Staffing involves hiring and developing human resources to fill organizational positions. The key aspects of staffing are recruitment, selection, and training. Recruitment involves searching for candidates internally or externally. Selection is the process of evaluating candidates and choosing the best fit. Training improves employees' skills and competence through on-the-job or off-the-job methods. The staffing process aims to obtain competent personnel, drive high performance, utilize resources optimally, and improve job satisfaction.

1. STAFFING

2. WHAT IS
STAFFING

3. taffing is defined as the
process of hiring and
developing the required
human resources to fill in
various positions in the
organization. It also signifies
placing the right person at
the right job
S

4. PROCESS OF
STAFFING
Estimating manpower
requirements.
1
Recruitment
2
Selection
3
Placement and Orientation
4
5
6
7
Training and Development
Performance Appraisal
Compensation

5. NEED &
IMPORTANCE
1. Obtaining Competent Personnel
2. High Performance
3. Continuous growth
4. Optimum utilization of human
resources
5. Improves job satisfaction

6. ASPECTS OF STAFFING
• Recruitment
• Selection
• Training
The three aspects of Staffing are as
follows:

7. • Recruitment
It has Been as the procress of searching for propespective
employees and stimulating them to apply for jobs & in an
organization.
Sources of Recruitment-
• Internal sources
• External Sources

8. Internal Sources Internal Sources of recruitment are
those sources in which the talent acquisition is done
from within the organization. No new members or
employees are recruited here.
Internal Sources
Types of internal sources
• Tranfers
• Promotion

9. Merits of Internal Sources
● Boosts employee morale:
● Reliable method:
● Tool of Training:
● Creates balance:
● Inexpensive:
Limitations of Internal Sources
● No fresh blood in the organization:
● Employee lethargy:
● Not suitable for new organizations:
● No competitive spirit:
● Lower productivity:

10. External Sources When the Internal Sources fail to cater
the needs, the organization starts the recruitment
through external sources
External Sources
• Direct Recruitment:
• Casual Callers:
• Advertisement:
• Employment Exchange:
• Placement Agencies and Management Consultants:
• Campus Recruitment: Advertising on Television:
• Web Publishing:
• Labour Contractors:
External Sources are-

11. Merits of External Sources
● Qualified Personnel
● Wider Choice
● Fresh Talent
● Competitive Spirit
Limitations of External Sources
● Dissatisfaction among existing staff
● Lengthy process
● Costly process

12. Selection
This is the process of choosing the best out of all. A
series of employment tests and interviews are
conducted in order to choose the person who would
be the best fit for the job.

13. Process of Selection
1. Preliminary Screening
2. Selection Tests
3. Employment Interview
4. Reference and Background Check
5. Selection Decision
6. Medical Examination
7. Job offer
8. Contract of Employment

14. Training is the process of improving an employee's skills and
competence required to perform a specific job.
Training
TRAINING METHODS
A. On the Job Methods
B. Off the Job Methods

15. A. On the Job Methods
On-the-job training refers to the training where
the subordinates learn by doing in the workplace,
under the supervision of superiors.
It includes:
● Apprenticeship Programmes
● Coaching
● Internship Training
● Job Rotation

16. B. Off the Job Methods
On-the-job training refers to the training where the
subordinates learn by doing at a place away from the
workplace.
It includes:
● Classroom Lectures/ Conference
● Films
● Case study
● Computer Modelling
● Vestibule Training
● Programmed Instructions

17. THANK
YOU!