The document discusses staffing issues at a company. It states that currently 52 employees are working, 3 are on long leave, and 5 more positions will become vacant in the next 2 months. To address this situation, the document provides an overview of the staffing process. It discusses estimating manpower needs, recruitment and selection of candidates, placement and orientation of new hires, training and development, performance reviews, compensation, and ensuring positions remain filled. The key aspects of staffing outlined are finding qualified candidates to fill positions at the right time.

1. STAFFING
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2. IN A COMPANY,AT PRESENT 52
PERSONNEL ARE WORKING, 3 ARE
ON LONG LEAVE AND 5 POSTS WILL
GET VACATED IN NEXT 2 MONTHS.
WHAT IS THE SOLUTION???
HOW CAN THIS SITUATION BE
HANDLED????Prepared by:KVS Delhi Region

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4. • “Finding the right person for the right job having the right
qualification doing the right job at the right time.”
• Staffing Consist of Manpower Planning, Recruitment,
Selection, Training & development Compensation,
Promotion and maintenance of managerial personnel.
Staffing
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5. In any organisation, there is a need for people to perform
work. The staffing function of management fulfills this
requirement and finds the right people for the right job.
Basically, staffing fills the different levels of employees
working in an organisation. Staffing provides the human
element or instinct while selecting a person. The attitude,
aptitude, commitment, loyalty, are important qualities
perceived by the organisation. It is also considered to be a
specialised area and theory of knowledge available on the
subject is vast.
Need and importance of staffing
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6. IMPORTANCEIMPORTANCE
Human resources are the foundation of any business. The
right people can help you take your business to the top; the
wrong people break your business. Hence, staffing is the
most fundamental and critical drive of organisational
performance. The staffing function has assumed greater
importance these days because of rapid advancement of
technology, increasing size of organisation and complicated
behaviour of human beings. Human resources are the most
important asset of an organisation. The ability of an
organisation to achieve its goal depends up on the quality of
its human resources. Therefore, staffing is a very important
managerial function. No organisation can be successful
unless it can fill and keep filled the various positions
provided for in the structure with the right kind of people.
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7. It is the function which all managers need to perform.
It is a separate and specialised function and there are
many aspects of human relations to be considered. It is
the of managers to fill positions in their organisation
and to make sure that they remain occupied with
qualified people.
The staffing function deals with the human element of
management .
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Staffing as part of human
Resource Management

8. Steps in
staffing
process
Estimating manpower
requirement
Training and development
of staff
Recruitment & selection
Promotion and transfer
Remuneration
Orientation of staff
Performance evaluation

9. (in NARROW SENSE OR BRIEF)
•ESTIMATING MAN POWER REQUIREMENTS
•RECRUITMENT
•SELECTING FROM AMONG THE APPLICANTS
•PLACEMENT AND ORIENTATION
•TRAINING AND DEVELOPMENT
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Staffing Processes

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11. Human Resource Planning
•Estimated no. of manpower needed, Keeping in
view its all branches for present as well as
future
•Quality of manpower on the basis of job
analysis
•Job analysis means the careful and systematic
study of each job to determine
•To obtain the right no. of people at the right
time
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12. Recruitment & Selection
•Recruitment (+)
•Establishing the contact between employer &
employee.
•Identifying the sources required for personnel.
•Selection (-)
•Process of choosing and appointing the right
candidates for various job positions.
•Selecting the right people for the right job is selection
(IN DETAIL)
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13. Placement and
Orientation
Placement
•Putting the selected candidates on the right job .
•An appropriate job is assigned to each selected person and
they are placed on appropriate jobs
•Process of matching the candidates in the organisation
Orientation
•Process of introducing and familiarising newly appointed
candidates with their jobs,work groups and the organisation
•To make them comfortable and provide necessary
information
•To develop the feeling of belongingness
•To ensure that the new employees does not form a false
opinion about organisation about the organisation ,because
“First impression is the last impression “
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14. Training and Development
• Training & Development
• Improving job knowledge,skills and attitude of
employees on a regular basis, so that they can perform
their jobs effectively and efficiently.
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15. Performance Appraisal
Periodic measurement and assessment of the
behaviour and performance of employees at
work to determine how far they are meeting the
demands of their jobs.
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16. Remuneration
•Fixing the compensation made to employees for
their contribution .
•It should be fair.
•There should be scope for incentives.
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17. SOURCES OF
RECRUITMENT
INTERNAL
SOURCES
EXTERNAL
SOURCES
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Recruitment

18. Prepared by:KVS Delhi Region
Internal sources
INTERNAL
SOURCES
TRANSFERS PROMOTIONS

19. DIRECT RECRUITMENT
CASUAL CALLERS
ADVERTISEMENT
EMPLOYMENT EXCHANGE
PLACEMENT AGENCIES
CAMPUS RECRUITMENT
LABOUR CONTRACTORS
ADVERTISING ON TELEVISION
WEB PUBLISHING
RECOMMENDATIONS OF EMPLOYEES
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External Sources

20. Selection is the process of choosing
from among the candidates from within
the organisation or from the outside, the
most suitable person for the current
position or for the future position.
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selection

21. PRELIMINARY SCREENING
SELECTION TESTS
EMPLOYMENT INTERVIEW
REFERENCE AND BACKGROUND CHECKS
SELECTION DECISION
MEDICAL EXAMINATION
JOB OFFER
CONTRACT OF EMPLOYMENT
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Process of selection

22. TRAINING
METHODS
ON THE JOB
METHODS
OFF THE JOB
METHODS
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Training methods

23. ON THE JOB METHODS
APPRENTICESHIP PROGRAMME
COACHING
INTERNSHIP TRAINING
JOB ROTATION
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24. OFF THE JOB METHODS
CLASS ROOM LECTURES
FILMS
CASE STUDY
COMPUTER MODELLING
VESTIBULE TRAINING
PROGRAMMED INSTRUCTION
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25. Now lets check… what we learned???
(Answer the following questions)
•Qs. Why is recruitment called a positive process?
•Qs. Name the process by which the most suitable
candidate is placed to fill the vacant job position.
•Qs. Name the concept which involve growth of an
individual in all respects.
•Qs. "Our assets walk out of the door each evening. We
have to make sure that they come back the next morning."
This statement relates to which function of management.
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26. • Qs. Write three points of distinction between training and
development.
• Qs. State any three benefits of training to an
organization.
• Qs. Differentiate between internal and external sources
of recruitment on the basis of
1. Purpose 2. Economy 3. Quality 4. Time
• Qs. Write four differences between recruitment and
selection.
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27. • Qs. Explain in brief the steps involved in the selection
process of the employees.
• Qs. Explain in brief three merits and three limitations of
external sources of recruitment.
• Qs. Explain briefly any three ‘off the job methods’ of
training.
• Qs. Explain briefly any three ‘on the job methods’ of
training.
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28. By:
DR. S. C. PATHAK
(PGT Commerce)
K.V., Pragati Vihar
Delhi.
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