Steps in staffing
โขDownload as PPTX, PDFโข
2 likesโข2,381 views
The document outlines the key steps in the staffing process, including manpower planning to estimate staffing needs, recruitment to find qualified applicants, selection to identify the most suitable candidates, appointment and induction to onboard new hires, training and development to increase employees' skills, performance appraisal to evaluate employees, promotion to higher positions, and compensation to reward employees for their work.
Report
Share
Report
Share
Recommended
Standing orders
The document discusses the definition, importance, scope and application of standing orders under the Indian law, which are rules relating to matters of employment that provide clarity on rights and obligations of employers and employees. It notes the process for employers to submit draft standing orders to certifying officers for certification, and the penalties for non-compliance. Certified standing orders have the force of law and help minimize industrial conflicts.
Recruitment
The document discusses various topics related to recruitment, selection, placement, promotion, credentialing and retention of nurses. It defines each topic and describes the relevant processes. For recruitment, it outlines the steps involved including identifying vacancies, preparing job specifications, advertising positions, shortlisting candidates, and conducting interviews. Selection involves differentiating suitable applicants through processes such as testing and interviews. Placement determines the appropriate job for new hires while promotion involves advancing employees to higher roles. Credentialing and retention help verify qualifications and encourage staff to remain in their jobs long-term.
Performance appraisal ppt
This document discusses performance appraisal, which is a formal, systematic process for evaluating employee job performance and productivity. It defines performance appraisal, outlines its characteristics and purposes for both employees and organizations. The document also covers the principles, criteria, approaches, process, methods and guidelines for effective performance appraisal. The overall aim is to measure how well employees are performing their jobs and help them improve.
Collective bargaining
Negotiation may be competitive or collaborative, but collaborative negotiation generally have more positive outcome. A major goal is to make the other part feel satisfied with the outcome. The focus should be creates a win-win situation.
Budgeting
A nursing budget is a systematic financial plan that estimates nursing revenues and expenses over a set period of time. It is informed by analyzing past income and expenditures and projecting how revenues will cover estimated costs. Nursing budgets can take different forms depending on factors like the budget period, level of flexibility, and whether costs are estimated by program or department. The nurse administrator plays a key role in formulating the budget by consulting with managers, justifying funding needs, and ensuring client safety is not compromised by fiscal constraints.
STAFFING
It's about... Having the right people, with the right abilities, in the right place , at the right time!
Line authority
Line authority is a hierarchical form of authority where managers directly oversee and make decisions for employees in the chain of command from top to bottom positions. A line manager has complete control over directing employee work and decisions. In contrast, staff authority provides advisory and support roles to line functions by assisting and recommending, but are not part of the direct chain of command. Staff managers offer knowledge and expertise to other departments, such as a marketing executive assisting production with forecasts and demand generation.
Recruitment Process
The document outlines the 9 key steps to an effective recruitment process: 1) Identify hiring needs, 2) Prepare job descriptions, 3) Create a recruitment plan, 4) Start searching for candidates, 5) Recruit top candidates, 6) Conduct phone screenings, 7) Interview candidates in person, 8) Make a job offer, 9) Onboard the new employee. The process involves identifying job vacancies, defining requirements, reviewing applications, screening candidates, conducting interviews, and ultimately hiring the best candidate for the role.
Recommended
Standing orders
The document discusses the definition, importance, scope and application of standing orders under the Indian law, which are rules relating to matters of employment that provide clarity on rights and obligations of employers and employees. It notes the process for employers to submit draft standing orders to certifying officers for certification, and the penalties for non-compliance. Certified standing orders have the force of law and help minimize industrial conflicts.
Recruitment
The document discusses various topics related to recruitment, selection, placement, promotion, credentialing and retention of nurses. It defines each topic and describes the relevant processes. For recruitment, it outlines the steps involved including identifying vacancies, preparing job specifications, advertising positions, shortlisting candidates, and conducting interviews. Selection involves differentiating suitable applicants through processes such as testing and interviews. Placement determines the appropriate job for new hires while promotion involves advancing employees to higher roles. Credentialing and retention help verify qualifications and encourage staff to remain in their jobs long-term.
Performance appraisal ppt
This document discusses performance appraisal, which is a formal, systematic process for evaluating employee job performance and productivity. It defines performance appraisal, outlines its characteristics and purposes for both employees and organizations. The document also covers the principles, criteria, approaches, process, methods and guidelines for effective performance appraisal. The overall aim is to measure how well employees are performing their jobs and help them improve.
Collective bargaining
Negotiation may be competitive or collaborative, but collaborative negotiation generally have more positive outcome. A major goal is to make the other part feel satisfied with the outcome. The focus should be creates a win-win situation.
Budgeting
A nursing budget is a systematic financial plan that estimates nursing revenues and expenses over a set period of time. It is informed by analyzing past income and expenditures and projecting how revenues will cover estimated costs. Nursing budgets can take different forms depending on factors like the budget period, level of flexibility, and whether costs are estimated by program or department. The nurse administrator plays a key role in formulating the budget by consulting with managers, justifying funding needs, and ensuring client safety is not compromised by fiscal constraints.
STAFFING
It's about... Having the right people, with the right abilities, in the right place , at the right time!
Line authority
Line authority is a hierarchical form of authority where managers directly oversee and make decisions for employees in the chain of command from top to bottom positions. A line manager has complete control over directing employee work and decisions. In contrast, staff authority provides advisory and support roles to line functions by assisting and recommending, but are not part of the direct chain of command. Staff managers offer knowledge and expertise to other departments, such as a marketing executive assisting production with forecasts and demand generation.
Recruitment Process
The document outlines the 9 key steps to an effective recruitment process: 1) Identify hiring needs, 2) Prepare job descriptions, 3) Create a recruitment plan, 4) Start searching for candidates, 5) Recruit top candidates, 6) Conduct phone screenings, 7) Interview candidates in person, 8) Make a job offer, 9) Onboard the new employee. The process involves identifying job vacancies, defining requirements, reviewing applications, screening candidates, conducting interviews, and ultimately hiring the best candidate for the role.
Selection
The document discusses the employee selection process. It begins by defining selection as the process of identifying candidates that have the required qualifications for jobs in an organization. It then outlines some of the key steps in the typical selection process, including screening interviews, application forms, testing, and interviews. The document provides details on the types of information collected in application forms, such as personal, educational, and employment history details. It also discusses the importance of references and assessing a candidate's life history and work history. Overall, the document provides an overview of the employee selection process and some of the common techniques used at various stages of selection.
ORGANIZATIONAL BEHAVIOR AND HUMAN RELATIONS
Group dynamics is a system of behaviors and psychological processes occurring within a social group, or between social groups.
Labour room quality initiative ppt for ECHO program.pptx
The document provides an overview of the Labour Room Quality Initiative (LaQshya) guidelines in India. Some key points:
- LaQshya was launched in 2017 to improve quality of care during delivery and postpartum periods to reduce maternal and newborn mortality.
- It aims to benefit all women delivering in public health facilities by improving quality in labor rooms, operation theaters, and intensive care units.
- Implementation will focus on medical college hospitals, district hospitals, and community health centers meeting delivery thresholds.
- The initiative establishes quality assurance committees at national, state, district, and facility levels to support implementation through training and mentoring.
- Facilities will implement six two-month
Recruitment (Nursing Management)
This Slide is Prepare for B.Sc. Nursing Students. Which help to Understand Recruitment Process in Simple Language.
Contents:
01. Introduction
02. Definition
03. Sources of Recruitment
04. Methods of Recruitment
Performance appraisal
Performance appraisal means the systematic evaluation of the performance of an expert or his immediate superior. Performance appraisal is a method of evaluating the behavior of employees in the work spot, normally including both the quantitative and qualitative aspects of job performance. Performance here refers to the degree of accomplishment of the tasks that make up an individual's job. It indicates how well an individual is fulfilling the job demands.
Budget
The document discusses various types of budgets and the budgeting process. It defines a budget as a financial plan for a defined period of time. It then describes 14 different types of budgets including incremental, programme, open-ended, flexible, revenue/expense, zero-based, sales, and sunset budgets. The steps in the budgetary process are identified as budget estimate preparation, approval, allocation/appropriation, and monitoring. Performance budgeting and its benefits are also summarized. Examples of sources of institute revenue, approval systems, budget allocation procedures, and a research budget plan are provided.
Promotion
This document defines promotion as the upward movement or advancement of an employee within an organization. It discusses various types of promotion including horizontal, vertical, and dry promotion. The purpose of promotion is to recognize and reward employee skills, motivate higher productivity, develop competitive spirit, promote employee satisfaction, build loyalty, and retain talented individuals. Characteristics of effective promotion include providing equal opportunities, being uniformly applied, being fair and impartial, having clearly specified criteria, and being made on a trial basis. Promotion decisions can be based on factors like seniority, performance, qualifications, potential, career plans, vacancies, and training.
Staff development and welfare
This document discusses staff development and welfare in hospital and community nursing management. It defines staff development as programs designed to motivate, train, and educate learners to improve their knowledge, skills, and attitudes. The objectives of staff development programs are to improve staff performance and quality of care, provide knowledge updates, support evidence-based research, create a supportive work environment, and evenly distribute workloads. Staff development includes orientation, continuing education, in-service training, job counseling, and formal training programs. It also discusses the need for staff development to establish competence, satisfy interests, develop new skills, and increase productivity. The role of head nurses in staff development and factors relating to staff welfare like working hours, leaves, attendance at courses,
Importance of organization and staffing
The document discusses the importance of organization and staffing. It defines organization as the grouping of activities and assignment of duties to accomplish common goals. Staffing involves assessing personnel needs, recruiting, selecting, training, and evaluating employees. Proper organization and staffing provide important benefits like optimal resource use, coordination, effective management, and motivation of personnel.
Staffing
The document discusses various aspects of human resource management including HR planning, recruitment, selection, performance appraisal, organizational change, and conflict management. It describes the key processes in HR such as job analysis, sources of recruitment, the selection process, and performance appraisal techniques. It also examines factors that influence organizational change and ways to manage conflicts within an organization.
Staffing
Staffing in Nursing. Objectives of Staffing, Function of Staffing, SIU Norms, Philosophy of Staffing, Steps in Staffing
HUMAN RESOURCE MANAGEMENT
NURSING MANAGEMENT AND EDUCATION
PLACING PEOPLE TO SUITABLE JOB IS A MUST FOR ACHIEVEMENT OF ORGANIZATIONAL OBJECTIVES. FOR THIS PURPOSE, SUITABLE METHODS ARE TO BE EMPLOYED TO DETERMINE EFFICIENCY, KNOWLEDGE, SKILLS AND ATTITUDE OF PERSONNEL SO AS TO DEPLOY THEM IN AREAS WHERE THEY CAN MAKE BEST USE OF THEIR SKILLS.
COLLECTIVE BARGAINING
The concept of collective bargaining was introduced very late in India as trade unions were found only in 20th century. The concept of collective bargaining attained significance only after 1962. The phrase collective bargaining is said to be coined by Sydney and Beatrice Webb and Great Britain. It is made up from two words collective which means โgroupโ and bargaining which means โproposals and counter proposalsโ. So it is a process in which the representatives of a labour organization & the representatives of business organization meet and attempt to negotiate a contract or agreement, which specifies the nature of employee-employer union relationship.
Assessment and management of normal neonates
This presentation contain:
Normal neonate;
Physiological adaptation;
Initial & Daily assessment
Essential newborn care; Thermal control,
Breast feeding, presentation of infections
Immunization
Minor disorders of newborn and its management
Levels of neonatal care (level I, II, & III)
At primary, secondary and tertiary levels
Maintenance of Reports and Records
Management of Equipment supplies
The document discusses management of equipment and supplies in hospitals. It outlines the objectives of material management which are to procure materials at the best price while minimizing costs. It also discusses efficient management including forecasting needs, selecting quality materials within budget, and proper receipt, storage and accounting of materials. The types of materials used in hospitals are described including drugs, supplies, equipment and facilities. Standards for quality and quantity of equipment are discussed. Inventory control aims to maintain optimal stock levels to meet demand. The nurse's role includes maintaining adequate supplies and equipment, minimizing waste, and educating staff on economical use of materials.
Accreditation
Accreditation is an ongoing evaluation process where educational institutions meet predetermined standards set by accrediting agencies. It serves several purposes, including maintaining adequate admission requirements, minimum academic standards, and stimulating institutional self-improvement. There are different types of accrediting bodies, including regional, state, national, and professional agencies in India such as UGC, AICTE, NAAC, MCI, and INC. Accreditation involves periodic inspections to ensure standards continue to be met.
India's 12th Five year Plan
The document summarizes India's 12th Five Year Plan (2012-2017). Key points include:
- The plan aims for 8.2% average annual GDP growth through faster, sustainable and inclusive development.
- Sectoral growth targets are set for agriculture, industry, services and infrastructure.
- Strategic challenges are identified such as improving education, health, energy access and urban development.
- Resource allocation priorities increase funding for education, health and infrastructure compared to the 11th Plan.
Nursing as a profession.pptx
Nursing as a profession
Philosophy, nursing practice
Aims and objectives
Characteristics of a professional nurse
Current trends and issues in Nursing.
Regulatory bodies; INC,SNC acts: constitution, functions
Material management
The document discusses material management in healthcare facilities. It defines material management and outlines its key aims and principles, which include obtaining supplies of the right quality, quantity, time and place at the lowest cost. It describes the various functions and elements of material management like procurement, storage, inventory control and equipment maintenance. The primary objectives are economy, continuity of supply and developing good supplier relationships.
Recruitment
The document discusses the key aspects of recruitment and selection in human resource management. It defines recruitment as the process of finding and hiring the best qualified people for jobs in an organization. The objectives, types, sources, and methods of recruitment are described. Selection is defined as choosing the most suitable candidates from applicants. The common steps and tools in selection like interviews, tests, and reference/background checks are outlined. The importance of effective placement and promotion policies for organizational success is also highlighted.
Steps in Staffing Process
The document outlines the 8 key steps in a company's staffing process: 1) manpower planning to forecast needs, 2) recruitment to identify candidates, 3) selection of candidates through evaluation, 4) placement and orientation of new hires, 5) training of employees, 6) performance appraisals to evaluate employees, 7) promotions within the company, and 8) compensation of employees appropriately for their work. Each step is described as part of an organized process to staff positions and develop employees.
Recruitment and selection powerpoint presentation
The document discusses recruitment and selection strategies. It outlines the program objectives which include becoming an expert in the employment process, creating an effective recruitment strategy, employing valuable recruitment methods, selecting the right employees through an objective process, benchmarking against competitors, and attaining higher retention rates. It then defines recruitment as the process of attracting, screening, and selecting candidates, and discusses using competencies to assess candidates. The remainder of the document provides guidance on developing a recruitment strategy including aligning stakeholders, considering market conditions, methods for recruiting, evaluating applications, interviews and references, making a final selection, assessing strategies, addressing legal issues, and next steps.
More Related Content
What's hot
Selection
The document discusses the employee selection process. It begins by defining selection as the process of identifying candidates that have the required qualifications for jobs in an organization. It then outlines some of the key steps in the typical selection process, including screening interviews, application forms, testing, and interviews. The document provides details on the types of information collected in application forms, such as personal, educational, and employment history details. It also discusses the importance of references and assessing a candidate's life history and work history. Overall, the document provides an overview of the employee selection process and some of the common techniques used at various stages of selection.
ORGANIZATIONAL BEHAVIOR AND HUMAN RELATIONS
Group dynamics is a system of behaviors and psychological processes occurring within a social group, or between social groups.
Labour room quality initiative ppt for ECHO program.pptx
The document provides an overview of the Labour Room Quality Initiative (LaQshya) guidelines in India. Some key points:
- LaQshya was launched in 2017 to improve quality of care during delivery and postpartum periods to reduce maternal and newborn mortality.
- It aims to benefit all women delivering in public health facilities by improving quality in labor rooms, operation theaters, and intensive care units.
- Implementation will focus on medical college hospitals, district hospitals, and community health centers meeting delivery thresholds.
- The initiative establishes quality assurance committees at national, state, district, and facility levels to support implementation through training and mentoring.
- Facilities will implement six two-month
Recruitment (Nursing Management)
This Slide is Prepare for B.Sc. Nursing Students. Which help to Understand Recruitment Process in Simple Language.
Contents:
01. Introduction
02. Definition
03. Sources of Recruitment
04. Methods of Recruitment
Performance appraisal
Performance appraisal means the systematic evaluation of the performance of an expert or his immediate superior. Performance appraisal is a method of evaluating the behavior of employees in the work spot, normally including both the quantitative and qualitative aspects of job performance. Performance here refers to the degree of accomplishment of the tasks that make up an individual's job. It indicates how well an individual is fulfilling the job demands.
Budget
The document discusses various types of budgets and the budgeting process. It defines a budget as a financial plan for a defined period of time. It then describes 14 different types of budgets including incremental, programme, open-ended, flexible, revenue/expense, zero-based, sales, and sunset budgets. The steps in the budgetary process are identified as budget estimate preparation, approval, allocation/appropriation, and monitoring. Performance budgeting and its benefits are also summarized. Examples of sources of institute revenue, approval systems, budget allocation procedures, and a research budget plan are provided.
Promotion
This document defines promotion as the upward movement or advancement of an employee within an organization. It discusses various types of promotion including horizontal, vertical, and dry promotion. The purpose of promotion is to recognize and reward employee skills, motivate higher productivity, develop competitive spirit, promote employee satisfaction, build loyalty, and retain talented individuals. Characteristics of effective promotion include providing equal opportunities, being uniformly applied, being fair and impartial, having clearly specified criteria, and being made on a trial basis. Promotion decisions can be based on factors like seniority, performance, qualifications, potential, career plans, vacancies, and training.
Staff development and welfare
This document discusses staff development and welfare in hospital and community nursing management. It defines staff development as programs designed to motivate, train, and educate learners to improve their knowledge, skills, and attitudes. The objectives of staff development programs are to improve staff performance and quality of care, provide knowledge updates, support evidence-based research, create a supportive work environment, and evenly distribute workloads. Staff development includes orientation, continuing education, in-service training, job counseling, and formal training programs. It also discusses the need for staff development to establish competence, satisfy interests, develop new skills, and increase productivity. The role of head nurses in staff development and factors relating to staff welfare like working hours, leaves, attendance at courses,
Importance of organization and staffing
The document discusses the importance of organization and staffing. It defines organization as the grouping of activities and assignment of duties to accomplish common goals. Staffing involves assessing personnel needs, recruiting, selecting, training, and evaluating employees. Proper organization and staffing provide important benefits like optimal resource use, coordination, effective management, and motivation of personnel.
Staffing
The document discusses various aspects of human resource management including HR planning, recruitment, selection, performance appraisal, organizational change, and conflict management. It describes the key processes in HR such as job analysis, sources of recruitment, the selection process, and performance appraisal techniques. It also examines factors that influence organizational change and ways to manage conflicts within an organization.
Staffing
Staffing in Nursing. Objectives of Staffing, Function of Staffing, SIU Norms, Philosophy of Staffing, Steps in Staffing
HUMAN RESOURCE MANAGEMENT
NURSING MANAGEMENT AND EDUCATION
PLACING PEOPLE TO SUITABLE JOB IS A MUST FOR ACHIEVEMENT OF ORGANIZATIONAL OBJECTIVES. FOR THIS PURPOSE, SUITABLE METHODS ARE TO BE EMPLOYED TO DETERMINE EFFICIENCY, KNOWLEDGE, SKILLS AND ATTITUDE OF PERSONNEL SO AS TO DEPLOY THEM IN AREAS WHERE THEY CAN MAKE BEST USE OF THEIR SKILLS.
COLLECTIVE BARGAINING
The concept of collective bargaining was introduced very late in India as trade unions were found only in 20th century. The concept of collective bargaining attained significance only after 1962. The phrase collective bargaining is said to be coined by Sydney and Beatrice Webb and Great Britain. It is made up from two words collective which means โgroupโ and bargaining which means โproposals and counter proposalsโ. So it is a process in which the representatives of a labour organization & the representatives of business organization meet and attempt to negotiate a contract or agreement, which specifies the nature of employee-employer union relationship.
Assessment and management of normal neonates
This presentation contain:
Normal neonate;
Physiological adaptation;
Initial & Daily assessment
Essential newborn care; Thermal control,
Breast feeding, presentation of infections
Immunization
Minor disorders of newborn and its management
Levels of neonatal care (level I, II, & III)
At primary, secondary and tertiary levels
Maintenance of Reports and Records
Management of Equipment supplies
The document discusses management of equipment and supplies in hospitals. It outlines the objectives of material management which are to procure materials at the best price while minimizing costs. It also discusses efficient management including forecasting needs, selecting quality materials within budget, and proper receipt, storage and accounting of materials. The types of materials used in hospitals are described including drugs, supplies, equipment and facilities. Standards for quality and quantity of equipment are discussed. Inventory control aims to maintain optimal stock levels to meet demand. The nurse's role includes maintaining adequate supplies and equipment, minimizing waste, and educating staff on economical use of materials.
Accreditation
Accreditation is an ongoing evaluation process where educational institutions meet predetermined standards set by accrediting agencies. It serves several purposes, including maintaining adequate admission requirements, minimum academic standards, and stimulating institutional self-improvement. There are different types of accrediting bodies, including regional, state, national, and professional agencies in India such as UGC, AICTE, NAAC, MCI, and INC. Accreditation involves periodic inspections to ensure standards continue to be met.
India's 12th Five year Plan
The document summarizes India's 12th Five Year Plan (2012-2017). Key points include:
- The plan aims for 8.2% average annual GDP growth through faster, sustainable and inclusive development.
- Sectoral growth targets are set for agriculture, industry, services and infrastructure.
- Strategic challenges are identified such as improving education, health, energy access and urban development.
- Resource allocation priorities increase funding for education, health and infrastructure compared to the 11th Plan.
Nursing as a profession.pptx
Nursing as a profession
Philosophy, nursing practice
Aims and objectives
Characteristics of a professional nurse
Current trends and issues in Nursing.
Regulatory bodies; INC,SNC acts: constitution, functions
Material management
The document discusses material management in healthcare facilities. It defines material management and outlines its key aims and principles, which include obtaining supplies of the right quality, quantity, time and place at the lowest cost. It describes the various functions and elements of material management like procurement, storage, inventory control and equipment maintenance. The primary objectives are economy, continuity of supply and developing good supplier relationships.
Recruitment
The document discusses the key aspects of recruitment and selection in human resource management. It defines recruitment as the process of finding and hiring the best qualified people for jobs in an organization. The objectives, types, sources, and methods of recruitment are described. Selection is defined as choosing the most suitable candidates from applicants. The common steps and tools in selection like interviews, tests, and reference/background checks are outlined. The importance of effective placement and promotion policies for organizational success is also highlighted.
What's hot (20)
Labour room quality initiative ppt for ECHO program.pptx
Labour room quality initiative ppt for ECHO program.pptx
ย
Viewers also liked
Steps in Staffing Process
The document outlines the 8 key steps in a company's staffing process: 1) manpower planning to forecast needs, 2) recruitment to identify candidates, 3) selection of candidates through evaluation, 4) placement and orientation of new hires, 5) training of employees, 6) performance appraisals to evaluate employees, 7) promotions within the company, and 8) compensation of employees appropriately for their work. Each step is described as part of an organized process to staff positions and develop employees.
Recruitment and selection powerpoint presentation
The document discusses recruitment and selection strategies. It outlines the program objectives which include becoming an expert in the employment process, creating an effective recruitment strategy, employing valuable recruitment methods, selecting the right employees through an objective process, benchmarking against competitors, and attaining higher retention rates. It then defines recruitment as the process of attracting, screening, and selecting candidates, and discusses using competencies to assess candidates. The remainder of the document provides guidance on developing a recruitment strategy including aligning stakeholders, considering market conditions, methods for recruiting, evaluating applications, interviews and references, making a final selection, assessing strategies, addressing legal issues, and next steps.
Recruitment, Selection Process Methods And Steps,
The document discusses recruitment, selection processes, and psychological testing used in hiring. It covers the key steps in recruitment including identifying job requirements, attracting candidates, screening applications, interviews and assessments. Selection methods like testing, interviews and background checks are explained. The uses, types, advantages and disadvantages of psychological testing in selection are also summarized.
Staffing process fy 2011 12
This document provides information and guidance about UCSF's annual staffing process for fiscal year 2011-2012. It explains that the staffing process balances permanent base budgets with actual staff salary commitments by reconciling annualized salary expenditures to permanent salary and FTE budgets at the department level. It provides details on how to read and reconcile preliminary staffing lists, deadlines, common examples of staffing list issues and solutions, and contact information for questions.
Staffing process
The document discusses the staffing process, including recruiting, interviewing, and terminating employees. It provides details on creating job descriptions and writing employment ads to effectively recruit candidates. When interviewing, it recommends tying questions to job requirements and avoiding discriminatory inquiries. The document stresses documenting performance issues and applying discipline policies consistently to protect against wrongful termination lawsuits if an employee must be fired. Overall, the document offers guidance on legally compliant and strategic practices for staffing a credit union.
Staffing the engineering - ES 08
The document discusses the staffing process for engineering organizations. It defines staffing and outlines the key steps: human resource planning, recruitment, selection, induction and orientation, training and development, performance appraisal, employment decisions, and separations. The goals of staffing are to acquire a sufficient workforce and match people to jobs to facilitate organizational objectives. As an engineer manager, ensuring the right people are assigned to positions fitting their qualifications is an important responsibility.
Staffing , duties and responsibilities of various categories
This document discusses staffing in nursing. It begins by defining staffing and outlining its objectives, which include understanding the meaning of staffing and the importance of safe staffing. It then covers the philosophy, importance, nature, features, and components of staffing. Factors influencing staffing patterns are discussed, as well as the system approach to staffing. Finally, it summarizes a research study that found an association between nurse staffing levels, burnout, and healthcare-associated infections. Reducing nurse burnout may help control infections in hospitals.
Human Resource Management: Staffing
The document discusses the key aspects of HRM staffing which includes acquiring, training, appraising, and compensating employees. It outlines the steps to identify the ideal employees which are writing job descriptions, knowing the job specifications, and advertising the position. It then details the processes for recruiting, selecting, hiring, orienting, and developing new employees to ensure they are onboarded legally, ethically and correctly. The presentation provides an overview of HRM staffing best practices.
Staffing
Staffing is an important management function that involves manning organizational structures through selecting, appraising, and developing personnel. The staffing process includes estimating manpower needs, recruitment, selection, orientation, training, performance evaluation, promotion, compensation, and retirement. The goal is to ensure the organization has qualified people in the right jobs to efficiently achieve organizational goals.
STYLES OF MANAGEMENT
This document discusses and compares three styles of management: American, Japanese, and Indian. The American style is short-term oriented and focuses on individual performance, while the Japanese style emphasizes long-term thinking and group performance. Decision-making is typically slow but implementation is fast. The Indian style incorporates elements of both short and long-term orientation, and can focus on either individual or group performance. It also discusses some characteristics and challenges of the Indian management style, such as poor execution, a bossy attitude, and less innovation.
Nursing Leadership and management - STAFFING
The document discusses staffing and personnel selection in healthcare. It addresses factors that affect staffing levels like patient acuity and budgets. The selection process involves recruitment, screening applicants through interviews and testing, and orienting new hires. Staff development programs like preceptorships, mentorships, and career planning are also summarized to enhance nursing services.
management style
This presentation compares the autocratic and democratic management styles. The autocratic style involves unilateral decision making by the manager without input from subordinates. Decisions reflect the manager's opinions. There are directive and permissive types of autocratic leaders. The democratic style is open to others' opinions and welcomes subordinate contributions to decisions. Communication flows both ways. There are also directive and permissive democratic leaders. The autocratic style has strengths when controlling large numbers of low-skilled workers but subordinates become overly dependent. The democratic style motivates through delegated authority but decision making can be slow. An effective manager should understand different styles and combine them as needed for each situation.
Management Styles
The document discusses four main management styles:
1. Autocratic - Management makes all decisions without input from staff. Communication flows only from management down.
2. Persuasive - Management makes final decisions but discusses the reasoning with staff beforehand. Centralized power and decision-making remains with management.
3. Consultative - Management presents problems to staff, gets suggestions, and makes the final decision. Communication flows both ways but decisions still rest with management.
4. Participative - Authority is decentralized and staff are empowered and involved in decision-making. Commonly used in professional organizations where employees have similar skills.
Management Styles
The document discusses various management styles and leadership approaches. It begins with historical examples of large-scale construction projects and then covers management theories like scientific management. It describes different styles like autocratic versus democratic and discusses situational management. The document also covers conflict management styles, bad management styles, and the shift from management to leadership.
Staffing
The document discusses the key aspects of staffing, which includes recruiting, selecting, and training employees. It describes staffing as an important managerial function that is pervasive and continuous. The basis of effective staffing is the efficient management of human resources through proper recruitment and selection procedures to place the right employees in the right jobs. The document then covers the different steps involved in recruitment, selection, and training employees. It discusses various training methods commonly used like on-the-job training, classroom training, and management development programs. Finally, it mentions some types of personnel movements like transfer, promotion, and separation.
Chapter 5 Human Resources Management and Staffing
The document discusses key aspects of human resource management including staffing, recruitment, selection, and socialization of new employees. It defines HRM and outlines the main processes involved - planning, staffing, training, performance appraisal, and compensation. Under staffing, recruitment methods like internal and external sources are explained. The selection process and tools for job analysis like job description, specification, functional job analysis, and position analysis questionnaire are also summarized.
Staffing - Management
Staffing is the process of acquiring, deploying, and retaining a qualified workforce. It involves manpower planning, recruitment, selection, training and development of employees. Staffing ensures the organization has sufficient staffing levels and capabilities to achieve its goals. It is a vital management function and an open system linked to internal needs and external environment factors. Recruitment creates a pool of candidates while selection differentiates between applicants to identify the best candidates for hire. Training and development helps improve employee skills, efficiency and organizational effectiveness over the long term. Staffing is critical for organizational success in today's competitive business world.
Recruitment and selection
The document discusses recruitment and selection processes. It defines recruitment as attracting candidates to jobs and selection as hiring the right person for the right job. The process involves planning, locating prospective candidates through internal and external sources, evaluating applicants through screening, interviews, testing and reference checks, making a selection decision and job offer. It also discusses recruitment and selection objectives and strategies, different recruitment and selection systems, and concludes that filling vacancies with right people at the right cost achieves organizational goals.
Recruitment and selection
Selection is the most important function of HR as it ensures an organization hires the right people for the right jobs at the right time. The selection process involves multiple steps including preliminary interviews, tests, employment interviews, reference checks, physical examinations, and job offers. Different selection tools are used such as application forms, interviews, aptitude tests, and personality tests. An effective selection process is important as it provides qualified workers, reduces training costs, and avoids personnel problems.
Five Functions of management.
The five main functions of management.
Planning , organising, staffing, directing and controlling.
Brief about functions of management.
Viewers also liked (20)
Staffing , duties and responsibilities of various categories
Staffing , duties and responsibilities of various categories
ย
Similar to Steps in staffing
Staffing process
The staffing process at H Line Soft Pvt. Ltd. involves manpower planning, recruitment, selection, orientation, training, performance evaluation, and promotion. Manpower planning determines the optimal number and types of employees needed. Recruitment can be internal through transfers or promotions, or external through advertisements or recommendations. Selection involves choosing the right candidates through interviews, tests, and other screening methods. New employees then undergo orientation and training before being evaluated and considered for promotion or transfer.
Functions of Human Resource Management
Detail of various types of Function of HRM
eg; Operative function and Managerial Function and their sub types.
Human resources management
This document discusses human resource management processes including finding, selecting, training, and evaluating employees. It defines key terms and outlines the steps in recruitment like placing job ads, orientation of new employees, on-the-job and group training, performance evaluations, and how an employee's status can change through promotion, transfer, or separation.
Staffing
conceptual description about the staffing in management system. comprehension make things easier to read and build interest
Ch 6 Staffing.pptx.....................................
Staffing involves placing the right people in the right jobs through recruitment, selection, training, and development processes. It is important for organizational success as it helps ensure proficient personnel, higher performance by matching skills to roles, continuous growth, optimal resource utilization, and goal achievement. Effective staffing processes include estimating needs, attracting qualified candidates from internal and external sources, evaluating applicants through tests and interviews, onboarding new hires, and ongoing performance management.
Staffing
The document provides an overview of the staffing function in human resource management. It discusses the key aspects of staffing including human resource planning, job analysis, recruitment, selection, placement, induction, training and development, performance appraisal, and termination of employment. The document emphasizes that staffing is the process of acquiring, developing and maintaining a qualified workforce to fill positions within an organization. It highlights the importance of staffing for organizational effectiveness and growth.
Talentmanagement
Talent management refers to anticipating an organization's human capital needs and developing a plan to meet those needs. It involves recruiting, developing, rewarding, and retaining employees. The key steps in talent management are understanding requirements, sourcing, attracting, recruiting, selecting, training, retaining, promoting, competency mapping, performance reviews, career planning, succession planning, and exit. The overall goal is to put the right person in the right job at the right time through the talent management process.
Linkedin
The document discusses employee career lifecycles and career planning. It describes the typical stages in an employee's career cycle as recruitment, induction, training and development, promotion or transfer, and retirement. It also discusses developing career plans from both the organizational perspective of ensuring employees have the needed skills to achieve business goals, and the individual employee perspective of acquiring skills for current and future roles. The career planning process involves creating a roadmap for an employee to obtain skills for their current job and future aspirations based on discussions during performance reviews.
HRD-- placement to career development process
The document discusses various aspects of staffing such as placement, induction, promotion, succession planning, and career development. It provides details on properly introducing new employees to their roles and organizations, developing employees for higher level positions, identifying and training potential successors, and supporting employees' careers over different stages from early to late career. The goal is to effectively manage human resources and maximize employee and organizational performance.
Ch1- Recruitment.pptx
The document discusses concepts related to recruitment including the meaning, scope, objectives, and importance of recruitment. It defines recruitment as a process of searching for potential candidates and encouraging them to apply for jobs. The objectives of recruitment include finding the best qualified candidates, minimizing costs, retaining top talent, and reducing favoritism. Job analysis and job design are also important concepts discussed which provide information for recruitment and other HR functions. Job analysis involves studying jobs to understand tasks and requirements while job design organizes work into required tasks.
Talent management
The document discusses talent management, which refers to anticipating an organization's human capital needs and developing a plan to meet those needs. It involves managing employees' abilities to recruit, retain, develop, reward, and motivate high-performing talent. Benefits include hiring the right people, retaining top performers, better decisions, and understanding employees. The talent management process involves understanding needs, sourcing, attracting, selecting, training, retention, promotion, assessment, planning, and exits. Effective talent management is important but complex to implement.
Staffing.pptx
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.
STAFFING function of management detailed ppt.pptx
A PowerPoint presentation on staffing is a vital tool for communicating key concepts, strategies, and best practices related to the process of acquiring, deploying, and retaining human resources within an organization. Staffing is a critical function of human resource management that involves various stages such as recruitment, selection, training, development, and performance management. In this essay, I will outline a comprehensive plan for creating a PowerPoint presentation on staffing, covering essential topics, visual elements, and strategies for effective communication.
**Introduction to Staffing:**
The presentation should begin with an introduction to the concept of staffing, highlighting its importance in organizational success. This section should define staffing, explain its significance in achieving organizational objectives, and outline the main components of the staffing process.
**Key Components of Staffing:**
The next section should delve into the key components of the staffing process, including:
1. Recruitment: Discuss the methods and strategies for attracting a pool of qualified candidates. This may include internal and external recruitment methods, such as job postings, employee referrals, and recruitment agencies.
2. Selection: Explore the process of evaluating and choosing the best candidates for available positions. This involves screening resumes, conducting interviews, and assessing candidates' skills and qualifications.
3. Training and Development: Highlight the importance of ongoing training and development programs to enhance employees' skills, knowledge, and performance. Discuss various training methods, such as workshops, seminars, and online courses, as well as the benefits of investing in employee development.
4. Performance Management: Explain the process of setting performance goals, providing feedback, and evaluating employees' performance. Discuss the role of performance appraisals, feedback mechanisms, and performance improvement plans in driving employee productivity and engagement.
**Best Practices in Staffing:**
In this section, outline best practices and strategies for effective staffing, including:
1. Building a Talent Pipeline: Discuss the importance of proactively sourcing and nurturing talent to meet current and future organizational needs. This may involve cultivating relationships with potential candidates, maintaining a database of qualified candidates, and leveraging social media and networking platforms.
2. Diversity and Inclusion: Emphasize the importance of diversity and inclusion in the staffing process. Discuss strategies for promoting diversity in recruitment and selection practices, such as inclusive job descriptions, diverse interview panels, and unconscious bias training.
3. Employee Engagement: Highlight the link between staffing practices and employee engagement. Discuss the role of meaningful work, career development opportunities, and a positive work environment.
Staffing
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.
Staffing
The document discusses the staffing process and its importance. It defines staffing as the recruitment, selection, development and compensation of managerial personnel. The staffing process involves estimating manpower needs, recruitment, selection, placement, training, performance evaluation, promotion, and compensation. It is an ongoing process and important function performed by managers at all levels. Effective staffing ensures efficient performance, optimal use of resources, development of human capital, motivation of employees, and high morale.
Human resource management
Giving an Introduction to HRM its purpose and its Need and how it is Helpful with enthusiastic manner...
Staffing
Staffing refers to filling positions with competent employees and is an essential part of human resource management. It involves recruiting qualified candidates, selecting the best applicants, and providing training and development opportunities. The staffing process helps organizations discover and hire talented individuals, improve performance, ensure continued growth, optimize human resources, and increase job satisfaction. It entails recruitment, selection, onboarding, compensation, handling grievances, record keeping, and developing employees for future roles. Recruitment sources may be internal or external, and selection involves screening applicants. Training methods include on-the-job, off-the-job, classroom, and computer-based learning to develop necessary skills.
Human resource management process
Human resource management involves recruiting, selecting, training, developing and managing employees to achieve organizational goals. It includes human resource planning to ensure the organization has the right people with the right skills. The key components of an HRM system are recruitment, training, compensation, performance management and career development.
Job analysis
This document summarizes the topics that will be covered in a group project on job design and analysis. The group members and their roles are listed. The agenda includes discussing topics like manpower planning, recruitment, recruitment policy, e-recruitment, selection procedures, interviews, placement, and induction. Brief descriptions are provided for each of these topics. For example, it defines manpower planning, discusses the recruitment process and factors, and outlines the typical selection procedure and components of an induction program.
Staffing- ppt class 12 business studies
This document discusses staffing as an important part of human resource management. It defines staffing as the process of filling positions in an organization with suitable employees. The key aspects covered include:
1. The importance of staffing in obtaining competent employees, ensuring performance and growth, and optimizing human resource utilization.
2. Staffing being a function of HR management that involves hiring, retaining, and releasing employees to fill positions at all levels of the organization.
3. The typical staffing process which includes estimating needs, recruitment, selection, placement, orientation, training, and performance reviews.
4. The various internal and external sources used for recruitment and their merits and demerits.
5
Similar to Steps in staffing (20)
Ch 6 Staffing.pptx.....................................
Ch 6 Staffing.pptx.....................................
ย
Recently uploaded
RHEOLOGY Physical pharmaceutics-II notes for B.pharm 4th sem students
Physical pharmaceutics notes for B.pharm students
HYPERTENSION - SLIDE SHARE PRESENTATION.
IT WILL BE HELPFULL FOR THE NUSING STUDENTS
IT FOCUSED ON MEDICAL MANAGEMENT AND NURSING MANAGEMENT.
HIGHLIGHTS ON HEALTH EDUCATION.
Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) Curriculum
(๐๐๐ ๐๐๐) (๐๐๐ฌ๐ฌ๐จ๐ง ๐)-๐๐ซ๐๐ฅ๐ข๐ฆ๐ฌ
๐๐ข๐ฌ๐๐ฎ๐ฌ๐ฌ ๐ญ๐ก๐ ๐๐๐ ๐๐ฎ๐ซ๐ซ๐ข๐๐ฎ๐ฅ๐ฎ๐ฆ ๐ข๐ง ๐ญ๐ก๐ ๐๐ก๐ข๐ฅ๐ข๐ฉ๐ฉ๐ข๐ง๐๐ฌ:
- Understand the goals and objectives of the Edukasyong Pantahanan at Pangkabuhayan (EPP) curriculum, recognizing its importance in fostering practical life skills and values among students. Students will also be able to identify the key components and subjects covered, such as agriculture, home economics, industrial arts, and information and communication technology.
๐๐ฑ๐ฉ๐ฅ๐๐ข๐ง ๐ญ๐ก๐ ๐๐๐ญ๐ฎ๐ซ๐ ๐๐ง๐ ๐๐๐จ๐ฉ๐ ๐จ๐ ๐๐ง ๐๐ง๐ญ๐ซ๐๐ฉ๐ซ๐๐ง๐๐ฎ๐ซ:
-Define entrepreneurship, distinguishing it from general business activities by emphasizing its focus on innovation, risk-taking, and value creation. Students will describe the characteristics and traits of successful entrepreneurs, including their roles and responsibilities, and discuss the broader economic and social impacts of entrepreneurial activities on both local and global scales.
Geography as a Discipline Chapter 1 __ Class 11 Geography NCERT _ Class Notes...
Geography as discipline
Chapter wise All Notes of First year Basic Civil Engineering.pptx
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
Wound healing PPT
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the bodyโs response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
Temple of Asclepius in Thrace. Excavation results
The temple and the sanctuary around were dedicated to Asklepios Zmidrenus. This name has been known since 1875 when an inscription dedicated to him was discovered in Rome. The inscription is dated in 227 AD and was left by soldiers originating from the city of Philippopolis (modern Plovdiv).
How to deliver Powerpoint Presentations.pptx
"How to make and deliver dynamic presentations by making it more interactive to captivate your audience attention"
BรI TแบฌP Bแป TRแปข TIแบพNG ANH LแปP 9 Cแบข NฤM - GLOBAL SUCCESS - NฤM HแปC 2024-2025 - ...
BรI TแบฌP Bแป TRแปข TIแบพNG ANH LแปP 9 Cแบข NฤM - GLOBAL SUCCESS - NฤM HแปC 2024-2025 - ...Nguyen Thanh Tu Collection
https://app.box.com/s/tacvl9ekroe9hqupdnjruiypvm9rdaneย
Andreas Schleicher presents PISA 2022 Volume III - Creative Thinking - 18 Jun...
Andreas Schleicher, Director of Education and Skills at the OECD presents at the launch of PISA 2022 Volume III - Creative Minds, Creative Schools on 18 June 2024.
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Ab...
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Aberdeen
Stack Memory Organization of 8086 Microprocessor
The stack memory organization of 8086 microprocessor.
BIOLOGY NATIONAL EXAMINATION COUNCIL (NECO) 2024 PRACTICAL MANUAL.pptx
Practical manual for National Examination Council, Nigeria.
Contains guides on answering questions on the specimens provided
Recently uploaded (20)
RHEOLOGY Physical pharmaceutics-II notes for B.pharm 4th sem students
RHEOLOGY Physical pharmaceutics-II notes for B.pharm 4th sem students
ย
NEWSPAPERS - QUESTION 1 - REVISION POWERPOINT.pptx
NEWSPAPERS - QUESTION 1 - REVISION POWERPOINT.pptx
ย
Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) Curriculum
Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) Curriculum
ย
Geography as a Discipline Chapter 1 __ Class 11 Geography NCERT _ Class Notes...
Geography as a Discipline Chapter 1 __ Class 11 Geography NCERT _ Class Notes...
ย
Chapter wise All Notes of First year Basic Civil Engineering.pptx
Chapter wise All Notes of First year Basic Civil Engineering.pptx
ย
BรI TแบฌP Bแป TRแปข TIแบพNG ANH LแปP 9 Cแบข NฤM - GLOBAL SUCCESS - NฤM HแปC 2024-2025 - ...
BรI TแบฌP Bแป TRแปข TIแบพNG ANH LแปP 9 Cแบข NฤM - GLOBAL SUCCESS - NฤM HแปC 2024-2025 - ...
ย
Andreas Schleicher presents PISA 2022 Volume III - Creative Thinking - 18 Jun...
Andreas Schleicher presents PISA 2022 Volume III - Creative Thinking - 18 Jun...
ย
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Ab...
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Ab...
ย
spot a liar (Haiqa 146).pptx Technical writhing and presentation skills
spot a liar (Haiqa 146).pptx Technical writhing and presentation skills
ย
BIOLOGY NATIONAL EXAMINATION COUNCIL (NECO) 2024 PRACTICAL MANUAL.pptx
BIOLOGY NATIONAL EXAMINATION COUNCIL (NECO) 2024 PRACTICAL MANUAL.pptx
ย
REASIGNACION 2024 UGEL CHUPACA 2024 UGEL CHUPACA.pdf
REASIGNACION 2024 UGEL CHUPACA 2024 UGEL CHUPACA.pdf
ย
Steps in staffing
- 1. Steps in Staffing There are certain steps in staffing process. We can discuss it today.
- 2. Manpower Planning โข Estimating the number of qualified people needed in the organisation and ensuring that the number needed is available is the process of manpower planning.
- 3. Recruitment โข Recruitment is the process of finding people who are likely become the staff of the organization and persuading them to apply for the jobs.
- 4. Selection โข Selection is the process of finding the most suitable hands for available vacancies and who are not fit are eliminated.
- 5. Appointment and Induction โข It is the process of appointing the selected person to his job and making familiar with colleagues.
- 6. Training and Development โข Training is the art of increasing the knowledge and technical skills of an employee for doing a particular job efficiently.
- 7. Performance appraisal โข The process of evaluating the employeesโ performance is called as performance appraisal.
- 8. Promotion โข Shifting of a person from one position to a higher position is called Promotion.
- 9. Compensation โข Compensation is the remuneration to the workers for their work and service. It is the price of job.