Staffing is an important managerial function that involves acquiring and retaining a qualified workforce. It includes recruiting, selecting, training, and developing employees. The staffing process begins with analyzing job requirements and writing job descriptions. This involves studying each job and documenting its key duties, responsibilities, qualifications, and skills needed. Once job analysis is complete, the organization can start recruiting applicants and reviewing qualifications. The final step is selecting and hiring the best candidate that meets all requirements for the open job position.

1. Professor & Lawyer
Puttu Guru Prasad
VIVA-VVIT

2. Professor & Lawyer
Puttu Guru Prasad
B.Com., M.Com., M.Phil., M.B.A., PGDFTM., AP.SET.,
M.Phil., DRMS., L.L.B., ICFAI TMF., DIRM., L.L.M.,
Pre PhD (PhD)from JNTUK.,
“Diploma in Psychology from YALE
University”
MHRDI’s IIC Ambassador
NSS Certified Program Officer, (A.U)
Senior Faculty for Business Studies, Economics, Accounts
Head, Board of Administration & Management Science,
Bhagavad Gita & CLAT Program Coordinator,
Commerce Department, VIVA-VVIT, Nambur,
My Blog: puttuguru.blogspot.in

3. Professor & Lawyer
Puttu Guru Prasad

5. •Staffing function is
the most important
Managerial function
along with Planning,
Organizing,
Directing and
Controlling.

7. STAFFING

9. It is the process of Recruiting,
Selecting and Training of men.
STAFFING

10. acquiring, deploying, and
retaining a workforce of
sufficient quantity and quality to
create positive impacts on the
organization's effectiveness.
STAFFING

11. NATURE OF
STAFFING

12. Staffing is an important managerial function-
Staffing function is the most important
managerial act along with planning,
organizing, directing and controlling. The
operations of these four functions depend
upon the manpower which is available
through staffing function.
NATURE OF STAFFING

13. Staffing is a pervasive activity- As
staffing function is carried out by
all managers and in all types of
concerns where business
activities are carried out.
NATURE OF STAFFING

14. Staffing is a continuous activity-
This is because staffing function
continues throughout the life of
an organization due to the
transfers and promotions that
take place.
NATURE OF STAFFING

15. The basis of staffing function is efficient
management of personnel- Human resources
can be efficiently managed by a system or
proper procedure, that is, recruitment,
selection, placement, training and
development, providing remuneration, etc.
NATURE OF STAFFING

16. done effectively through proper
recruitment procedures and then
finally selecting the most
suitable candidate as per the job
requirements.
NATURE OF STAFFING

17. Staffing is performed by all managers
depending upon the nature of business, size
of the company, qualifications and skills of
managers,etc. In small companies, the top
management generally performs this
function. In medium and Large scale
enterprise, it is performed especially by the
personnel department of that concern.
NATURE OF STAFFING

18. Professor & Lawyer
Puttu Guru Prasad

20. Because of development of Information Technology and Software new sector is created

21. “Our assets walk out of
the door each evening.
We have to make sure
that they come back the
next morning” (Narayana
Murthy, CEO, Infosys).

22. Human resources represent the collective
expertise, innovation, leadership, entrepreneurial
and managerial skills endowed in the employees
of an organization.”
As a knowledge intensive company, Infosys
recognizes the value of its human assets in
maintaining its competitive position.
It realizes that these assets can easily walk away,
as competitors in India and abroad covet its IT
talent.
Consequently, the challenge facing Infosys is how
to attract, retain and develop its human assets in
a highly competitive and dynamic environment?

23.  Narayana Murthy, known for his leadership and
vision is the public image of Infosys.
 His leadership style is humble and straight-forward,
quite uncommon in the world of Indian business.
 He believes in sharing wealth with his employees
and in leading by example.
 In a knowledge-based business like Infosys, he sees
the importance of consistency in rhetoric and
action in empowering employees.
 He is credited with creating a culture of closeness
and empowerment at Infosys.
 His management style, rare among Indian business
leaders, is based on western management.

24.  The foundation of any organization is the
talented and hardworking people, who are
the principal assets of any firm.
 It is an established fact that the growth of an
organization requires the continual infusion of
quality staff.
 Thus, adequate staffing or the provision for
appropriate human resources is an essential
requirement for any organization's success.
 It is, therefore, believed that an organization
can achieve its objectives only when it has the
right persons in the right positions.

25.  Staffing has been described as the
managerial function of filling and
keeping filled the positions in the
organization structure.
 This is achieved by, first of all, identifying
requirement of work force, followed by
recruitment, selection, placement,
promotion, appraisal and development
of personnel, to fill the roles designed
into the organization structure.

26.  Today, staffing may involve any combination
of employees including daily wagers,
consultants and contract employees.
 Staffing recognizes the importance of every
single person employed by an organization as
it is the individual worker, who is the ultimate
performer.
 Staffing function must be performed
efficiently by all organizations.
 If right kind of employees are not available, it
will lead to wastage of materials, time, effort
and energy, resulting in lower productivity
and poor quality of products.

27. Why is there a need of
RECRUITMENT?

28. About ITC
ITC is one of India's foremost private
sector companies with a market
capitalization of nearly US $ 35
billion, (Rs.2,80,000Crores)(as on
30.06.2020) and Gross Sales Value of
US $ 10.74 billion (as on 31.03.2020)
with presence in FMCG, Hotels,
Packaging, Paperboards & Specialty
Papers, Agri & IT Businesses.

30. "As professional managers, we are undoubtedly
inspired by the larger contribution to society
that is implicit in the growth aspirations of
our Company. The environment is getting ever
more challenging. I draw comfort from the
quality and commitment of our human capital.
I am confident that our compelling vision ,
robust strategies and world-class execution
capabilities will continue to give Team ITC
the winning edge and be a source of fulfilment
to our corporate life."
- Y.C. Deveshwar-- ITC

31. Professor & Lawyer
Puttu Guru Prasad

32. STEPS IN
RECRUITMENT

33. Why is there a need of
RECRUITMENT?

35. Studying the Different Jobs in
the Company and Writing Job
Descriptions and Specifications (JOB
ANALYSIS)
JOB ANALYSIS REPORT for a BANK MANAGER POST

36. Requisition of New
Employee

38. Process of Job Analysis
Definition: The Job Analysis is a systematic
process of gathering complete information
about the job duties and responsibilities
required to perform a specific job.
The job analysis is concerned only with the job
and not with the job holders, but however, the
information about the job is gathered from the
incumbents.
Ex:- Reliance company is planning to enter into Telecommunications
division with a name JIO. Now the management has to decide on
what type of employees it is needed, based upon that the
management will conduct the job analysis.

40. •Defining the objectives: The foremost
step in the process of job analysis is
defining the objective of the job analysis.
The objective could be either of the
following:
•Redesign the job description
•Revise the compensation program
•Change the organization structure
•Redesign the job in a particular
department. Once the objective is
selected, it should be well communicated
to the top management because with its
support only, the changes can be made in

41. Preparing the job Analysis: After setting an
objective, the kind of jobs that are to be
analyzed are selected, whether the clerical
jobs, managerial jobs, division specific job,
etc.
Also, the members who are included in the
analysis and the methods to be used are
identified.
At this stage, the complete review of the
existing job description is done to have a fair
insight of the duties, responsibilities,
organization chart, working conditions,
hazards, etc. that exist in a particular set of

42. Performing the Job Analysis: The next
stage in the process of job analysis is to
perform or begin with the job analysis.
Here, the sufficient time should be allotted
for collecting the job details from the
employees. The information from the
employees can be collected through
questionnaires, interviews, or through an
observation method.
Once the information gets collected it
needs to be sorted on the basis of its
nature, division, department.

43. Designing Job Descriptions and
Job Specifications:
At this stage, the job analyst prepares a
draft of the job description and the
specifications.
After sorting of the information, the
changes that need to be made in the
jobs is identified and is written on paper.
Once the draft gets prepared, it is
circulated to the managers, supervisors,
and the employees.

44. Control Job Descriptions and Job
Specifications: This is the last step in the
process of job analysis wherein the job
descriptions, and the specifications are timely
checked and modified according to the
changing needs of the organization.
The job analysis results in the job
description and the job specification. The Job
description comprises of job duties, the level of
responsibilities, working conditions, etc. and
whereas the job specification tells about the
skills, education, background, qualification,
training, communication skills required to

46. Actual Recruitment of
Applicants
STAFFING STEP 3

47. VERY VERY
IMPORTANT