Staffing is a critical human resource function that involves acquiring and deploying an organization's workforce. It can be viewed from three perspectives: strategic planning, human resources, and individual managers. Staffing is a mutual process that forms an employment relationship between an individual and an organization. It is composed of interrelated activities like recruitment, selection, and hiring. Staffing aims to find the best match between a person's qualifications and a job's requirements to achieve desired human resource outcomes for the individual and the organization.
Understand Human Resource Planning (HRP) and purpose of HRP.
Identify the relationship between strategy and HRP.
Identify the steps of HR planning process.
Describe the approaches to understand the jobs.
Discuss the phases of job analysis, including what it is and how it’s used.
Design model for forecasting HR requirements and employee requisition form.
Develop job descriptions , including summaries and job functions, using the Internet and traditional methods by using Job analysis questionnaire.
Develop job specifications using the Internet as well as your judgment.
Explain job analysis in a “jobless” world, including what it means and how it’s done in practice.
To select mean to choose. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates.
Understand Human Resource Planning (HRP) and purpose of HRP.
Identify the relationship between strategy and HRP.
Identify the steps of HR planning process.
Describe the approaches to understand the jobs.
Discuss the phases of job analysis, including what it is and how it’s used.
Design model for forecasting HR requirements and employee requisition form.
Develop job descriptions , including summaries and job functions, using the Internet and traditional methods by using Job analysis questionnaire.
Develop job specifications using the Internet as well as your judgment.
Explain job analysis in a “jobless” world, including what it means and how it’s done in practice.
To select mean to choose. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates.
Objective of this presentation is to get quick insight on different aspects of human resource management. This talks about the fundamental as
What is HRM?
Why HRM?
What is authority and its types?
performance appraisal, meaning, types, methods, problems in performance appraisal, 360 degree performance appraisal, definition of peformance appraisal , process of performance appraisal , miskates or error in performance appraisal, Errors in rating & objective
this presentation covers the following portion of HR managent:
-Human Resource Planning Process
-Difference between recruitment and selection
-Objectives of HR management
This Presentation discuss about the meaning of recruitment, features of recruitment, steps in recruitment process, recruitment policy, recruitment organisation, source of recruitment and the methods of recruitment.
Objective of this presentation is to get quick insight on different aspects of human resource management. This talks about the fundamental as
What is HRM?
Why HRM?
What is authority and its types?
performance appraisal, meaning, types, methods, problems in performance appraisal, 360 degree performance appraisal, definition of peformance appraisal , process of performance appraisal , miskates or error in performance appraisal, Errors in rating & objective
this presentation covers the following portion of HR managent:
-Human Resource Planning Process
-Difference between recruitment and selection
-Objectives of HR management
This Presentation discuss about the meaning of recruitment, features of recruitment, steps in recruitment process, recruitment policy, recruitment organisation, source of recruitment and the methods of recruitment.
CONCEPT OF HUMAN RESOUCE MANAGEMENT pptJAANVIARORA1
CONCEPT OF HUMAN RESOUCE MANAGEMENT
Topics Include
1. CONCEPT
2. DEFINE HRM
3. ROLE OF HRM
4. FUNCTIONS OF HRM
5. NATURE OF HRM
6. SCOPE OF HUMAN RESOURCE MANAGEMENT
7. OBJECTIVES OF HUMAN RESOURCE MANAGEMENT
8. IMPORTANCE OF HUMAN RESOURCE MANAGEMENT
9. VIDEO ON IMPORTANCE OF HRM
10. HR LESSONS FROM MOVIE DANGAL
The Presentation is based on Human Resources Plan, Components of Human Resources, Functions of Human Resources Components, Monitoring of Compliance and Human Resources Strategy
Literature ReviewThe role of a Human Resource department is ev.docxSHIVA101531
Literature Review
The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become a strong strategic partner within an organization by providing functions such as recruitment, training and development and retention. Human Resources in order to be strategic works directly with all levels of management in an effort to help with strategy and the growth of the company to meet their vision. One very important aspect is talent acquisition. Having the right people in key roles within the company is vital to the success and growth. Performing this function includes preparing a job description, recruiting, and then setting compensation. Then a crucial tool used by many HR departments is the process of job evaluations and performance reviews.
Method of Job Analysis
When a new job is created or a vacancy occurs, it is the role of a HR representative to fill that void. In order to perform this function they need to first understand what role they are trying fill and what skills and responsibilities this new role would require. By conducting a job analysis they are able to further define an important elements of any job and then search for the person or people that are a good fit for the company. As important as it is to perform a job analysis before looking for that new candidate, it is equally as important to select the correct job analysis method. Some popular job analysis methods are Observation, Individual Interview and Structured Questionnaires. Organizations choose methods based on various guidelines that are all link to the job responsibilities, company culture and size of the organization. Each organization must select which methods are the best match for their candidate search. The Observation method includes studying someone while they perform their job in an effort to better understand the tasks and duties necessary to this particular job. The advantages are, the observer can obtain first hand knowledge and information about the job being analyzed. This can provide an accurate picture of the candidate ability to do the job at hand. Other Job Analysis methods such as the interview or questionnaire only allow HR to indirectly obtain this information. With other methods there is a risk of omissions or exaggerations are introduced either by the incumbent being interviewed or by items on the questionnaire.
The next method is the Interview method; this method involves conducting interviews of the person leaving this position to gain insights into what duties they perform. Interviews can also be conducted on other employees performing the same job but in most cases start with the HR manager. The advantages are that it allows the incumbent to describe tasks and duties that are not observable. The disadvantage is the candidate can exaggerate or omit tasks and duties. The interviewer must be skilled and ask the proper questions.
The Structured Questionnaire method uses a standardized ...
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Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isn’t just any project; it’s a potential game changer for India’s chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
1. STAFFING
Is a critical function concerned with the
acquisition and deployment of the organization
workforce. It looks at from the three perspectives
namely, strategy and planning, the human
resource, and the individual manager.
2. NATURE OF STAFFING
STAFFING is a mutual process by which the
individual and the organization become match to
form the employment relationship.
3. IMPLICATIONS OF DEFINITION
ORGANIZATION AND INDIVIDUAL PERSPECTIVE
STAFFING is a mutual process that involves organization
seeking individual as well as individual seeking
organization.
The ORGANIZATION PERSPECTIVE emphasizes staffing
as activities undertaken to further the attainment of
organizational goal such as survival, profitability and
growth.
The INDIVIDUAL PERSPECTIVE stresses the fact that
individual seek jobs that they will find rewarding. And
these individual are affected by their experiences in the
staffing process.
4. STAFFING AS A PROCESS OR SYSTEM
STAFFING IS A PROCESS OR SYSTEM composed of a
series of interrelated activities such as recruitment,
selection, decision making and job offers.
HIRING someone is the culmination of the staffing
process.
STAFFING is a process that establishes and governs the
flow of applicants into the organization and within the
organization.
5. There are many steps through which applicants flow from the
time they first enter the system to the time they become new
hires. These are:
1st. The steps begin with the organization’s decision to fill a
vacancy.
2nd. Recruitment activities.
3rd. Selection activities.
4th. Evaluating and Decision making.
5th. Acceptance of the job’s applicant.
6. FORMING THE EMPLOYMENT RELATIONSHIP
An emphasis on forming or entering into the employment
relationship includes certain staffing decisions and
excludes others. Both the organization and the individual
must act positively to create a person/job match.
7. IMPORTANCE OF STAFFING
The role of staffing is to anticipate and then fulfill the
organization’s workforce needs in ways that contribute to the
organizations mission and objectives.
It will be responsible for the design and management of
staffing systems, for the involvement of managers at critical
points in these systems and for ensuring compliance with all
applicable laws and regulations.
8. Exhibit 1.1 Survey Results Regarding Staffing and Other HR
Activities
% of % of
Budget Time
Staffing ………………………………………………………. 19 15
Designadministration of employee benefit programs .. 15 10
Employee labor relations ………………………………….. 13 18
Training ……………………………………………………… 11 9
Designadministration of employee compensation
programs …………………………………………. 9 10
Health, Safety and Security ………………………………. 8 6
Designadministration of programs in response to
government regulations ………………………... 6 7
Performance Appraisal …………………………………….. 5 7
Strategic Planning ………………………………………….. 4 7
Conducting other activities ………………………………... 10 11
9. STAFFING MODELS
PERSON/JOB MATCH
.
This match seeks to align characteristic of
individuals and jobs in ways that will result in
desired HR outcomes.
Comments such as these raise four important points
about the person/job match.
10. 1st. Jobs are characterized by their requirements and
embedded rewards.
2nd. Individuals are characterized by their level of
qualifications.
3rd. Degree of fit or match between the
characteristics of the job and the person.
4th. There are implied consequence for every match.
11. EXHIBIT 1.2 PERSON/JOB MATCH
JOB
Requirements HR Outcomes
Rewards
Attraction
Match Performance
Retention
Impact
Attendance
Satisfaction
PERSON Other
KSAOs
Motivations
12. Several points pertaining to staffing need to be made about the
person/job matching model
1st. The concept shown in the model are not new.
2nd. The model emphasizing that the matching process involves
a dual match of KSAOs to requirements and motivations to
rewards.
3rd. Job requirement should usually be expressed in terms of
both the tasks involved and the KSAOs thought necessary for
performance of those task.
4th. Job requirement often extend beyond task and KSAO
requirements.
Finally,
The matching process can yield only so much by way of
impacts on the HR outcomes.
13. PERSON/ORGANIZATION MATCH
Often the organization seeks to determine not only on how well
the person fits or match the job but also the organization.
14. EXHIBIT 1.3 PERSON/JOB MATCH
Job
Requirements
Rewards
HR Outcomes
Attraction
Performance
Retention
Match Attendance
Impact
Satisfaction
Person Other
KSAOs
Motivation
15. The ORGANIZATIONAL VALUES are norms of desirable
attitudes and behaviors for the organization’s employee.
The NEW JOB DUTIES represents the task that may be added
to the target job over time.
Flexibility concerns also enter into the staffing picture in terms of
hiring persons who could perform MULTIPLE JOBS.
FUTURE JOBS represent forward thinking by the organization
and person as to what job assignments the person might
assume beyond the initial job.
16. STAFFING SYSTEM COMPONENTS
As noted, Staffing encompasses managing the flows of people into
and within the organization.
17. EXHBIT 1.4 STAFFING SYSTEM COMPONENTS
Applicant Organization
(Person) (Job)
Recruitment
( identification and attraction)
Selection
( assessment and evaluation)
Employment
( decision making and final match)
18. Staffing begins with a joint interaction between the
applicant and the organization. The initial stage in staffing is
recruitment gradually, recruitment activities phase into the
selection stage and it’s accompanying activities and lastly, the
final component of staffing is employment. For the applicant,
The employment stage involve self-selection .
It should be noted that the staffing components apply to
both external and internal staffing. In INTERNAL STAFFING,
the applicant is a current employee and the organization is the
current employer.
19. HUMAN RESOURCE MANAGEMENT
PERSON/JOB MATCH
It shows that all HR activities are directed toward
creating and maintaining effective personjob matches as a
way of having a positive impact on the HR outcomes.
HR ACTIVITIES
Each HR Activity is classified as a support or functional
activity. Support activities include strategy and planning, job
analysis, and measurement. Functional activities includes
external staffing, internal staffing, training and development
compensation, labor elations and work environment.
20. EXHIBIT 1.5 HUMAN RESOURCE MANAGEMENT MODEL
Economic Labor Labor Laws and
Conditions Markets Unions Regulations
External Influences
HR activities HR outcomes
SUPPORT ACTIVITIES Job
Strategy and
Planning Requirements
Job Analysis Reward Attraction
Measurement Performance
FUNCTIONAL ACTIVITIES Retention
External Attendance
staffing Satisfaction
Internal
Other
staffing Person
Training and
development KSAOs
Compensation
Motivation
Labor Elations
Work
Environment
21. INTERRELATIONSHIP AMONG ACTIVITIES
While administered separately, the functional HR
activities are highly interrelated and hence, must work in a
concert with each other.
EXTERNAL INFLUENCES
These influences are economic conditions, labor
markets, labor unions and laws and regulations.
Economic Condition influence the over all financial health
of an organization.
22. Labor Markets represents the external area in which the
organization seek new employees and individuals offer their
availability.
Labor Unions negotiate with the organization about the
terms and conditions of employment for their members,
expressed in a written labor contract.
Laws and Regulation serve to define (a) The nature of the
employment relationship and (b) The limits of permissible
and impermissible HR practices.
23. STAFFING ORGANIZATIONS
Staffing is composed of support activities, staffing
activities, external influences and staffing system
management. The support activities are strategy and planning,
job analysis and measurement, Recruitment and selection and
employment from the staffing activities.
24. EXHIBIT 1.6 STAFFING ORGANIZATIONS MODEL
Economic Labor Labor Laws and
Conditions Markets Unions Regulations
External Influences
STAFFING ACTIVITIES
SUPPORT
Selection
ACTIVITIES
Recruitment Employment
Strategy and
Planning
External External Decision Making
Job Analysis
Internal Internal Final Match
Measurement
STAFFING SYSTEM MANAGEMENT