Staffing involves recruiting, selecting, training and promoting employees. It follows the planning and organizing functions. The key aspects of staffing include effective recruitment from internal and external sources, proper classification and pay scales for employees, adequate training and development opportunities, and a sound promotion policy based on factors like seniority, education and job performance.

1. 1
Staffing in Management

2. Objectives
2
• Haveknowledgeabout Staffingandits process.
• Learnabout recruitment , sourcesboth internal
&external with merits &demerits.
• Knowabout selection, its importance and
stages
• Understand about test its kind&the
advantages, disadvantages.
• knowabout promotion, the basisofit and
qualities ofgood promotion

3. Introduction
3
• Staffingfunction followsthe planning&
Organizing function.
• Thestaffingfunctionincludes recruitment
selection , training,
development,transfer,promotion &
compensation
• Staffinginvolvesproper classificationof
personnel &payfixed for them.

4. Definition
4
• Haimann : Themanagerialfunction ofstaffing
is“Concerned with the placement, &growth.”
• KoontzandO’Donnel:The managerialfunction
of staffing is “Managingthe organizational
structure through proper selection”
• S.Benjamin:Staffingfunctionisconcerned with
the placement ,growth,& development ofall
those members ofthe organization whose
function isto get thingsget done through
efforts of individuals.

5. Elements of staffing
5
• EffectiveSelection &recruitment.
• Proper classificationofpersonnel &payfixfor
them.
• Proper placement.
• Adequate&appropriate training for
development.
• Satisfactoryandfair transfer &promotion.
• Soundrelationship between managnent&
workers.
• Adequateprovisionfor retirement.

6. Functions of staffing
6
• Manpower planning.
• Development
• Fixingemployment standards
• Sources
• Selection&placement
• Training
• Other sources

7. Recruitment
7
• Recruitment meansthe findingofstaff
members for the present &future jobs.
• Accordingto Dalton E.McFarlandTheterm
recruitment applies to Process ofattracting
potential employees.
• EdwinB.Flippo“Recruitment isthe processof
searchingfor prospective employeesand
stimulating them to applyfor the jobsin the
organization.

8. Sources of Recruitment
8
• The source ofrecruitment isbasedon the
policyfollowed bythe company.
• Ifthe job isfilledup out of present employees
ofthe company,it issaidto be internal source
of company.
• Exampleare Transfer &promotion.
• Ifthe job isfilledup from out of candidates
availablein the society the ofthe companyit is
saidto be External source of company.

9. Internal Sources ofRecruitment
Advantage‐Disadvantage
9
Advantage
• It increasesmorale ofthe staffmembers of
company.
• It attracts efficientstaff members.
• Thetraining expenses are reduced to some
extent.
Disadvantage
• Ifthe higher position are filledinternally the
companywill not be ableto get fresh &original
idea&initiative from employees.

10. External Sources ofRecruitment
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• There are variousexternal sourcesof
recruitment.
• Advertisement
• Recommendation
• Gate applicants
• Employment exchange
• Personal consultant

11. External Sources ofRecruitment
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• Educational Institutions
• Waiting list
• Unsolicited applicants
• Jobbers &contractors
• Field trips
• Leasing

12. External Sources ofRecruitment
Merits
12
Merits
• Choice
• New outlook
• Wideexperience

13. External Sources ofRecruitment
Demerits
13
• Demerits
• Gaugingofold employment
• Lackofco-operation
• Expensive
• Trade union
• Danger ofnon adjustment

14. Selection
• Selection isthe deviceusein the organization
to select asuitable person whohasrequired
educational qualification, skills, abilities.
• Selection isthe processadopted bythe
organizationto select adequate number of
persons whoare fit for the job.
• Selection requires highcost but results in very
highreturns.
• 14

15. Stages of Selectionprocedure
15
• Receivingandscreeningof operations.
• Internal interview
• BlankApplication
•

16. Test
16
• TheTest isconducted bythe organizationfor
the purpose ofknowingmore about the
applicantsto be selected or rejected.
• Tests are classifiedinto two kinds
• Proficiency test
• Aptitude test

17. Advantages ofTest
17
• Test helpsthe employer to findwhether a
candidate isfit to do a job.
• Besides,tests help Icheckingcandidatesclaims
in respect ofhisqualification ,Experience etc.
• Laborturnover canbe reduced.
• Tests maybe conducted for trainer.

18. Disadvantages of Test
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• Hundred percent test selection isnot possible
through test.
• Test issuitable for limited no ofemployeesare
present.
• Ifthe no ofapplications are small,it isbetter to
conduct interview rather than test.
• Somecandidate do not revel there talents
through test.
• Test doesnot provide ant basisfor motivation.

19. Prerequisite of
Effective of Test
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• Validity.
• Reliability
• Norms
• No partiality

20. Prerequisite of Effective of Test
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• Specialization
• Supplementary
• Checkingreferences

21. Interview
21
• Interview technique isamethod ofpersonal
appraisalthrough faceto faceconversation and
observation.
• Inanyinterview, the interviewer hasdominant
position over interviewee.
• Theinterview isdividedinto two i.e. primary
interview &finalinterview

22. Kinds ofInterview
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• Direct Interview
• Indirect interview
• Patterned interview

23. Kinds ofInterview
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• Stress Interview
• Systematicin depth interview
• Boardor panel interview
• Group interview

24. Principles of Interview
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• Themanagement shoulddefine the specific
objectives of interview.
• The interviewer shouldaskquestionsrelated to
job.
• Theevaluationofthe performance shouldbe
done immediately after interview.

25. Process of Interview
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• Reviewofbackground information.
• Preparation of questions
• Putting the applicantsat ease
• Drawingout the best applicant
• Concludingthe interview

26. Process of Interview
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• Final Selection
• Medicalexamination
• Placement
• Orientation

27. Promotion
27
• Meaning:Placement ofaemployeefor better
job.
• BasisofPromotion
– Seniority
– Education
– Job knowledge

28. Qualities of Good
Promotion Policy
28
• Whatever the promotion policyfollowedby
the management,that shouldbe widely
publishedandstrictly adhered to.
• Each &every employee should work in all jobs
in an organization to get through knowledge &
experience.
• Eachpromotion isrecommended byline
officers

29. Summary
29
• Staffingfunction followsthe planning&Organizing
function.
• Staffingfunctionincludes recruitment, selection, training,
Development, transfer &promotion.
• Staffinginvolvesproper classificationofpersonnel &pay
fixed for them.
• Recruitment meansthe findingofstaffmembers for the
present &future jobs.