This document discusses the importance of staffing and outlines the key steps in the staffing process. It explains that staffing is important for efficient performance, effective use of resources, optimal use of human resources, motivation, and morale. The staffing process involves manpower planning, recruitment, selection, orientation, training and development, compensation, performance appraisal, and promotion/career planning. The overall goal is to put the right person in the right job.

1. Staffing
Right person at the Right
job
Made by : Bhupinder Kaur
Department of Commerce
SD COLLEGE, AMBALA CANTT

2. Importance of Staffing:
1. Efficient Performance of Other Functions
2. Effective Use of Technology and Other
Resources
3. Optimum Utilisation of Human Resources
4. Development of Human Capital
5. Motivation of Human Resources
6. Building Higher Morale

3. Contd
• Reduces Cost of
Production
• For Job Satisfaction
• For meeting Present and
Future Needs of
Employees
• For maintaining Co-
ordination among the
Employees
• Filling Skills Gaps
• Staff Retention
• Better Management
• Reputation and
Competition

5. 1.Manpower planning
• “Man power planning is
the process of
determining manpower
requirements and the
leans for meeting these
requirements in order
to carry out le
integrated plans of the
organization.”

7. 2. Recruitment
• Recruitment is a
positive process of
searching for
prospective
employees and
stimulating them
to apply for the
jobs in the
organisation..

9. 3. Selection
• The Selection is
the process of
choosing the most
suitable candidate
for the vacant
position in the
organization.

10. 4.Orientation
• Orientation refers to
introduction of new
employees to the existing
employees large
organisations organise
orientation programmes to
familiarize the new
employees with the existing
whereas in small
organisations superior takes
the new employees on round
and introduces him to the
existing employees.

11. 5.TRAINING& DEVELOPMENT
• It is any attempt to
improve current or
future employee
performance by
increasing an
employee’s ability to
perform through
learning, usually by
changing the
employee’s attitude or
increasing his or her
skills and knowledge.

12. 6. Compensation
• It refers to price of the job.
It includes pays, reward and
other incentives given to
employees. It includes direct
as well as indirect payments.
Direct payments such as
wages, salary, etc. Indirect
payments such as medical
facility, insurance, etc. The
managers must fix the right
compensation on the basis
of qualification, type of job,
etc.

13. 7. Performance Appraisal
• Performance appraisal
refers to evaluating the
performance of
employees against some
standards. The standards
are made known to
employees in advance.
Superiors prepare a
feedback report on the
basis of performance
appraisal.

14. 8. Promotion and Career
Planning
• Promotion refers to
being placed at a higher
job position with more
pay, job satisfaction and
responsibility. Generally
on the basis of feedback
report of employees’,
performance they are
given promotion and
opportunities for higher
job positions.