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STAFFING
• Introduction
• Importance
• Recruitment and Selection
 Need of recruitment
 Methods and sources of recruitment
• Process of Selection
• Training and Development
 Methods of training
• Performance Appraisal
INTRODUCTION
• Staffing is the managerial function of recruitment, selection, training, developing,
promotion and compensation of personnel.
• Staffing may be defined as the process of hiring and developing the required personnel to
fill in the various positions in the organization. It involves estimating the number and type
of personnel required.
• Staffing is the process of identifying, assessing, placing, developing and evaluating
individuals at work.
Definition:
According to Koontz and O’Donnell:
• “The managerial function of staffing involves mannring the organizational structure
through proper and effective selection, appraisal and development of personnel to fill the
roles designed into the structure.”
• Staffing is defined as, “Filling and keeping filled, positions in the organizational structure.
This is done by identifying work-force requirements , inventorying the people available,
recruiting, selecting, placing, promotion, appraising, planning the careers, compensating,
training, developing existing staff or new recruits, so that they can accomplish their tasks
effectively and efficiently.”
IMPORTANCE OF STAFFING
• Staffing helps in discovering and obtaining competent and personnel for various
jobs.
• It helps to improve the quantity and quality of the output by putting the right
person on the right job.
• It helps to improve job satisfaction of employees.
• It facilitates higher productive performance by appointing right man for right job.
• It reduces the cost of personnel by avoiding wastage of human resources.
• It facilitates growth and diversification of business.
• It provides continuous survival and growth of the business through development of
employees.
RECRUITMENT AND SELECTION
• Recruiting involves attracting candidate to fill the positions in the
organization structure. Before recruiting, the requirement of positions
must be clearly identified. It makes easier to recruit the candidates from
outside. Enterprises with a favorable public image find it easier to attract
qualified candidates.
Definitions –
• Mc Fariand, “The term recruitment applies to the process of attracting
potential employees of the company” .
• Flippo, “Recruitment is the process of searching prospective employees
and stimulating them to apply for the jobs in the organization” .
Thus recruitment may be considered as a positive action as it involves
attracting the people towards organization.
Need of recruitment : The need of recruitment may arise due to following
situations:
• Vacancies due to transfer, promotion, retirement, permanent disability
or death of worker.
• Creation of vacancies due to expansion, diversification or growth.
Methods and sources of recruitment:
According to ‘Dunn and Stephens’ recruitment methods can be classified into three
categories :
1. Direct Methods
2. Indirect Methods
3. Third Party Methods
• Direct Methods include travelling visitors to educational and professional
institutions, employee’s contacts with public and manned exhibits and waiting
lists.
• Indirect Methods include advertising in newspaper radio, in trade and
professional journals, technical journals, brochures etc.
• Third Party Methods includes the use of commercial and private employment
agencies, state agencies, placement offices of the colleges and universities, and
professional association recruiting firms.
Sources of Recruitment
• The various sources of recruitment may be classified as
1. Internal sources or from within the organisation
2. External sources or recruitment from outside.
• Internal sources – Many organisations in India give preference to people within
the company because the best employees can be found from within the
organisation itself. Under this policy, if there is any vacancy the persons already
working in the organisation are appointed to fill it. This method is followed mostly
in Government organisations.
• External sources or recruitment from outside – Internal sources may not always
fulfill the needs of an organisation. Naturally, most of the concerns have to look for
the external sources for recruitment the required number of employees with the
requisite qualifications.
The external sources of recruitment include.:
• Direct Recruitment – Many organizations having one separate department called
personnel department to select right employees. For that organisaton may receive
direct applications from the candidate. The technical and clerical staff is appointed
in this way.
• Recruitment through the jobbers or Intermediaries – In India mostly unskilled
or illiterate workers are recruited through this method. Under this system the
intermediary keeps a vital link between workers and employers. They are always
willing to supply the required number of workers.
• Recruitment at the factory gate – Mostly unskilled workers are appointed
through this method. Under this system, large number of unemployed workers
assemble at the factory gate for employment. The factory manager, or labour
superintendent or some other official may select the necessary workers.
• Recruitment through advertisement – This is most common method for
recruiting skilled workers, clerical staff, managerial personnel, technical personnel.
The vacancies are advertised in the popular daily newspapers and applications are
invited from the persons having required qualifications.
• Recruitment through the recommendation of the existing employees – The
existing employees recommend the suitable names for the employment.
• Recruitment from colleges or universities or educational institutions – This
method is used in some enterprises or Government department, when the
recruitment of persons required for administration and technical personnel.
• Recruitment through employment exchange – The workers who want help in
finding jobs make their registration in the nearest employment office where details
are recorded. Employment exchanges are the special offices for bringing together
those workers who are in need of employment.
Other methods –
• Badli Control system or Decasualisation of labour – It means efforts taken for
regularizing the system or recruitment by means of controlling substitute of badli
labour. Under this system, on the first day of each month, special badli cards are
given to a selected number of persons who are advised to present themselves every
morning at the factory when temporary vacancies are filled up from amount them.
• Contract labour – Under this method contractor supplies labours to the industrial
enterprises according to their requirement.
SOURCE OF RECRUITMENT
Internal sources of Recruitment
sources from within
the organization
Promotion
Transfer
Demotion
Layout
Retirement
VRS
External sources of Recruitment
Direct Recruitment
Recruitment through the jobbers
Recruitment at the factory gate
Recruitment through advertisement
Recruitment on the basis of
recommendations of the existing staff
Recruitment from colleges or
universities
Recruitment through employment
exchange
Other methods:
- Badli Control system or
Decasualization of labour
- Contract Labour
PROCESS OF SELECTION
Selection means the taking up the different workers by various acts from the application
forms invited through different sources of internal and external sources.
• According to Dale Yoder, “Selection is the process in which candidates by
employment are divided into two classes those who are to be offered employment
and those who are not.”
Selection Procedure :
Selection of workers is regarded as a policy matter. Every enterprise has its
own policy for recruitment. The following procedure is adopted.
1. Receiving and screening the application : After receiving the applications have to
be screened. In this process the applications of candidates without the requisite
qualification are rejected.
2. Sending the Blank application form : After preparing the list of candidates
suitable for job, blank application forms will be sent to the candidates. In this
application form information should be given about the name and address of the
candidate, educational qualification, experience, salary expected etc.
3. Preliminary Interview : The interviewer has to decide whether the applicant is fit
for job or not. By this interview the appearance, attitudes, behaviour of the
candidate can be known easily.
i. Administering Tests : Different types of test may be undertaken. Tests are
conducted for the knowledge of personal behaviour, efficiency of work and
interest. Generally, following types of tests are conducted.
a. Achievement Test
b. Aptitude test
c. Trade Test
d. Interest Test
e. Intelligence Test etc.
ii. Checking References on Investigation of Previous History : Applicants are
generally asked to give names of at least two persons to whom the firm may make
a reference.
4. Interviewing : Interview is the most important step in the selection procedure. In
interview, the intimation given in the application form is checked. Interview helps
in finding out the physical appearance and mental alertness of the candidate and
whether he possesses the required qualities.
• Interviews may be of various kinds these are:
a. Direct Interview
b. Indirect Interview
c. Patterned Interview
d. Stress interview
e. Systematic in – depth interview
f. Board of panel interview
g. Group interview
5. Final Selection : On the basic of results of previous interview the candidate is
informed whether he/she is selected for the said post or not.
TRAINING AND DEVELOPMENT
Meaning:
Training is an instrument of developing the employees by increasing their
skills and improving their behavior. Technical, managerial skills are needed by the
employees for performing the jobs assigned to the.
Training is required to be given to new employees as well as existing employees.
The methods to be used for training and the duration for which training
should be given is decided by the management according to the objectives of the
training, the number of persons to be trained and the amount of training needed
by the employees.
Training leads to overall personal development. The major outcome of
training is learning. Trainees learn new habits, new skills, useful information that
helps to improve their performance.
Definition:
According to Flippo:
“Training is an act of increasing the knowledge and skill of an employee for doing a
particular job.”
 Importance of training and development:
• Reduction in learning time
• Better performance
• Reduced supervision
• Increases Morale of the employees
• Facilitates organizational stability and flexibility
• Develops employees skills, talents, competency
• Decreased accidents
• Better use of raw material and other resources
• Increase in production
Development
• Development is a continuous process. It is fox for refreshing information knowledge and
skills of the executives. In the case of development, off the job methods are used. It
provides wider them capable to face organizational problems and challenges is a bold
manner.
• Management development is a planned systematic process of learning. It is designed to
induce behavioural change in individuals by cultivating the mental abilities and inherent
qualities through the acquisition and Understanding of use of new knowledge.
Methods of training:
TRAINING METHODS
ON the job
* Instruction method
* Apprenticeship method
* Training by supervisors
* Vestibule training
* Training by experienced persons
OFF the job
* Lecture method
* Conferences
* Seminars
* Role play
* Case studies
PERFORMANCE APPRAISAL
• Performance appraisal is one of the oldest and most accepted universal principles
of management. It refers to all the formal procedures used in working organizations
to evaluate the personalities, contributions and potentials of group members. It is
used as a guide by formulating a suitable training and development programme to
improve the quality of performance in his present work.
• Performance appraisal is the judgment of an employee’s performance in a job. It is
also called as merit rating. All managers’ are constantly forming judgment of their
subordinates and are continuously making appraisals.
• It is the systematic evaluations of the individuals with respect to his performance
on the job and his potential for development. The immediate superior is in-charge
of such appraisal. The managerial appraisal should measure both performances in
achieving goals and plans as well as all managerial function such as planning,
organizing, leading and controlling.
Objectives of performance appraisal:
• To help a manager to decide the increase in pay on ground of merits.
• To determine the future use of an employee
• To indicate training needs.
• To motivate the employees to do better in his or her present job.
• To contribute the growth and development of an employee.
• To identify employees for deputation to other organizations
• To help in creating a desirable culture and tradition in the organization.
• To nominate employees for training programmes.

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Staffing

  • 1. STAFFING • Introduction • Importance • Recruitment and Selection  Need of recruitment  Methods and sources of recruitment • Process of Selection • Training and Development  Methods of training • Performance Appraisal
  • 2. INTRODUCTION • Staffing is the managerial function of recruitment, selection, training, developing, promotion and compensation of personnel. • Staffing may be defined as the process of hiring and developing the required personnel to fill in the various positions in the organization. It involves estimating the number and type of personnel required. • Staffing is the process of identifying, assessing, placing, developing and evaluating individuals at work. Definition: According to Koontz and O’Donnell: • “The managerial function of staffing involves mannring the organizational structure through proper and effective selection, appraisal and development of personnel to fill the roles designed into the structure.” • Staffing is defined as, “Filling and keeping filled, positions in the organizational structure. This is done by identifying work-force requirements , inventorying the people available, recruiting, selecting, placing, promotion, appraising, planning the careers, compensating, training, developing existing staff or new recruits, so that they can accomplish their tasks effectively and efficiently.”
  • 3. IMPORTANCE OF STAFFING • Staffing helps in discovering and obtaining competent and personnel for various jobs. • It helps to improve the quantity and quality of the output by putting the right person on the right job. • It helps to improve job satisfaction of employees. • It facilitates higher productive performance by appointing right man for right job. • It reduces the cost of personnel by avoiding wastage of human resources. • It facilitates growth and diversification of business. • It provides continuous survival and growth of the business through development of employees.
  • 4. RECRUITMENT AND SELECTION • Recruiting involves attracting candidate to fill the positions in the organization structure. Before recruiting, the requirement of positions must be clearly identified. It makes easier to recruit the candidates from outside. Enterprises with a favorable public image find it easier to attract qualified candidates. Definitions – • Mc Fariand, “The term recruitment applies to the process of attracting potential employees of the company” . • Flippo, “Recruitment is the process of searching prospective employees and stimulating them to apply for the jobs in the organization” . Thus recruitment may be considered as a positive action as it involves attracting the people towards organization.
  • 5. Need of recruitment : The need of recruitment may arise due to following situations: • Vacancies due to transfer, promotion, retirement, permanent disability or death of worker. • Creation of vacancies due to expansion, diversification or growth. Methods and sources of recruitment: According to ‘Dunn and Stephens’ recruitment methods can be classified into three categories : 1. Direct Methods 2. Indirect Methods 3. Third Party Methods • Direct Methods include travelling visitors to educational and professional institutions, employee’s contacts with public and manned exhibits and waiting lists. • Indirect Methods include advertising in newspaper radio, in trade and professional journals, technical journals, brochures etc. • Third Party Methods includes the use of commercial and private employment agencies, state agencies, placement offices of the colleges and universities, and professional association recruiting firms.
  • 6. Sources of Recruitment • The various sources of recruitment may be classified as 1. Internal sources or from within the organisation 2. External sources or recruitment from outside. • Internal sources – Many organisations in India give preference to people within the company because the best employees can be found from within the organisation itself. Under this policy, if there is any vacancy the persons already working in the organisation are appointed to fill it. This method is followed mostly in Government organisations. • External sources or recruitment from outside – Internal sources may not always fulfill the needs of an organisation. Naturally, most of the concerns have to look for the external sources for recruitment the required number of employees with the requisite qualifications.
  • 7. The external sources of recruitment include.: • Direct Recruitment – Many organizations having one separate department called personnel department to select right employees. For that organisaton may receive direct applications from the candidate. The technical and clerical staff is appointed in this way. • Recruitment through the jobbers or Intermediaries – In India mostly unskilled or illiterate workers are recruited through this method. Under this system the intermediary keeps a vital link between workers and employers. They are always willing to supply the required number of workers. • Recruitment at the factory gate – Mostly unskilled workers are appointed through this method. Under this system, large number of unemployed workers assemble at the factory gate for employment. The factory manager, or labour superintendent or some other official may select the necessary workers. • Recruitment through advertisement – This is most common method for recruiting skilled workers, clerical staff, managerial personnel, technical personnel. The vacancies are advertised in the popular daily newspapers and applications are invited from the persons having required qualifications. • Recruitment through the recommendation of the existing employees – The existing employees recommend the suitable names for the employment.
  • 8. • Recruitment from colleges or universities or educational institutions – This method is used in some enterprises or Government department, when the recruitment of persons required for administration and technical personnel. • Recruitment through employment exchange – The workers who want help in finding jobs make their registration in the nearest employment office where details are recorded. Employment exchanges are the special offices for bringing together those workers who are in need of employment. Other methods – • Badli Control system or Decasualisation of labour – It means efforts taken for regularizing the system or recruitment by means of controlling substitute of badli labour. Under this system, on the first day of each month, special badli cards are given to a selected number of persons who are advised to present themselves every morning at the factory when temporary vacancies are filled up from amount them. • Contract labour – Under this method contractor supplies labours to the industrial enterprises according to their requirement.
  • 9. SOURCE OF RECRUITMENT Internal sources of Recruitment sources from within the organization Promotion Transfer Demotion Layout Retirement VRS External sources of Recruitment Direct Recruitment Recruitment through the jobbers Recruitment at the factory gate Recruitment through advertisement Recruitment on the basis of recommendations of the existing staff Recruitment from colleges or universities Recruitment through employment exchange Other methods: - Badli Control system or Decasualization of labour - Contract Labour
  • 10. PROCESS OF SELECTION Selection means the taking up the different workers by various acts from the application forms invited through different sources of internal and external sources. • According to Dale Yoder, “Selection is the process in which candidates by employment are divided into two classes those who are to be offered employment and those who are not.” Selection Procedure : Selection of workers is regarded as a policy matter. Every enterprise has its own policy for recruitment. The following procedure is adopted. 1. Receiving and screening the application : After receiving the applications have to be screened. In this process the applications of candidates without the requisite qualification are rejected. 2. Sending the Blank application form : After preparing the list of candidates suitable for job, blank application forms will be sent to the candidates. In this application form information should be given about the name and address of the candidate, educational qualification, experience, salary expected etc.
  • 11. 3. Preliminary Interview : The interviewer has to decide whether the applicant is fit for job or not. By this interview the appearance, attitudes, behaviour of the candidate can be known easily. i. Administering Tests : Different types of test may be undertaken. Tests are conducted for the knowledge of personal behaviour, efficiency of work and interest. Generally, following types of tests are conducted. a. Achievement Test b. Aptitude test c. Trade Test d. Interest Test e. Intelligence Test etc. ii. Checking References on Investigation of Previous History : Applicants are generally asked to give names of at least two persons to whom the firm may make a reference.
  • 12. 4. Interviewing : Interview is the most important step in the selection procedure. In interview, the intimation given in the application form is checked. Interview helps in finding out the physical appearance and mental alertness of the candidate and whether he possesses the required qualities. • Interviews may be of various kinds these are: a. Direct Interview b. Indirect Interview c. Patterned Interview d. Stress interview e. Systematic in – depth interview f. Board of panel interview g. Group interview 5. Final Selection : On the basic of results of previous interview the candidate is informed whether he/she is selected for the said post or not.
  • 13. TRAINING AND DEVELOPMENT Meaning: Training is an instrument of developing the employees by increasing their skills and improving their behavior. Technical, managerial skills are needed by the employees for performing the jobs assigned to the. Training is required to be given to new employees as well as existing employees. The methods to be used for training and the duration for which training should be given is decided by the management according to the objectives of the training, the number of persons to be trained and the amount of training needed by the employees. Training leads to overall personal development. The major outcome of training is learning. Trainees learn new habits, new skills, useful information that helps to improve their performance. Definition: According to Flippo: “Training is an act of increasing the knowledge and skill of an employee for doing a particular job.”
  • 14.  Importance of training and development: • Reduction in learning time • Better performance • Reduced supervision • Increases Morale of the employees • Facilitates organizational stability and flexibility • Develops employees skills, talents, competency • Decreased accidents • Better use of raw material and other resources • Increase in production Development • Development is a continuous process. It is fox for refreshing information knowledge and skills of the executives. In the case of development, off the job methods are used. It provides wider them capable to face organizational problems and challenges is a bold manner. • Management development is a planned systematic process of learning. It is designed to induce behavioural change in individuals by cultivating the mental abilities and inherent qualities through the acquisition and Understanding of use of new knowledge.
  • 15. Methods of training: TRAINING METHODS ON the job * Instruction method * Apprenticeship method * Training by supervisors * Vestibule training * Training by experienced persons OFF the job * Lecture method * Conferences * Seminars * Role play * Case studies
  • 16. PERFORMANCE APPRAISAL • Performance appraisal is one of the oldest and most accepted universal principles of management. It refers to all the formal procedures used in working organizations to evaluate the personalities, contributions and potentials of group members. It is used as a guide by formulating a suitable training and development programme to improve the quality of performance in his present work. • Performance appraisal is the judgment of an employee’s performance in a job. It is also called as merit rating. All managers’ are constantly forming judgment of their subordinates and are continuously making appraisals. • It is the systematic evaluations of the individuals with respect to his performance on the job and his potential for development. The immediate superior is in-charge of such appraisal. The managerial appraisal should measure both performances in achieving goals and plans as well as all managerial function such as planning, organizing, leading and controlling.
  • 17. Objectives of performance appraisal: • To help a manager to decide the increase in pay on ground of merits. • To determine the future use of an employee • To indicate training needs. • To motivate the employees to do better in his or her present job. • To contribute the growth and development of an employee. • To identify employees for deputation to other organizations • To help in creating a desirable culture and tradition in the organization. • To nominate employees for training programmes.