1. STAFFING

2. Definition
• Staffing is the function by which managers build an
organization through the recruitment , selection and
development of individuals as capable employees

3. Importance of Staffing
• Filling organizational positions ( quality people )
• Developing competencies
• Retaining employees

4. Factors affecting Staffing
• Nature of competition
• Legal factors
• Socio cultural factors
• External factors
• Internal factors
 Size of organization
Organizational image
 Past practices
Organizational business plan

5. Job Analysis
• Job analysis is a process of collecting and analyzing data
relating to a job
• It includes :
1 – operations and tasks involved(like timing)
2 – location , physical settings
3 – duties involved
4 – material and methods involved
5 – relation with other jobs
6 – personal attributes required

6. Job Description
• Document providing information regarding tasks, duties,
and responsibilities of job
• In other words it discloses what , how and why the job is
to be done
• The main object of job description is to differentiate it
from other jobs and to set out its outer limits
• It includes : activities to be performed , job location ,
duties and responsibilities , machines/tools/materials ,
working conditions , nature of supervision , relation to
other jobs

7. Job Specification
• A statement of the minimum qualifications required for
a job is called job specification
• It includes :
1 - physical characteristics(height , age , weight , age )
2 – psychological characteristics ( emotional stability )
3 – mental characteristics ( intelligence , memory )
4 – personal characteristics ( education , family
background job experience )

8. Process of Job analysis
• Defining the use of job analysis
• Information collecting
• Information processing
• Job description & job specification

9. Process Of Job Analysis
The process of job analysis is a data collection process :
• Organizing & planning for the programme (to decide
who will be incharge of the programme and must assign
responsibilities to the designated persons )
• Obtaining current job design information(to obtain
information concerning the current design of the job)
• Conducting “ need research ” (analyst should investigate
to determine which managers or staff people )
• Establishing priorities in the jobs to be analyzed ( human
resource department should identify the jobs and
priority of each job )
• Collecting job data

10. CONTD.
• Redesigning the job ( if necessary )
• Preparing job descriptions (information collected must
be processed i.e it is a statement showing the details of
the activities of a job )
• Developing job specification ( specification is also
prepared on the basis of information calculated )

11. Job Evaluation
• Job evaluation is defined as to calculate the actual worth
of the job
Job Design
• Job design is defined as what an employee actually does
on the job
• The main objective of job design is to integrate the
needs of the individual and the requirements of the
organization

12. Methods of Job Design
• Job Simplification implies breaking down of job into
small subparts so that employees can do these jobs
without much specialized training
• Job Rotation is shifting of employees from one job to
another job within a working group so that there is
some variety and relief from the boredom of routine)
• Job Enlargement is the process of increasing the scope
of a job by adding more tasks to it.
• Job Enrichment involves designing a job in such a way
that it provides the worker greater autonomy for
planning and controlling his own performance