3. The Staffing Function
Activities in HRM
related with
seeking, attracting
and hiring qualified
people
It is made of several
factors like:
Strategic HR
planning
Recruiting
selection
4. 1. Strategic HR planning
Strategic HR planning is forecasting the future work force needs of an
organization
It is a process by which an organization ensures that it has the right number
and kind of people, capable of effectively and efficiently completing the
organizational tasks
5. Forecasting the Workforce
Goals and
Objectives
Mission
Strategy
Structure/
Design
People
•Determining the business type
•Setting goals and objectives
•How goals will be achieved
•What jobs to be done and by whom
•Matching knowledge, skills, and
abilities to required job
6. 1. Strategic HR planning
The number of managers required in any organization depends upon its:
Size : how big or small the organization
is
more people needed in big organizations and
comparatively less people in small
organizations
Nature: simple or complex
more people in complex and less people in
simple organization
7. 1. Strategic HR planning
Plans for expansion
more people are needed to run new units and
branches
Turnover rate of managerial employees
more people needed if turnover rate is high
Number of managers retiring in near
future
People needed in their replacement
Technological changes in the organization
requiring new hiring
8. Job Analysis
Job analysis is a systematic way of finding activities
within a job
Similar activities are placed in one group
Also, the necessary knowledge and skills are identified
required for the job
The purpose of job analysis is to find and make job
description, job specifications and job evaluation
9. Outcomes of Job Analysis
Job Description Job Specification Job Evaluation
Job Analysis
Activities to be done Importance of the job
Qualification required
10. Job Description
Also called as the Term of Reference
A job description is a written statement of what the job
holder is expected to do, how it is done, under what
condition and why
It includes the job title, duties to be performed, and
the authority and responsibilities of the jobholder
Example
Job title: Benefits Manager
Reports to: Director, Human Resource
Functions: Manages employee benefits program
Duties and Responsibilities: Details of the tasks
11. Job Specification
Job specification refers to the minimum qualification a
candidate must possess to perform the job successfully
May include information on education, skills, experience,
abilities, and some personal characteristics like weight
and height (as in Army)
It is also in written form
The purpose of this is to encourage potential job
candidates to apply
Also, to discourage non-qualifying candidates
12. Job Evaluation
Job evaluation specifies the relative value of
each job in the organization
Provides basis for comparison for having an
equal compensation program i.e. jobs requiring
similar level of skills, knowledge, and abilities
should be equally paid
The information is for the use of HR
Department only
13. 2. Recruiting (1)
It is the process of seeking sources for job candidates
Its objectives are to inform the job candidates about the vacancy
and to receive as many applications as possible
The more applications received, the better the chances for finding
a suitable candidate.
Recruitment sources are:
Internal Search:
The Internal data base of the company
Employees referral and recommendations
External Sources:
Advertisement in the newspaper, company website and internet
Colleges and Universities:
Professional Organizations in HR services
Previous applications, lay-offs, part time workers
14. 2. Recruiting (2)
Where to look for potential job candidates?
From inside the organization :
The development function enables an organization to have the right number of people when they
are needed
Job positions are advertised through inter office memos, internal communication and on the
company notice board
Some organizations maintain a Human Resource Information System [HRIS]
From outside the organization:
Attracting potential job candidates through job advertisement in the newspaper, company website
and on the internet
15. 3. Selection (1)
Once we have short listed the candidates, the selection
process starts, that consists of:
1. The initial screening interview: to eliminate the unmatched candidates
2. Completing the application form: company specific application form to get specific information
3. Employment tests: assignments to test the skills and abilities of the potential candidates
4. Comprehensive interview: to get in-depth information about the candidate
16. 3. Selection (2)
5. Background investigation: the process of verifying information
candidate has provided
6. Conditional job offer: a job offer with some conditions
7. Medical or physical examination: a check-up to determine an
applicant’s physical fitness for job performance
8. Permanent job offer: a formal letter offering job to the finalized
candidate
