STAFFING <ul><li>Human Assets – Understanding of  </li></ul><ul><li>Human Resource Accounting – Rensis Likert & team </li>...
STAFFING The Process of Staffing: <ul><li>Identifying the work-force requirement </li></ul><ul><li>Inventorying the existi...
STAFFING Staffing Function – An overview. <ul><li>Organization  </li></ul><ul><li>plans </li></ul>Enterprise  plans No. & ...
HRM & SELECTION <ul><li>Skills & Personal characteristics needed in Managers </li></ul><ul><li>Analytical and problem solv...
Performance Appraisal <ul><li>Appraisal   is a tool to measure performance in accomplishing goals and plans as well as per...
HRM & SELECTION <ul><li>The Peter principle:  </li></ul><ul><li>Managers tend to be promoted to the level of their incompe...
HRM & SELECTION <ul><li>The Selection Process: </li></ul><ul><li>Establishing the selection criteria. </li></ul><ul><li>Ap...
HRM & SELECTION <ul><li>The Selection Process: </li></ul><ul><li>The info about the applicant should be  valid  and  relia...
Performance Appraisal <ul><li>Appraisal   by  TEAM EVALUATION APPROACH: </li></ul><ul><li>Selection of job related criteri...
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Staffing

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Staffing

  1. 1. STAFFING <ul><li>Human Assets – Understanding of </li></ul><ul><li>Human Resource Accounting – Rensis Likert & team </li></ul><ul><li>Success or Failure of an enterprise – depending on its staffing. </li></ul><ul><li>Staffing is defined as the function of filling and keeping filled the positions in the organization structure. </li></ul>
  2. 2. STAFFING The Process of Staffing: <ul><li>Identifying the work-force requirement </li></ul><ul><li>Inventorying the existing personnel </li></ul><ul><li>Recruiting </li></ul><ul><li>Selecting </li></ul><ul><li>Placing </li></ul><ul><li>Promoting </li></ul><ul><li>Appraising </li></ul><ul><li>Career Planning </li></ul><ul><li>Compensating </li></ul><ul><li>Training & Development. </li></ul>
  3. 3. STAFFING Staffing Function – An overview. <ul><li>Organization </li></ul><ul><li>plans </li></ul>Enterprise plans No. & kind of managers required Manager Inventory Analysis of present and future needs for managers External & Internal sources Recruitment Selection Placement Promotion Separation Appraisal Career Planning Training & Dev. Leading & Controlling
  4. 4. HRM & SELECTION <ul><li>Skills & Personal characteristics needed in Managers </li></ul><ul><li>Analytical and problem solving abilities </li></ul><ul><li>Desire to Manage </li></ul><ul><li>Communication skills </li></ul><ul><li>Empathy </li></ul><ul><li>Integrity & Honesty </li></ul><ul><li>Past performance as a manager </li></ul>
  5. 5. Performance Appraisal <ul><li>Appraisal is a tool to measure performance in accomplishing goals and plans as well as performance as a manager. </li></ul><ul><li>Appraising managers against variable objectives. </li></ul><ul><li>Appraisals : Self Appraisal </li></ul><ul><li>Appraisal by peers </li></ul><ul><li>Appraisal by superiors </li></ul><ul><li>Reviews: Comprehensive reviews, Periodic reviews and continuous monitoring. </li></ul><ul><li>Merits and Demerits of Appraisal against Verifiable objectives. </li></ul><ul><li>The proof of pudding is in its eating. </li></ul><ul><li>Impact of situational factors. </li></ul>
  6. 6. HRM & SELECTION <ul><li>The Peter principle: </li></ul><ul><li>Managers tend to be promoted to the level of their incompetence. </li></ul><ul><li>Recruiting involves attracting candidates to fill the positions in the organization structure. – Job requirements, public image, outside sources,…… </li></ul><ul><li>Selecting an employee is choosing from among the candidates the one who is best suited to the position requirements. </li></ul><ul><li>Selection approach v/s Placement approach </li></ul><ul><li>(Specified position is filled with a suitable person) v/s </li></ul><ul><li>(Person is fitted with his SWOT known into a position created or designed) </li></ul>
  7. 7. HRM & SELECTION <ul><li>The Selection Process: </li></ul><ul><li>Establishing the selection criteria. </li></ul><ul><li>Applications stage </li></ul><ul><li>Screening interviews </li></ul><ul><li>Tests – Different types (Intelligence, Aptitude/Proficiency, Vocational, Personality) </li></ul><ul><li>Final Interview/s </li></ul><ul><li>Verification of info furnished </li></ul><ul><li>Physical examination </li></ul><ul><li>Offering the job </li></ul><ul><li>Limitations of selection --- </li></ul><ul><li>Orientation / Socializing new employees – Adoption of appropriate role behaviors and adjustment ot the norms& values of the work group </li></ul>
  8. 8. HRM & SELECTION <ul><li>The Selection Process: </li></ul><ul><li>The info about the applicant should be valid and reliable. </li></ul><ul><li>When the data measures what is intended to be measured, it is valid and while reliability measures the accuracy and consistency of the measurement. </li></ul><ul><li>Assessment Centers: </li></ul><ul><li>Not a physical location but a technique used to select and promote managers from within. </li></ul><ul><li>Activities in an assessment center: Conducting psychological tests, </li></ul><ul><li>Management games, in-basket exercises, GDs, Seminars, Report writings, presentations, ….. </li></ul>
  9. 9. Performance Appraisal <ul><li>Appraisal by TEAM EVALUATION APPROACH: </li></ul><ul><li>Selection of job related criteria </li></ul><ul><li>Development of examples of observable behavior </li></ul><ul><li>Selection of 4 - 8 raters (Peers, Associates, Supervisors, Immediate supervisor) </li></ul><ul><li>Preparation of the rating forms applicable to the job </li></ul><ul><li>Filling up of the forms by the raters </li></ul><ul><li>Consolidation of ratings by different raters </li></ul><ul><li>Analysis of the results and Preparation of the report </li></ul>

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