staffing
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Staffing involves finding the right person for the right job through a defined process. The staffing process consists of 8 steps: 1) estimating manpower requirements, 2) recruitment, 3) selection, 4) placement and orientation, 5) training and development, 6) performance appraisal, 7) promotion and career planning, and 8) compensation. Staffing is important because it allows an organization to obtain competent employees, improve performance, support growth and survival, optimize human resource utilization, and boost job satisfaction and employee morale.
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Functions of Human Resource Management
Human Resource Management involves managing an organization's employees through various functions like recruitment, staffing, selection, training, and performance appraisals. The document defines these HRM functions and processes. Recruitment involves finding and attracting suitable job candidates. Selection is the process of choosing candidates with the required skills. Training helps develop employees' skills and knowledge. Performance appraisals assess employee contributions and provide feedback for improvement. The goal of HRM is to utilize people's skills effectively and achieve organizational objectives.
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The staffing process involves 8 key steps: 1) determining manpower needs, 2) recruitment, 3) selection, 4) orientation, 5) training and development, 6) remuneration, 7) performance evaluation, and 8) promotion and transfer. First, future manpower requirements are forecasted. Then candidates are recruited and applications are screened. Selected candidates undergo orientation and training before being placed in roles. Employees are compensated and their performance evaluated, with opportunities for promotion or transfer.
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Promotion involves advancing an employee to a position with greater responsibility, prestige, and pay. There are different types of promotion like vertical promotion which moves an employee up the organizational hierarchy or up-gradation which upgrades a job within the hierarchy. Promotion benefits both the employee through increased pay and satisfaction and the organization by better utilizing skills and increasing morale. However, promotion can also lead to issues like disappointment among those not promoted and some employees refusing promotions due to transfers or feeling underqualified. Organizations should have a clear and impartial promotion policy based on merit, seniority, or a combination of both.
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Staffing and motivation involves recruiting, selecting, training, developing, rewarding employees and directing their efforts towards achieving company objectives. It involves determining the right number and types of employees, placing them in the right jobs at the right time. Key aspects include job design, recruitment and selection, training and development, performance appraisal, and motivation through internal and external factors to stimulate commitment and effort.
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A transfer refers to lateral movement of employees within the same grade, from one job to another. According to Flippo “a transfer is a change in the job (accompanied by a change in the place of the job) of an employee without a change in responsibilities or remuneration”.
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The staffing process involves 8 key steps: 1) determining manpower needs, 2) recruitment, 3) selection, 4) orientation, 5) training and development, 6) remuneration, 7) performance evaluation, and 8) promotion and transfer. First, future manpower requirements are forecasted. Then candidates are recruited and applications are screened. Selected candidates undergo orientation and training before being placed in roles. Employees are compensated and their performance evaluated, with opportunities for promotion or transfer.
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The document discusses staffing, recruitment, and selection. It defines staffing as filling positions in an organization by identifying workforce needs, inventorying available people, and recruiting, selecting, placing, promoting, appraising, and training candidates and current employees. Recruitment is the process of discovering sources of manpower to meet staffing requirements. Selection involves screening applications, conducting tests, preliminary interviews, medical examinations, reference checks, and final interviews to evaluate candidates and select the best qualified individuals for open positions. The goal is to effectively staff organizations with skilled employees to accomplish goals.
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Placement involves matching qualified candidates to suitable job roles within an organization. It aims to improve employee morale and reduce turnover by considering a candidate's skills, abilities, and expectations. Induction is the process of introducing a new employee to their department, job role, and company work culture through orientation sessions and training. The goals of induction are to build employee confidence, reduce confusion, and help the new employee integrate within the organization.
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The document discusses the nature and process of staffing or human resource management. It involves acquiring qualified human resources to fill organizational positions. The key steps in the staffing process include manpower planning, recruitment, selection, placement, orientation, training, performance appraisal, and career management. The human resource department is responsible for implementing these staffing functions and ensuring legal compliance.
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2. It covers the benefits of proper placement for employees and organizations, as well as the steps involved in inducting new employees through orientation programs.
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Placement involves assigning employees to jobs based on their qualifications and the job requirements. It aims to reduce turnover and improve employee morale. The key aspects of placement include collecting employee profiles, comparing them to job profiles, counselling and assessment, and final job assignment. Differential placement assesses an employee's suitability for multiple jobs to make the most effective use of human resources. Proper placement benefits both employees and organizations.
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Employee promotion policy
Promotion refers to the upward movement of employees within the company for an new or higher job role with additional tasks and responsilities. Promotion is a part of Reward and Recongnition program of the company.
For more information visit https://www.hrhelpboard.com/hr-policies/promotion-policy.htm
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Placement involves matching qualified candidates to suitable job roles within an organization. It aims to improve employee morale and reduce turnover by considering a candidate's skills, abilities, and expectations. Induction is the process of introducing a new employee to their department, job role, and company work culture through orientation sessions and training. The goals of induction are to build employee confidence, reduce confusion, and help the new employee integrate within the organization.
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This PowerPoint compilation offers a comprehensive overview of 20 leading innovation management frameworks and methodologies, selected for their broad applicability across various industries and organizational contexts. These frameworks are valuable resources for a wide range of users, including business professionals, educators, and consultants.
Each framework is presented with visually engaging diagrams and templates, ensuring the content is both informative and appealing. While this compilation is thorough, please note that the slides are intended as supplementary resources and may not be sufficient for standalone instructional purposes.
This compilation is ideal for anyone looking to enhance their understanding of innovation management and drive meaningful change within their organization. Whether you aim to improve product development processes, enhance customer experiences, or drive digital transformation, these frameworks offer valuable insights and tools to help you achieve your goals.
INCLUDED FRAMEWORKS/MODELS:
1. Stanford’s Design Thinking
2. IDEO’s Human-Centered Design
3. Strategyzer’s Business Model Innovation
4. Lean Startup Methodology
5. Agile Innovation Framework
6. Doblin’s Ten Types of Innovation
7. McKinsey’s Three Horizons of Growth
8. Customer Journey Map
9. Christensen’s Disruptive Innovation Theory
10. Blue Ocean Strategy
11. Strategyn’s Jobs-To-Be-Done (JTBD) Framework with Job Map
12. Design Sprint Framework
13. The Double Diamond
14. Lean Six Sigma DMAIC
15. TRIZ Problem-Solving Framework
16. Edward de Bono’s Six Thinking Hats
17. Stage-Gate Model
18. Toyota’s Six Steps of Kaizen
19. Microsoft’s Digital Transformation Framework
20. Design for Six Sigma (DFSS)
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staffing
- 1. CHAPTER - 6
- 2. Meaning of staffing Staffing simply means putting peoples to various job It involve finding right person on the right job having right qualification, doing the job the right time
- 3. Importance of staffing Obtaining competent personal Higher performance Growth and survival Optimum Utilisation Of Human Resources Improve job satisfaction and morale of employees
- 4. Staffing Process Compensation Promotion and Carrier planning Performance Appraisal Training and Development Placement and Orientation Selection Recruitment Estimating Manpower Requirements
- 5. Step 1- Estimating Manpower Requirements Workload analysis Work force analysis If work load is greater than work force hiring of new employees
- 6. Step -2 Recruitment Recruitment is a process of searching for prospective employees and stimulating them to apply for job in the organisation. It is inducing people to apply for vacant job It is a positive process
- 7. The objective of recruitment is to create a pool of prospective job candidates Both internal and external source of recruitment For fresh talents finding generally used external recruitment
- 8. Step -3 selection Selection is a process of choosing right person for various job from among the pool of prospective job candidates developed at the stage of recruitment It is a negative process because selected candidates is less than that of rejected candidates
- 9. Selection serves two important purpose (1)It ensure organisation get best among the available (2) It enhances self esteem and prestige of those employees selected and conveys to them seriousness with things are carried out in the organisation
- 10. Step -4 Placement And Orientation
- 11. PLACEMENT It refers to occupying the post for which he or she has being selected After selection the employee given appointment letter and asked to occupy the vacant position ORIENTATION: means introducing the selected candidates to other employees and to familiarise the rules, policy and procedure of the organisation
- 13. Step -5 Training And Development Training and development are intended to improve competence of employees and to motivate them It is a process of imparting knowledge and skill to employee perform better Development is a process of attaining overall growth of employees to take up managerial position in future
- 15. Step -6 Performance Appraisal After providing training and development the employee performance need to evaluate Performance appraisal means evaluating the employees current and past performance against certain predetermined standards It include define the job, appraisal of performance and providing feedback
- 16. PROMOTION AND CAREER PLANNING
- 17. Step -7 Promotion And Career planning o Based on feedback of employee performance promotion is given o It refers to shifting of an employee from a lower position to a higher position with higher status, greater responsibilities, better facilities and better pay
- 18. COMPENSATION
- 19. Step – 8 Compensation All forms of pay or rewards to employees for their work Depend upon type of work, qualification etc. Direct financial payment-like wages, salaries,commission,bonus etc. Indirect payments – like employer paid insurance, medical facility etc.
- 20. THANK YOU