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STAFFING FUNCTION
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-
1
• Introduction ,staffing Process and
Manpower Planning
• Types of recruitment and Employee Selection Process
• Recruitment Vs Selection
• Orientation and Placement
• Training of Employees and Employee
Remuneration
• Close up with discussion
Presenter
Samrawit
K/Michael
Presenter
Tezta Fekadu
Presenter
Tamrat Tatek
In sight
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
2
• Staffing is the process of filling positions/posts in the organization with
adequate and qualified personnel .
• Staffing is the process of acquiring, deploying, and retaining a workforce
of sufficient quantity and quality to create positive impacts on the
organization's effectiveness
Meaning
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
3
Staffing in Management
• Staffing is that part of the process of management which is concerned
with acquiring, developing, employing, appraising, remunerating and
retaining people so that right type of people are available at right
positions and at right time in the organization. In the simplest terms,
staffing is ‘putting people to jobs
Introduction
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
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Definition
 According to McFarland, “Staffing is the function by which
managers build an organization through the recruitment,
selection, and development of individuals as capable
employees.”
 According to Koontz, O’Donnell and Heinz Weihrich,
“The management function of staffing is defined as filling
position in the organization structure through identifying
workforce requirements, inventorying the people available,
recruitment, selection, placement, promotion, appraisal,
compensation, and training of needed people.”
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
5
Nature of Staffing
Staffing is an important managerial function.
Staffing is a universal activity.
Staffing is a continuous activity.
The basis of staffing function is efficient management of personnel.
Staffing helps in placing right men at the right job.
Staffing is performed by all managers .
6
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
 Hiring
 Motivation
 Human relations
 Employee development
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
Scope Of Staffing
7
 To understand all functions in an organization.
 To understand manpower planning so that people are available at right
time and at a right place.
 To understand issues related to job analysis and to overcome the
problem.
Objectives of Staffing
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
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 Training and Development.
 Effective Co-ordination.
 Effective Recruitment & Placement.
 Building effective human resource.
 Optimum Use of Resource.
 Enhances Corporate Image.
 Job Satisfaction.
Importance of Staffing Function
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
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ELEMENTS OF STAFFING
Manpower planning
Job analysis
Recruitment and selection
Training and Development
Performance appraisal
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
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Factors Affecting Staffing
INTERNAL ENVIRONMENT
Promotion policy
Future Growth plans of Organization
Technology Used
Support fromTop Management
Image of the Organization
EXTERNAL ENVIRONMENT
Labor Laws
Pressure from Socio-political group
Competition
Educational Standards
Other external factors
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
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Position
requirement and
job design
Recruitment
Selection
Placement
Promotion
Orientation
Individual
characteristics
Internal
environment
External
environment
Managerial
requirement
Plan
Systems Approach
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
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12
Staffing Process
• Manpower
• Recruitment
• Selection
• Placement and Orientation
• Training and Development
• Remuneration
• Performance Evaluation
• Promotion and transfer
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
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• Manpower Planning which is also called as Human Resource Planning
consists of putting right number of people, right kind of people at the
right place, right time, doing the right things for which they are suited
for the achievement of goals of the organization
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
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Manpower Planning
Steps in Manpower Planning
• Analysing the current manpower
• Type of organization
• Number of departments
• Number and quantity of such departments
• Employees in these work units
• Making future manpower forecasts-
• Expert Forecasts
• Trend Analysis
• Work Load Analysis
• Work Force Analysis
• Developing employment programmes
• Design training programmes
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
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Steps In Manpower Planning
• Key to managerial functions
• Efficient
• Motivation
• Better human relations
• Higher productivity
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
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Importance of Manpower Planning
• Under Utilization of Manpower
• Degree of Absenteeism
• Lack of Education and Skilled Labour
• Manpower Control and Review
Productivity = Output / Input.
Employee Productivity = Total Production / Total no. of employees
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
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Obstacles in Manpower Planning
Organizational activities that provide a pool of applicants
for the purpose of filling job openings.
It is a process of searching for prospective employees .
Stimulating & Encouraging them to apply for jobs in the
org.
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
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Recruitment
• Internal Factors
•Recruitment Policy of the Org
•Size of the org & the Number of Employees Employed
•Cost Involved in Recruitment
•Growth & Expansion Plans of the Org.
• External Factors
•Supply & Demand of Specific Skills in the Market
•Political & Legal considerations such as Reservations of
jobs for reserved Categories
•Company’s Image Perception by the Job Seekers.
Factors Governing Recruitment
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
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1. Internal Recruitment- is a recruitment which takes place within the
concern or organization. Internal sources of recruitment are readily
available to an organization.
a)Transfers
b)Promotions
c)Re-employment of ex-employees
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
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Types of Recruitment
2. External Recruitment- External sources of recruitment have to be
solicited from outside the organization. But it involves lot of time and
money.
a)Employment at factory level
b)Advertisement
c)Employment exchanges
d) Employment agencies
e)Educational Institutions
f)Recommendations
g)Labor contractors
Continued..
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
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• Present Employees
• Unsolicited Applicants
• Educational and Professional Institutions
• Public Employment Offices
• Private employment Agencies
• Employee Referrals
• Help wanted Advertising
• Walk-Ins
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
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Source of Requirement
Steps Of
Recruitment
Process
Decision is made as to
whether recruitment is
necessary
Job description is
prepared
Specification is prepared
Plans are made on how and
when to advertise
Applicants are short-listed
References are requested
Candidates are invited for interviews
and selection tests
The successful candidate is offered the
job and signs the contract of
employment
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
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 Talent Acquisition.
 Expensive.
 Time Constraint.
 Retention of employees.
 Managing low abrasion rate.
 Budget.
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
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Difficulties in Recruitment Process
• Is the process of discovering the qualifications &
characteristics of the job applicant in order to establish their
likely suitability for the job position.
• A good selection requires a methodical approach to the
problem of finding the best matched person for the job
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
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Selection
• Employee Selection is the process of putting right men on right job. It is a
procedure of matching organizational requirements with the skills and
qualifications of people
26
STAFFING FUNCTION/ST MARRY UNIVERSITY/13-04-2014
Employee Selection Process
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
Tests
Assessment Centers
Interviews
27
STAFFING FUNCTION/ST MARRY UNIVERSITY/13-04-2014
Different Assessment Process
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
1. Preliminary Interview
2. Selection Tests
3. Employment Interview
4. Reference and Background Analysis
5. Physical Examination
6. Job Offer
7. Employment Contract
28
STAFFING FUNCTION/ST MARRY UNIVERSITY/13-04-2014
Selection Process
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
• Every manager hired or promoted by a company is interviewed by one or
more people.
• Techniques used to improve the interviewing process-
-Interviewer-What to look for?
-Should be prepared to ask the right questions
-Conducting multiple interviews
-Just one aspect of selection
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
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Interviews
• Primary aim of testing is to obtain data about applicants that help predict
their probable success as managers.
• Some of the commonly used tests-
Intelligence tests
Proficiency and aptitude tests
Vocational tests
Personality tests
Tests
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
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Why choose testing?
• Objectivity – good psychological tests are standardized on a large
sample and provide normative data across a wide range of
demographics and age cohorts. Well selected tests will allow you to
demonstrate talents that may otherwise not be evident.
• Validity – psychometric tests are a more valid method of assessment
than interviews, academic achievement & reference checks, and when
utilized in combination (for example in an assessment centre) are highly
predictive of future job performance.
• Cost – the cost of selection errors is large for both the employer and the
employee. Psychometric tests help to minimize costs while maximizing
potential fit between the candidate and the job
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
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• Select traits carefully :
An employer that selects applicants with high degree of 'assertiveness',
'independence', and 'self-confidence' may end up excluding females
significantly more than males which would result in adverse impact.
• Select tests carefully:
Any tests should have been analyzed for (high) reliability and (low)
adverse impact.
• Not used exclusively:
Personality tests should not be the sole instrument used for selecting
applicants. Rather, they should be used in conjunction with other
procedures as one element of the selection process. Applicants should
not be selected on the basis of personality tests alone.
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
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Tips
Assessment Centers
• A technique for selecting and promoting managers.
• The usual center approach is to have candidates take part in a series of
exercises.
• During this period, they are observed and assessed by psychologists or
experienced managers.
• A typical assessment center-
a) Various psychological tests
b) Management games
c) “In-basket” exercises
33
STAFFING FUNCTION/ST MARRY UNIVERSITY/13-04-2014
Assessment Centres
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
1 PRELIMINARY SCREENING
2 SENDING APPLICATION FORMS
3 TRADE TEST
4 WRITTEN TEST
5 PSYCHOLOGICAL TEST
6 INTERVIEW
7 PHYSICAL TEST
8 ON THE JOB TEST
9 REFERENCE
10 ORIENTATION
11 FINAL SELECTION
12 NEGOTIATION TO SALARY DEPT.
34
STAFFING FUNCTION/ST MARRY UNIVERSITY/13-04-2014
Selection Procedures/ Steps
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
•Perception
•Fairness
•Validity
•Reliability
•Pressure
35
STAFFING FUNCTION/ST MARRY UNIVERSITY/13-04-2014
Barriers To Effective Selection
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
Recruitment
It is an activity of establishing
contact between employers and
applicants.
It encourages large number of
Candidates for a job.
The candidates have not to cross
over many hurdles.
It is a positive approach.
It proceeds selection.
Selection
It is a process of picking up more
competent and suitable
employees.
It attempts at rejecting
unsuitable candidates.
Many hurdles have to be crossed.
It is a negative approach.
It follows recruitment.
Difference between Recruitment and Se
STAFFING FUNCTION/ST MARRY UNIVERSITY/13-04-2014
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• Once the candidates are selected for the
required job, they have to be fitted as per the
qualifications.
• Placement is said to be the process of fitting the
selected person at the right job or place, i.e.
fitting square pegs in square holes and round
pegs in round holes.
• Once he is fitted into the job, he is given the
activities he has to perform and also told about
his duties.
Placement
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
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Orientation
• During Orientation employees are made aware about the mission and vision of
the organization
• Generally the information given during the orientation programme includes-
Employee’s layout
Type of organizational structure
Departmental goals
Organizational layout
General rules and regulations
Standing Orders
Grievance system or procedure
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
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38
Training of Employees
• Training of employees takes place after orientation
takes place. Training is the process of enhancing
the skills, capabilities and knowledge of employees
for doing a particular job.
• Training process moulds the thinking of
employees and leads to quality performance of
employees. It is continuous and never ending in
nature.
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
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40
Types of Training
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
 Classroom Instruction: workers acquire skills in
classroom.
• Includes use of videos, role-playing, simulations.
 On-the-Job Training: learning occurs in the work
setting as worker does the job.
• Training given by co-workers and can be
done continuously.
 Apprenticeships: worker contracts with a master
worker to learn a skill.
41
Types of Development
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
Varied Work Experiences: Top managers must build
expertise in many areas.
•Workers identified as possible top managers given
many different tasks.
Formal Education: tuition reimbursement is common for
managers taking classes for MBA or similar.
•Long-distance learning can also be used to reduce
travel.
Whatever training and development efforts used, results must
be transferred to the workplace.
• Training is for Non-Managerial personnel, Development is for Managerial
personnel
• Technical and Mechanical fields are emphasized in the process of training
whereas the idea behind the process of Development is to enhance the
conceptual ideas.
• Training is given to the personnel for specific job. Development process is
for preparing the personnel for variety of jobs.
• Training is always a short-term process on the other hand development is
a long-term process.
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
42
Difference between Training and
Development
Importance of Training
• Training is crucial for organizational development and success.
• It is fruitful to both employers and employees of an organization. An
employee will become more efficient and productive if he is trained well.
• It also-
Improves morale of employees
Less supervision
Chances of promotion
Increased productivity
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
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Performance Appraisal
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
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 Trait Appraisals: evaluate on traits (skills, abilities) related to the job.
• Problem: Even though a worker has the trait, they may not use
it in the job and it is hard to give feedback.
 Behavior Appraisals: how a worker does the job.
• Focuses on what a worker does and provides good feedback
options.
 Results appraisals: what a worker accomplishes.
• Sales reps are usually evaluated on what they sell.
 Objective appraisals: based on facts (sales figures)
 Subjective appraisals: based on a manager’s perceptions of traits,
behavior, or results.
• Many rating scales used to overcome subjective problems.
Who Appraises Performance?
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
45
Self: self appraisals can supplement manager view.
Peer appraisal: coworker provides appraisal; common in team
settings.
360 Degree: provides appraisal from a variety of people able to
evaluate a manager:
•Peers, customers, superiors, self, need to be alert to bias from
some evaluators.
Effective feedback: appraisals must provide feedback:
Formal appraisals: conducted at set times of the year
•Provides valuable, but infrequent feedback.
Informal appraisals
• Employee Remuneration refers to the reward or
compensation given to the employees for their
work performances.
• Remuneration provides basic attraction to a
employee to perform job efficiently and
effectively.
• There are mainly two types of Employee
Remuneration
Time Rate Method
Piece Rate Method
Employee Remuneration
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
46
• Pay level: how the firm’s pay incentives compare to other firms in the industry.
•Managers can decide to offer low or high relative wages.
• Pay Structure: clusters jobs into categories based on importance, skills, and
other issues.
• Benefits: Some are required (social security, workers comp).
•Others (health insurance, day care, and others) are provided at the
employers option.
•Cafeteria-style plan: employee can choose the best mix of benefits for
them. Can be hard to manage.
Pay and Benefits
47
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
• Staffing is the most vital asset with an organization,
without which it cannot move ahead in the competitive
world. It can be equated with HR management as both
have same sort of objectives. Staffing is an open
system approach. It is carried out within the
enterprise but is also linked to external environment
Conclusion
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
48
Thank you!!!!!! Any Questions?
STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
49

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The Staffing Function_Yohannes.pptx

  • 1. STAFFING FUNCTION STAFFING FUNCTION/ST MARY UNIVERSITY/13-04- 1
  • 2. • Introduction ,staffing Process and Manpower Planning • Types of recruitment and Employee Selection Process • Recruitment Vs Selection • Orientation and Placement • Training of Employees and Employee Remuneration • Close up with discussion Presenter Samrawit K/Michael Presenter Tezta Fekadu Presenter Tamrat Tatek In sight STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014 2
  • 3. • Staffing is the process of filling positions/posts in the organization with adequate and qualified personnel . • Staffing is the process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the organization's effectiveness Meaning STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014 3
  • 4. Staffing in Management • Staffing is that part of the process of management which is concerned with acquiring, developing, employing, appraising, remunerating and retaining people so that right type of people are available at right positions and at right time in the organization. In the simplest terms, staffing is ‘putting people to jobs Introduction STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014 4
  • 5. Definition  According to McFarland, “Staffing is the function by which managers build an organization through the recruitment, selection, and development of individuals as capable employees.”  According to Koontz, O’Donnell and Heinz Weihrich, “The management function of staffing is defined as filling position in the organization structure through identifying workforce requirements, inventorying the people available, recruitment, selection, placement, promotion, appraisal, compensation, and training of needed people.” STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014 5
  • 6. Nature of Staffing Staffing is an important managerial function. Staffing is a universal activity. Staffing is a continuous activity. The basis of staffing function is efficient management of personnel. Staffing helps in placing right men at the right job. Staffing is performed by all managers . 6 STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
  • 7.  Hiring  Motivation  Human relations  Employee development STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014 Scope Of Staffing 7
  • 8.  To understand all functions in an organization.  To understand manpower planning so that people are available at right time and at a right place.  To understand issues related to job analysis and to overcome the problem. Objectives of Staffing STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014 8
  • 9.  Training and Development.  Effective Co-ordination.  Effective Recruitment & Placement.  Building effective human resource.  Optimum Use of Resource.  Enhances Corporate Image.  Job Satisfaction. Importance of Staffing Function STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014 9
  • 10. ELEMENTS OF STAFFING Manpower planning Job analysis Recruitment and selection Training and Development Performance appraisal STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014 10
  • 11. Factors Affecting Staffing INTERNAL ENVIRONMENT Promotion policy Future Growth plans of Organization Technology Used Support fromTop Management Image of the Organization EXTERNAL ENVIRONMENT Labor Laws Pressure from Socio-political group Competition Educational Standards Other external factors STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014 11
  • 13. Staffing Process • Manpower • Recruitment • Selection • Placement and Orientation • Training and Development • Remuneration • Performance Evaluation • Promotion and transfer STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014 13
  • 14. • Manpower Planning which is also called as Human Resource Planning consists of putting right number of people, right kind of people at the right place, right time, doing the right things for which they are suited for the achievement of goals of the organization STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014 14 Manpower Planning
  • 15. Steps in Manpower Planning • Analysing the current manpower • Type of organization • Number of departments • Number and quantity of such departments • Employees in these work units • Making future manpower forecasts- • Expert Forecasts • Trend Analysis • Work Load Analysis • Work Force Analysis • Developing employment programmes • Design training programmes STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014 15 Steps In Manpower Planning
  • 16. • Key to managerial functions • Efficient • Motivation • Better human relations • Higher productivity STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014 16 Importance of Manpower Planning
  • 17. • Under Utilization of Manpower • Degree of Absenteeism • Lack of Education and Skilled Labour • Manpower Control and Review Productivity = Output / Input. Employee Productivity = Total Production / Total no. of employees STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014 17 Obstacles in Manpower Planning
  • 18. Organizational activities that provide a pool of applicants for the purpose of filling job openings. It is a process of searching for prospective employees . Stimulating & Encouraging them to apply for jobs in the org. STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014 18 Recruitment
  • 19. • Internal Factors •Recruitment Policy of the Org •Size of the org & the Number of Employees Employed •Cost Involved in Recruitment •Growth & Expansion Plans of the Org. • External Factors •Supply & Demand of Specific Skills in the Market •Political & Legal considerations such as Reservations of jobs for reserved Categories •Company’s Image Perception by the Job Seekers. Factors Governing Recruitment STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014 19
  • 20. 1. Internal Recruitment- is a recruitment which takes place within the concern or organization. Internal sources of recruitment are readily available to an organization. a)Transfers b)Promotions c)Re-employment of ex-employees STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014 20 Types of Recruitment
  • 21. 2. External Recruitment- External sources of recruitment have to be solicited from outside the organization. But it involves lot of time and money. a)Employment at factory level b)Advertisement c)Employment exchanges d) Employment agencies e)Educational Institutions f)Recommendations g)Labor contractors Continued.. STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014 21
  • 22. • Present Employees • Unsolicited Applicants • Educational and Professional Institutions • Public Employment Offices • Private employment Agencies • Employee Referrals • Help wanted Advertising • Walk-Ins STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014 22 Source of Requirement
  • 23. Steps Of Recruitment Process Decision is made as to whether recruitment is necessary Job description is prepared Specification is prepared Plans are made on how and when to advertise Applicants are short-listed References are requested Candidates are invited for interviews and selection tests The successful candidate is offered the job and signs the contract of employment STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014 23
  • 24.  Talent Acquisition.  Expensive.  Time Constraint.  Retention of employees.  Managing low abrasion rate.  Budget. STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014 24 Difficulties in Recruitment Process
  • 25. • Is the process of discovering the qualifications & characteristics of the job applicant in order to establish their likely suitability for the job position. • A good selection requires a methodical approach to the problem of finding the best matched person for the job STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014 25 Selection
  • 26. • Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people 26 STAFFING FUNCTION/ST MARRY UNIVERSITY/13-04-2014 Employee Selection Process STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
  • 27. Tests Assessment Centers Interviews 27 STAFFING FUNCTION/ST MARRY UNIVERSITY/13-04-2014 Different Assessment Process STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
  • 28. 1. Preliminary Interview 2. Selection Tests 3. Employment Interview 4. Reference and Background Analysis 5. Physical Examination 6. Job Offer 7. Employment Contract 28 STAFFING FUNCTION/ST MARRY UNIVERSITY/13-04-2014 Selection Process STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
  • 29. • Every manager hired or promoted by a company is interviewed by one or more people. • Techniques used to improve the interviewing process- -Interviewer-What to look for? -Should be prepared to ask the right questions -Conducting multiple interviews -Just one aspect of selection STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014 29 Interviews
  • 30. • Primary aim of testing is to obtain data about applicants that help predict their probable success as managers. • Some of the commonly used tests- Intelligence tests Proficiency and aptitude tests Vocational tests Personality tests Tests STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014 30
  • 31. Why choose testing? • Objectivity – good psychological tests are standardized on a large sample and provide normative data across a wide range of demographics and age cohorts. Well selected tests will allow you to demonstrate talents that may otherwise not be evident. • Validity – psychometric tests are a more valid method of assessment than interviews, academic achievement & reference checks, and when utilized in combination (for example in an assessment centre) are highly predictive of future job performance. • Cost – the cost of selection errors is large for both the employer and the employee. Psychometric tests help to minimize costs while maximizing potential fit between the candidate and the job STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014 31
  • 32. • Select traits carefully : An employer that selects applicants with high degree of 'assertiveness', 'independence', and 'self-confidence' may end up excluding females significantly more than males which would result in adverse impact. • Select tests carefully: Any tests should have been analyzed for (high) reliability and (low) adverse impact. • Not used exclusively: Personality tests should not be the sole instrument used for selecting applicants. Rather, they should be used in conjunction with other procedures as one element of the selection process. Applicants should not be selected on the basis of personality tests alone. STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014 32 Tips
  • 33. Assessment Centers • A technique for selecting and promoting managers. • The usual center approach is to have candidates take part in a series of exercises. • During this period, they are observed and assessed by psychologists or experienced managers. • A typical assessment center- a) Various psychological tests b) Management games c) “In-basket” exercises 33 STAFFING FUNCTION/ST MARRY UNIVERSITY/13-04-2014 Assessment Centres STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
  • 34. 1 PRELIMINARY SCREENING 2 SENDING APPLICATION FORMS 3 TRADE TEST 4 WRITTEN TEST 5 PSYCHOLOGICAL TEST 6 INTERVIEW 7 PHYSICAL TEST 8 ON THE JOB TEST 9 REFERENCE 10 ORIENTATION 11 FINAL SELECTION 12 NEGOTIATION TO SALARY DEPT. 34 STAFFING FUNCTION/ST MARRY UNIVERSITY/13-04-2014 Selection Procedures/ Steps STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
  • 35. •Perception •Fairness •Validity •Reliability •Pressure 35 STAFFING FUNCTION/ST MARRY UNIVERSITY/13-04-2014 Barriers To Effective Selection STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
  • 36. STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014 Recruitment It is an activity of establishing contact between employers and applicants. It encourages large number of Candidates for a job. The candidates have not to cross over many hurdles. It is a positive approach. It proceeds selection. Selection It is a process of picking up more competent and suitable employees. It attempts at rejecting unsuitable candidates. Many hurdles have to be crossed. It is a negative approach. It follows recruitment. Difference between Recruitment and Se STAFFING FUNCTION/ST MARRY UNIVERSITY/13-04-2014 36
  • 37. • Once the candidates are selected for the required job, they have to be fitted as per the qualifications. • Placement is said to be the process of fitting the selected person at the right job or place, i.e. fitting square pegs in square holes and round pegs in round holes. • Once he is fitted into the job, he is given the activities he has to perform and also told about his duties. Placement STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014 37
  • 38. Orientation • During Orientation employees are made aware about the mission and vision of the organization • Generally the information given during the orientation programme includes- Employee’s layout Type of organizational structure Departmental goals Organizational layout General rules and regulations Standing Orders Grievance system or procedure STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014 38 38
  • 39. Training of Employees • Training of employees takes place after orientation takes place. Training is the process of enhancing the skills, capabilities and knowledge of employees for doing a particular job. • Training process moulds the thinking of employees and leads to quality performance of employees. It is continuous and never ending in nature. STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014 39
  • 40. 40 Types of Training STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014  Classroom Instruction: workers acquire skills in classroom. • Includes use of videos, role-playing, simulations.  On-the-Job Training: learning occurs in the work setting as worker does the job. • Training given by co-workers and can be done continuously.  Apprenticeships: worker contracts with a master worker to learn a skill.
  • 41. 41 Types of Development STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014 Varied Work Experiences: Top managers must build expertise in many areas. •Workers identified as possible top managers given many different tasks. Formal Education: tuition reimbursement is common for managers taking classes for MBA or similar. •Long-distance learning can also be used to reduce travel. Whatever training and development efforts used, results must be transferred to the workplace.
  • 42. • Training is for Non-Managerial personnel, Development is for Managerial personnel • Technical and Mechanical fields are emphasized in the process of training whereas the idea behind the process of Development is to enhance the conceptual ideas. • Training is given to the personnel for specific job. Development process is for preparing the personnel for variety of jobs. • Training is always a short-term process on the other hand development is a long-term process. STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014 42 Difference between Training and Development
  • 43. Importance of Training • Training is crucial for organizational development and success. • It is fruitful to both employers and employees of an organization. An employee will become more efficient and productive if he is trained well. • It also- Improves morale of employees Less supervision Chances of promotion Increased productivity STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014 43
  • 44. Performance Appraisal STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014 44  Trait Appraisals: evaluate on traits (skills, abilities) related to the job. • Problem: Even though a worker has the trait, they may not use it in the job and it is hard to give feedback.  Behavior Appraisals: how a worker does the job. • Focuses on what a worker does and provides good feedback options.  Results appraisals: what a worker accomplishes. • Sales reps are usually evaluated on what they sell.  Objective appraisals: based on facts (sales figures)  Subjective appraisals: based on a manager’s perceptions of traits, behavior, or results. • Many rating scales used to overcome subjective problems.
  • 45. Who Appraises Performance? STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014 45 Self: self appraisals can supplement manager view. Peer appraisal: coworker provides appraisal; common in team settings. 360 Degree: provides appraisal from a variety of people able to evaluate a manager: •Peers, customers, superiors, self, need to be alert to bias from some evaluators. Effective feedback: appraisals must provide feedback: Formal appraisals: conducted at set times of the year •Provides valuable, but infrequent feedback. Informal appraisals
  • 46. • Employee Remuneration refers to the reward or compensation given to the employees for their work performances. • Remuneration provides basic attraction to a employee to perform job efficiently and effectively. • There are mainly two types of Employee Remuneration Time Rate Method Piece Rate Method Employee Remuneration STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014 46
  • 47. • Pay level: how the firm’s pay incentives compare to other firms in the industry. •Managers can decide to offer low or high relative wages. • Pay Structure: clusters jobs into categories based on importance, skills, and other issues. • Benefits: Some are required (social security, workers comp). •Others (health insurance, day care, and others) are provided at the employers option. •Cafeteria-style plan: employee can choose the best mix of benefits for them. Can be hard to manage. Pay and Benefits 47 STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014
  • 48. • Staffing is the most vital asset with an organization, without which it cannot move ahead in the competitive world. It can be equated with HR management as both have same sort of objectives. Staffing is an open system approach. It is carried out within the enterprise but is also linked to external environment Conclusion STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014 48
  • 49. Thank you!!!!!! Any Questions? STAFFING FUNCTION/ST MARY UNIVERSITY/13-04-2014 49