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Staffing - Management

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Management Function : Staffing

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Staffing - Management
Staffing is the process of filling positions/posts
in the organization with adequate and qualified
personnel .
Staffing is the process of acquiring, deploying,
and retaining a workforce of sufficient quantity
and quality to create positive impacts on the
organization's effectiveness
 According to McFarland,
“Staffing is the function by which managers build an
organization through the recruitment, selection, and
development of individuals as capable employees.”
 According to Koontz, O’Donnell and Heinz
Weihrich,
“The management function of staffing is defined as filling
position in the organization structure through identifying
workforce requirements, inventorying the people available,
recruitment, selection, placement, promotion, appraisal,
compensation, and training of needed people.”
Definitions
 All pervasive function of management.
 Dynamic function.
 Vast scope.
 To understand all function of in an
organization.
 To understand manpower planning so that
people are available at right time and at a
right place.
 To understand issues related to job analysis
and to overcome the problem.
Staffing - Management
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Staffing - Management

  • 2. Staffing is the process of filling positions/posts in the organization with adequate and qualified personnel . Staffing is the process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the organization's effectiveness
  • 3.  According to McFarland, “Staffing is the function by which managers build an organization through the recruitment, selection, and development of individuals as capable employees.”  According to Koontz, O’Donnell and Heinz Weihrich, “The management function of staffing is defined as filling position in the organization structure through identifying workforce requirements, inventorying the people available, recruitment, selection, placement, promotion, appraisal, compensation, and training of needed people.” Definitions
  • 4.  All pervasive function of management.  Dynamic function.  Vast scope.
  • 5.  To understand all function of in an organization.  To understand manpower planning so that people are available at right time and at a right place.  To understand issues related to job analysis and to overcome the problem.
  • 7.  Training and Development.  Effective Co-ordination.  Effective Recruitment & Placement.  Building effective human resource.
  • 8.  Optimum Use of Resource.  Enhances Corporate Image.  Job Satisfaction.
  • 9.  Manpower planning  Job analysis  Recruitment and selection  Training and Development  Performance appraisal
  • 10.  Hiring  Motivation  Employee maintenance  Human relations
  • 12.  India has ample supply of unskilled workers then highly qualified people.  Companies start to change their staffing policy and prefer less talented people.
  • 13.  Child labour is prohibited.  Provision are there relating to reservations for physically handicapped people.  Legal provision affects the staffing policy of an organization.
  • 14.  Employment of women for job involving physical exertion is usually avoided  Women are not offered jobs involving continuous travelling. 3. Socio-cultural factors
  • 15.  Employers have to face pressures from political parties or politicians as new recruitment.  Concept of Employment to “Sons of the soil” is getting popular in all countries.  External Influences affect the staffing policy of business unit.
  • 16.  Organizational Image  Past Practices  Size of the Organization  Organizational Business Plan
  • 19. Recruitment Process of locating, identifying, and attracting capable candidates Can be for current or future needs Critical activity for some corporations. What sources do we use for recruitment
  • 20. Meaning:-  Recruitment means to estimate the available vacancies in the organization and to make arrangements for their selection and appointment.  Recruitment is a positive function in which publicity is given to the jobs available in the organization and interested candidates are encouraged to submit applications for the selection.  In the recruitment, a pool of eligible and interested candidates is created for the selection of most suitable candidates. Recruitment
  • 21. Definitions  According to Edwin Flippo, “Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization.”
  • 22.  Vacancies due to promotions, transfers, retirement, termination, permanent disability, death and labour turnover.  Creation of new vacancies due to growth, expansion and diversification of business activities of an enterprise. New vacancies are also possible due to job specification. Need of Recruitment
  • 24. Internal Sources of Recruitment  Promotions  Transfers  Internal Notifications(Advertisement)  Former Employees
  • 25.  Campus Recruitment (Interview).  Press Advertisement.  Recruitment through Management Consultants and Private Employment Exchanges. External Sources of Recruitment
  • 26.  Deputation of Personnel.  Management Training Schemes.  Walk-ins, Write-ins and talk-ins. External Sources of Recruitment
  • 27. SELECTION A series of steps from initial applicant screening to final hiring of the new employee. Selection process. Step 1: Completing application materials. Step 2: Conducting an interview.
  • 28. Step 3: Completing any necessary tests. Step 4: Doing a background investigation. Step 5: Socialization Step 6: Deciding to hire or not to hire.
  • 29. Recruitment is the process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected. Selection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job. Recruitment & selection
  • 30. RECRUITMENT SELECTION  To attract maximum number To choose best out of the of candidates. available candidates.  It creates application pool It is a rejection process as large as possible. where few are selected.  Techniques are not very Highly specialized techniques intensive. are required.  Outcome is application Outcome is the candidate who pool. is offered job. Difference : Recruitment & selection
  • 31. Process RECRUITMENT SELECTION  Advertisement Screening of applications  Employment agencies Selection tests  On campus recruitment Interview  Deputation Checking of references  Employee recommendations Physical examination  Labor unions Approval by authority  Gate hiring Placement
  • 32. “Training is a short term process utilizing a systematic and organized procedure by which non managerial personnel learn technical knowledge and skills for a definite purpose”. “Development is a long term educational process utilizing a systematic and organized procedure by which managerial personnel learn conceptual and theoretical knowledge for general purpose”. Training & development
  • 33.  Increase In Efficiency  Increase In Morale Of Employees  Better Human Relations  Reduced Supervision  Increased Organizational Viability & Flexibility Importance of training & development
  • 34. Staffing is the most vital asset with an organization, without which it cannot move ahead in the competitive world. It can be equated with HR management as both have same sort of objectives. Staffing is an open system approach. It is carried out within the enterprise but is also linked to external environment. Conclusion
  • 36. Project By Group No. 122 - Jimit Doshi 149 – Nidhi Lania 119 – Maitri Dedhia 108 – Rishab Bohra 134 – Vibha Jain 138 – Mayur Kadam 144 – Sagar Khasia 133 – Monish Jain 120 – Rinkoo Dedhia 110 – Deepika Chauhan 143 – Mohit Khandolkar 113 – Hetal Choksi Group no. 3 &4