The document defines staffing as managing an organization's structure through selecting, appraising, and developing personnel to fill roles. It lists elements of staffing like recruitment, selection, classification, placement, training, transfer, promotion, and retirement. It also outlines functions, processing, advantages, and importance of proper staffing. Recruitment is defined as discovering staff for present and future jobs. Sources of recruitment include internal sources like promotions and external sources like advertisements. Selection is the process of choosing fit candidates and its importance, stages, types of tests, and interview principles and processes are described. Promotion criteria and qualities of a good promotion policy are also outlined.

2. Definition
Koontz and O’Donnell defined staffing
as, “The managerial function of staffing involves
managing the organisation structure through proper
and effective selection , appraisal and development of
personnel to fill the roles designed into the structure”.

3. Elements of staffing
• Effective recruitment and selection
• Proper classification of personnel and pay fixed
for them
• Proper placement
• Adequate and appropriate training for
development
• Satisfactory and fair transfer and promotion
• Sound relationship between management and
workers
• Adequate provision for retirement

4. Functions of Staffing
1. Manpower planning
2. Development
3. Fixing the employment standards
4. Sources
5. Selection and placement
6. Training
7. Other functions

5. Processing of Staffing
1. Planning
2. Recruitment and selection
3. Training of developments
4. Performance operation

6. Proper Staffing
It means providing adequate qualified staff
members for the purpose of effective functioning
of office. It is undertaken by the chief executive or
the general manager. Identifying appropriate staff
members is a difficult task and they are assigned to
a separate department in a large concern.

7. Advantages of proper staffing
◦ It helps in the recruitment of efficient staff
members.
◦ It helps the proper placement of staff members
according to their ability.
◦ Proper selection, training and development of
staff members will result in the maximum
production in an organisation.
◦ Increasing the efficiency of the workers will
increase the earning capacity of the workers.

8. Recruitment
Meaning
Recruitment means the discovery of the
staff members for the present and future
jobs in an organisation.

9. Definition
According to Dalton E.McFarland ,
“The term recruitment applies to the process
of attracting potential employees of the
company.

10. Sources of Recruitment
Internal sources
If the job is filled up out of the
present employees of the company , it is
said to be the internal source of the
company
External sources
If the same job is filled up from out of
the candidate available in the society, it is
said to be the external souces

12. Internal sources
Advantages
• It increases the morale among the staff members of the company
• Giving promotion keeps the employee happy
• It attracts efficient staff members
• The training expenses may be reduced to some extent
• Internal promotion helps the staff members to derive job satisfaction
• A person who has got a promotion, inspires the staff members to
acquire a thorough knowledge of his job
• A promoted staff member may make use of his past experience in the
new post
• It increases the security of the job of the staff member
• A new responsibility can be entrusted safely to the promoted staff
members on the basis of the contents of service Register
• It ensures the continuity of job to the staff members and stability of
the organisation
• It includes the staff members to work hard to get promotion
• Such expenses as on advertisement, recruitment, test and interview
are avoided

13. Disadvantages
• If the higher post is filled internally, the company
will not be able to get fresh and original ideas and
initiative from the staff members
• The outsiders do not have a scope to show their
ability in the performance of the work
• An underqualified person may be appointed in the
higher post
• If the promotion is a guarantee to the internal staff
member after the expiry of a specific period, the
concerned staff member does not care to work
efficiently

14. External Sources
The various external sources of recruitment are:
• Advertisement
• Recommendations
• Gate Applicants
• Employment exchange
• Personnel consultant
• Educational institutions
• Waiting list
• Unsolicited applicants
• Jobbers and contractors
• Field trips
• Leasing

15. Merits and Demerits of External
Sources
Merits
• Choice
• New outlook
• Wide experience
Demerits
• Gruging of old employment
• Lack of co-operation
• Expensive
• Trade union
• Danger of non-adjutment

16. Selection
Meaning
Selection is the process adopted by an organisation
to select adequate number of persons who are fit for
the job

17. Importance of selection
• Manager is informed about the complexities of selection and
the weakness and limitations of various selection techniques
and they know the probabilities of error
• The high degree of education and employment opportunities
have made the labour market a buyer’s market. The economic
security has made it a seller’s market.
• The inexperienced candidates cannot meet the requirements of
today’s job . A person with adequate and desired experience
gets selected for the job
• Managers know the techniques used to discover the
deficiencies in candidates
• Today’s public policy has imposed many new restrictions with
respect to those who can and should be hired and what kind
selections are acceptable.
• If the job specifications are not clearly described, it makes the
selection procedure a difficult one.
• Selection requires high cost but results in a very high rate of
return.

18. Stages of selection procedure
1. Receiving and screening of applications
2. Initial interview
3. Blank Application
4. Test
5. Checking Reference
6. Interview
7. Final selection
8. Medical examination
9. Placement
10. Orientation

19. 3)Advantages of Blank
Application
a) Act as an urgent test device
b) Shy candidates
c) Aid to build trust among applicants
d) Basis for final interview
e) Aid to preparing waiting list

20. 4)Test
Kinds of test
1)Proficiency Test
a) Temperament Test
b) Achievement Test
c) Interest Test
2)Aptitude Test
a) Intelligence Test
b) Personality Test
c) Situational Test
d) Judgement Test
e) Efficiency Test

21. Advantages of test
 Test help the employer to find whether a candidate is fit for the job
or not.
 Besides, tests help in checking candidate’s claims in respect of his
qualification, experience, etc.
 Tests avoid the scope for personnel preference of a particular
candidate.
 Standards of job performance can be established with the help of
this test.
 Labour turnover is reduced.
 Applicant is also satisfied with the method of selection, even though
he is not selected.
 Tests reduce the cost of selection and placement.
 Tests highlight the hidden talents and overlooking of these can be
avoided.
 Test may be conducted for transfer and promotion.
 Administrative expenses regarding training may be reduced to some
extent.
 Failure in performing the job is reduced.

22. Disadvantages of Test
 Hundred percent best selection is not possible through test. It
is used as a supplementary method of selection.
 Test is more suitable to an organisation where for limited
number of jobs, more number of candidates have applied.
 If the number of applicants is small, it is desirable to conduct
an interview rather than the test.
 Test is not able to measure the combination of characteristics
required for various jobs.
 Some candidates do not reveal their talents through tests.
 The actual performance of a candidate cannot be found out
through the test.
 Test does not provide any basis for motivation

23. Pre-requisites of effective test
• Validity
• Reliability
• Norms
• Specialisation
• Supplementary

24. 6)Interview
Kinds of interview
a) Direct interview
b) Indirect interview
c) Patterned interview
d) Stress interview
e) Systematic interview
f) Board or panel interview
g) Group interview

25. Principles of interview
 The management should define the specific objectives of an interview.
 The management has to prepare the procedure followed to achieve the
specified objectives.
 The interviewers should ask the questions which are related to the job to be
fulfilled.
 The interviewer must create a rapport with the interviewee before starting
the interview.
 The interviewees are requested to express their opinions or views freely
without any hesitation.
 The tension or nervousness of the applicants are removed by the
interviewer.
 The interviewer should listen to the answers given by the applicants
carefully.
 The evaluation of the performance of the applicant is done immediately
after the interview is over.
 The interviewer may say ‘thanks’ to the applicants while closing the
interview.


26. Process of interview
a) Review of background information
b) Preparation of questions
c) Putting the applicant at ease
d) Drawing out the best applicant
e) Concluding the interview
f) Final selection

27. Promotion
1)Meaning
Promotion may be defined as the placement of an
employee to a better job which results in extending
prestige, salary, powers, duties, responsibilities and it
requires more knowledge and skills to perform the job.
2)Basis for promotion

28. Qualities of good promotion policy
A promotion policy followed by any management should have the
following qualities or characteristics
• The promotion policy should be widely published and strictly
adhered too.
• Each and every employee should work in all jobs in an
organisation to get thorough knowledge and experience.
• A detailed and accurate job description should be prepared in
each job.
• Promotion is given to any employee through widest publicity.
• Employees are permitted to acquire qualifications and
experience through job training, vocational courses and the
like.
• Each and every promotion is recommended by line officers
and approved by the top executive of the management.
• An employee has a right to represent his views and opinions
regarding promotion, if promotion is denied to that employee.
• The promotion is given to an employee who gives his consent
for promotion.

29. Thank You