoudar
8. STAFFING PATTERN AS PER
INC
1. Principal cum Professor- M.Sc. (N) with 15
yearsexperience after M.Sc.(N) outof which 12
years should be teaching experience with
minimum of 5 years in collegiate programme.
Ph.D. (N) is desirable
2. Vice- Principal cum Professor- M.Sc. (N) with
12 years experience after M.Sc.(N) out of which 10
years should teaching experience with minimum
of 5 years in collegiate programme.
Ph.D. (N) is desirable
Dr Sudharani Banappagoudar
9. CONTD….
3. Professor- M.Sc. (N) with 10 years experience
after M.Sc. (N) outof which 7 years should be
teaching experience.
Ph.D. (N) is desirable
4. Associate Professor- M.Sc. (N) with 08
years experience after M.Sc.(N) including 5
years teaching experience.
Ph.D. (N) desirable
Dr Sudharani Banappagoudar
10. CONTD….
5. Assistant Professor- M.Sc. (N) with 3
years experience after M.Sc. (N)
6. Tutor- M.Sc. (N) Or B.Sc. (N)/P.B.B.Sc.
(N) with 1 yearexperience
Dr Sudharani Banappagoudar
11. 1 Professor cum
PRINCIPAL
1 1
3 Professor 0 1
5 Assistant Professor 3 6
S.
No.
Designation B.Sc.(N)
40-60
(Students
intake)
B.Sc.(N)
61-100
(Students
intake)
2 Professor cum
VICE- PRINCIPAL
1 1
4 Associate Professor 2 4
6 Tutor 10-18 19-28
Dr Sudharani Banappagoudar
12. 1 Professor cum
PRINCIPAL
1
3 Professor 0
5 Assistant Professor 3 2
S.
No.
Designation B.Sc.(N)
40-60
intake)
P.B.B.Sc
(N)
(Students
intake)
(Students 61-100
2 Professor cum
VICE- PRINCIPAL
1
2
4 Associate Professor
10-18
Tutor
6 2-10
Dr Sudharani Banappagoudar
16. R E C R U I T M E N T
Dr Sudharani Banappagoudar
17. DEFINITION
1. Recruitment is the process of finding
and attracting capableapplicants for
employment. The process begins when
new recruits aresought and ends when
theirapplicants aresubmitted.
-William B Werther & K. Devis
Dr Sudharani Banappagoudar
18. CONTD….
2. Recruitment is a process todiscover
the sources of manpower to meet the
requirements of the staffing schedule
and toemploy effective measures for
attracting that manpower in adequate
numbers to facilitateeffectiveselection
of efficient working force.
- Yodar
Dr Sudharani Banappagoudar
19. FACTORS AFFECTING
RECRUITMENT
1. Size of the institution.
2. Numberof departments
3. Courses offered.
4. Specialization offered.
5. Employment conditions in thecommunity.
6. Working conditions, salary, and other
benefits.
7. Rateof growth of the institution.
8. Plan for the futureexpansion
9. Cultural, economic and legal forces, etc.
Dr Sudharani Banappagoudar
20. STEPS OF RECRUITEMENT
PROCESS
Preparation of the recruitment policyand
rules.
Planning and assessment of recruitment
programs.
Demand forecasting.
Determination of resourcesof recruitment.
Writing jobdescription and person
specifications.
Dr Sudharani Banappagoudar
21. CONTD….
Drafting the application formsand
instructions to the candidates
Preparation of the advertisement and
release in the media.
Collecting filled up application forms.
Handing over to the selection
department.
Dr Sudharani Banappagoudar
22. RECRUITMENT POLICY
Serves as a guide to thinking and action of
those, who have to makedecision in the
course of accomplishment of theeducational
institution’s goal and as such here the
recruitmentof the teaching and, non-
teaching staff.
Asserts theobjectives of the recruitmentand
provides a framework of implementation of
the recruitment program in the form of
procedures.
Dr Sudharani Banappagoudar
23. A GOOD RECRUITMENT
POLICY MUST CONTAIN;
Institution's objectives.
Identification of the recruitment needs.
Preferred sources of recruitment.
Criteria of selection and preferences.
The cost of recruitmentand financial
implications.
Dr Sudharani Banappagoudar
24. SELECTION
Starts from the point, where the recruitment
is overorends.
The selection process begins only after an
adequate number of applicants have been
secured through the recruitment.
The selection procedure is concerned with
securing relevant information aboutan
applicant.
Dr Sudharani Banappagoudar
25. CONTD…
• OBJECTIVE OF SELECTION PROCESS:
-Todeterminewhetheran applicant meets
thequalifications fora specific job
-Tochoose theapplicant, who is most likely
to perform well in that job.
Selection process starts with the initial
screening interview and concludeswith the
final employmentdecision.
Dr Sudharani Banappagoudar
26. CONTD…
Traditional selection procedures:
Preliminary screening interview
Completion of application form
Employment tests
Comprehensive interview
Background investigations
Physical examination
Final employmentdecision to hire
Dr Sudharani Banappagoudar
27. STEPS IN SELECTION
PROCEDURE1.
Receipt of the application form from
the recruitment section.
2. Screening the applications
3. Preliminary interviews
4. Asking foradditional information
5. Tests if any
6. Interviews
Dr Sudharani Banappagoudar
28. CONTD….
7. Checking of references
8. Provisional selection
9. Final selection
10. Medical examination if any
11. Placement
12. Induction.
Dr Sudharani Banappagoudar
29. CONTD…
PLACEMENT
It is the determination of the job to which an
accepted candidate is to be assigned, and his
assignment to that job.
INDUCTION
induction is a technique by which a new
employee is rehabilitated into thechanged
surroundings and introduced to the practices,
policies and purposes of the institution.
Dr Sudharani Banappagoudar
30. OBJECTIVES OF INDUCTION
It leads to reduction of such
anxieties.
It helps minimize the reality shock
It helps to introduce the new
employee and the institution to
each other.
Dr Sudharani Banappagoudar
31. BIBLIOGRAPHY
1. Sudha. R. NURSING EDUCATION-
PRINCIPLES AND CONCEPTS. 1e. Haryana:
Jaypee Brothers Medical Publishers (P) Ltd;
2013.
PAGE NO: 344-353
2. Basavanthappa. B.T. NURSING
ADMINISTRATION. 2e. New Delhi: Jaypee
Brothers Medical Publishers (P) Ltd; 2009.
PAGE NO: 654
Dr Sudharani Banappagoudar
32. CONTD…
3. Www. Indian Nursing Council. Org
4. Www. Ncbi.nlm.nih.gov.pubmed/ 11291003
5. Www. Ncbi.nlm.nih.gov.pubmed/ 15494966
Dr Sudharani Banappagoudar