1) Human resource planning is the process by which an organization determines its current and future staffing needs to meet its strategic objectives. It involves forecasting demand and supply for human resources and developing strategies to ensure the right number of employees with the right skills are available at the right time. 2) Recruitment is the process of finding and attracting qualified candidates for job vacancies within an organization. It begins with identifying recruitment needs and ends when applicants are submitted for selection. Factors like organizational size, growth plans, and market conditions affect recruitment strategies. 3) Selection involves evaluating applicants to choose the best candidate for a role. It starts after recruitment and uses tools like screening interviews, tests, and background checks

1. PREPARED BByDr.SudharaniBanappagoudar
:
Dr Sudharani Banappagoudar

2. HUMAN RESOURCE
PLANNING( STAFFING)
DEFINITION
1. According to EW Vetter, Human resource
planning (HRP) is a process bywhich an
organization should move from its Current
manpowerposition to its desired manpower
position.
Dr Sudharani Banappagoudar

3. CONTD….
2. According to Leon C Megginson, human
resource Planning is an integrated approach to
performing the planning aspects of the
personnel function in order to havea sufficient
supply of adequately developed and motivated
people to perform theduties and tasks
required to meet organizational objectives and
satisfy the individual needs and goalsof
organizational members.
Dr Sudharani Banappagoudar

4. CONTD….
3. Staffing is the function bywhich
managers build an organization
through recruitment, selection, and
development of individuals as
capable employees. –
Mc Farland
Dr Sudharani Banappagoudar

5. HUMAN RESOURCE
INVENTORY
Name
Dateof birth
 Father's name/Husband's name
 Marital status
Post forwhich he/she is appointed
Qualification at the time of appointment
 Qualification acquired everyyear
Compensation
Dr Sudharani Banappagoudar

6. CONTD….
 Scale of pay
- Basic pay
- Promoted scale
- Personal pays if any
- Awardsand rewards, date month and year
- Anyothercompensation
Promotion
- Date, month and year
- Promoted position
- Reasons and grounds forthe promotions
Dr Sudharani Banappagoudar

7. CONTD….
Achievements if any
Languages known
Training given and attended
Numberof papers published
Punishment given and its details
 Sickness if anyand its details
 Capabilities
Numberof lecturesgiven outside
Performance rating
General problems faced by him/her.
Dr Sudharani Banappagoudar

8. STAFFING PATTERN AS PER
INC
1. Principal cum Professor- M.Sc. (N) with 15
yearsexperience after M.Sc.(N) outof which 12
years should be teaching experience with
minimum of 5 years in collegiate programme.
Ph.D. (N) is desirable
2. Vice- Principal cum Professor- M.Sc. (N) with
12 years experience after M.Sc.(N) out of which 10
years should teaching experience with minimum
of 5 years in collegiate programme.
Ph.D. (N) is desirable
Dr Sudharani Banappagoudar

9. CONTD….
3. Professor- M.Sc. (N) with 10 years experience
after M.Sc. (N) outof which 7 years should be
teaching experience.
Ph.D. (N) is desirable
4. Associate Professor- M.Sc. (N) with 08
years experience after M.Sc.(N) including 5
years teaching experience.
Ph.D. (N) desirable
Dr Sudharani Banappagoudar

10. CONTD….
5. Assistant Professor- M.Sc. (N) with 3
years experience after M.Sc. (N)
6. Tutor- M.Sc. (N) Or B.Sc. (N)/P.B.B.Sc.
(N) with 1 yearexperience
Dr Sudharani Banappagoudar

11. 1 Professor cum
PRINCIPAL
1 1
3 Professor 0 1
5 Assistant Professor 3 6
S.
No.
Designation B.Sc.(N)
40-60
(Students
intake)
B.Sc.(N)
61-100
(Students
intake)
2 Professor cum
VICE- PRINCIPAL
1 1
4 Associate Professor 2 4
6 Tutor 10-18 19-28
Dr Sudharani Banappagoudar

12. 1 Professor cum
PRINCIPAL
1
3 Professor 0
5 Assistant Professor 3 2
S.
No.
Designation B.Sc.(N)
40-60
intake)
P.B.B.Sc
(N)
(Students
intake)
(Students 61-100
2 Professor cum
VICE- PRINCIPAL
1
2
4 Associate Professor
10-18
Tutor
6 2-10
Dr Sudharani Banappagoudar

13. B.Sc.(N)
40-60
(Students
intake)
P.B.
B.Sc.(N)
61-100
(Students
intake)
M.Sc.(N)
10-25
(students
intake)
S.
No.
Designation
1 Professor cum
PRINCIPAL
1
3 Professor 0 1
2 Professor cum
VICE-
PRINCIPAL
4 Associate
Professor
1
2 1
5 Assistant 3 2 3*
Dr Sudharani Banappagoudar

14. B.Sc.(N)
40-60
(Students
intake)
P.B.
B.Sc.(N)
61-100
(Students
intake)
M.Sc.(N)
10-25
(students
intake)
1
1
0 1*
2 1*
3 2 3*
Designation GNM
20-60
Professorcum
PRINCIPAL
Professorcum
VICE-
PRINCIPAL
Professor
Associate
Professor
Assistant
Professor
Tutor 6-18 10-18
S.
No.
1
2
3
4
5
6 2-10
Dr Sudharani Banappagoudar

15. 0
Assistant
Professor
3
S.
No.
Designation B.Sc.(N)
40-60
intake)
P.B.
B.Sc.(N)
(Students
intake)
M.Sc(N)
10-25
(students
intake)
1 Professorcum
PRINCIPAL
1
3 Professor 1*
5 2 3*
ANM GNM
20-60 20-60
(Students 61-100
2 Professorcum
VICE-
PRINCIPAL
4 Associate
Professor
1
2 1*
6 Tutor 4-12 6-18 10-18 2-10
Dr Sudharani Banappagoudar

16. R E C R U I T M E N T
Dr Sudharani Banappagoudar

17. DEFINITION
1. Recruitment is the process of finding
and attracting capableapplicants for
employment. The process begins when
new recruits aresought and ends when
theirapplicants aresubmitted.
-William B Werther & K. Devis
Dr Sudharani Banappagoudar

18. CONTD….
2. Recruitment is a process todiscover
the sources of manpower to meet the
requirements of the staffing schedule
and toemploy effective measures for
attracting that manpower in adequate
numbers to facilitateeffectiveselection
of efficient working force.
- Yodar
Dr Sudharani Banappagoudar

19. FACTORS AFFECTING
RECRUITMENT
1. Size of the institution.
2. Numberof departments
3. Courses offered.
4. Specialization offered.
5. Employment conditions in thecommunity.
6. Working conditions, salary, and other
benefits.
7. Rateof growth of the institution.
8. Plan for the futureexpansion
9. Cultural, economic and legal forces, etc.
Dr Sudharani Banappagoudar

20. STEPS OF RECRUITEMENT
PROCESS
Preparation of the recruitment policyand
rules.
 Planning and assessment of recruitment
programs.
Demand forecasting.
 Determination of resourcesof recruitment.
Writing jobdescription and person
specifications.
Dr Sudharani Banappagoudar

21. CONTD….
Drafting the application formsand
instructions to the candidates
 Preparation of the advertisement and
release in the media.
Collecting filled up application forms.
Handing over to the selection
department.
Dr Sudharani Banappagoudar

22. RECRUITMENT POLICY
Serves as a guide to thinking and action of
those, who have to makedecision in the
course of accomplishment of theeducational
institution’s goal and as such here the
recruitmentof the teaching and, non-
teaching staff.
Asserts theobjectives of the recruitmentand
provides a framework of implementation of
the recruitment program in the form of
procedures.
Dr Sudharani Banappagoudar

23. A GOOD RECRUITMENT
POLICY MUST CONTAIN;
Institution's objectives.
Identification of the recruitment needs.
Preferred sources of recruitment.
Criteria of selection and preferences.
The cost of recruitmentand financial
implications.
Dr Sudharani Banappagoudar

24. SELECTION
Starts from the point, where the recruitment
is overorends.
 The selection process begins only after an
adequate number of applicants have been
secured through the recruitment.
The selection procedure is concerned with
securing relevant information aboutan
applicant.
Dr Sudharani Banappagoudar

25. CONTD…
• OBJECTIVE OF SELECTION PROCESS:
-Todeterminewhetheran applicant meets
thequalifications fora specific job
-Tochoose theapplicant, who is most likely
to perform well in that job.
Selection process starts with the initial
screening interview and concludeswith the
final employmentdecision.
Dr Sudharani Banappagoudar

26. CONTD…
Traditional selection procedures:
 Preliminary screening interview
Completion of application form
Employment tests
Comprehensive interview
Background investigations
Physical examination
Final employmentdecision to hire
Dr Sudharani Banappagoudar

27. STEPS IN SELECTION
PROCEDURE1.
Receipt of the application form from
the recruitment section.
2. Screening the applications
3. Preliminary interviews
4. Asking foradditional information
5. Tests if any
6. Interviews
Dr Sudharani Banappagoudar

28. CONTD….
7. Checking of references
8. Provisional selection
9. Final selection
10. Medical examination if any
11. Placement
12. Induction.
Dr Sudharani Banappagoudar

29. CONTD…
PLACEMENT
It is the determination of the job to which an
accepted candidate is to be assigned, and his
assignment to that job.
INDUCTION
induction is a technique by which a new
employee is rehabilitated into thechanged
surroundings and introduced to the practices,
policies and purposes of the institution.
Dr Sudharani Banappagoudar

30. OBJECTIVES OF INDUCTION
It leads to reduction of such
anxieties.
It helps minimize the reality shock
It helps to introduce the new
employee and the institution to
each other.
Dr Sudharani Banappagoudar

31. BIBLIOGRAPHY
1. Sudha. R. NURSING EDUCATION-
PRINCIPLES AND CONCEPTS. 1e. Haryana:
Jaypee Brothers Medical Publishers (P) Ltd;
2013.
PAGE NO: 344-353
2. Basavanthappa. B.T. NURSING
ADMINISTRATION. 2e. New Delhi: Jaypee
Brothers Medical Publishers (P) Ltd; 2009.
PAGE NO: 654
Dr Sudharani Banappagoudar

32. CONTD…
3. Www. Indian Nursing Council. Org
4. Www. Ncbi.nlm.nih.gov.pubmed/ 11291003
5. Www. Ncbi.nlm.nih.gov.pubmed/ 15494966
Dr Sudharani Banappagoudar

33. Dr Sudharani Banappagoudar

34. Dr Sudharani Banappagoudar