O slideshow foi denunciado.
Seu SlideShare está sendo baixado. ×

Staffing in Management

Mais Conteúdo rRelacionado

Audiolivros relacionados

Gratuito durante 30 dias do Scribd

Ver tudo

Staffing in Management

  1. 1. 1 Staffing in Management
  2. 2. Objectives 2 • Haveknowledgeabout Staffingandits process. • Learnabout recruitment , sourcesboth internal &external with merits &demerits. • Knowabout selection, its importance and stages • Understand about test its kind&the advantages, disadvantages. • knowabout promotion, the basisofit and qualities ofgood promotion
  3. 3. Introduction 3 • Staffingfunction followsthe planning& Organizing function. • Thestaffingfunctionincludes recruitment selection , training, development,transfer,promotion & compensation • Staffinginvolvesproper classificationof personnel &payfixed for them.
  4. 4. Definition 4 • Haimann : Themanagerialfunction ofstaffing is“Concerned with the placement, &growth.” • KoontzandO’Donnel:The managerialfunction of staffing is “Managingthe organizational structure through proper selection” • S.Benjamin:Staffingfunctionisconcerned with the placement ,growth,& development ofall those members ofthe organization whose function isto get thingsget done through efforts of individuals.
  5. 5. Elements of staffing 5 • EffectiveSelection &recruitment. • Proper classificationofpersonnel &payfixfor them. • Proper placement. • Adequate&appropriate training for development. • Satisfactoryandfair transfer &promotion. • Soundrelationship between managnent& workers. • Adequateprovisionfor retirement.
  6. 6. Functions of staffing 6 • Manpower planning. • Development • Fixingemployment standards • Sources • Selection&placement • Training • Other sources
  7. 7. Recruitment 7 • Recruitment meansthe findingofstaff members for the present &future jobs. • Accordingto Dalton E.McFarlandTheterm recruitment applies to Process ofattracting potential employees. • EdwinB.Flippo“Recruitment isthe processof searchingfor prospective employeesand stimulating them to applyfor the jobsin the organization.
  8. 8. Sources of Recruitment 8 • The source ofrecruitment isbasedon the policyfollowed bythe company. • Ifthe job isfilledup out of present employees ofthe company,it issaidto be internal source of company. • Exampleare Transfer &promotion. • Ifthe job isfilledup from out of candidates availablein the society the ofthe companyit is saidto be External source of company.
  9. 9. Internal Sources ofRecruitment Advantage‐Disadvantage 9 Advantage • It increasesmorale ofthe staffmembers of company. • It attracts efficientstaff members. • Thetraining expenses are reduced to some extent. Disadvantage • Ifthe higher position are filledinternally the companywill not be ableto get fresh &original idea&initiative from employees.
  10. 10. External Sources ofRecruitment 10 • There are variousexternal sourcesof recruitment. • Advertisement • Recommendation • Gate applicants • Employment exchange • Personal consultant
  11. 11. External Sources ofRecruitment 11 • Educational Institutions • Waiting list • Unsolicited applicants • Jobbers &contractors • Field trips • Leasing
  12. 12. External Sources ofRecruitment Merits 12 Merits • Choice • New outlook • Wideexperience
  13. 13. External Sources ofRecruitment Demerits 13 • Demerits • Gaugingofold employment • Lackofco-operation • Expensive • Trade union • Danger ofnon adjustment
  14. 14. Selection • Selection isthe deviceusein the organization to select asuitable person whohasrequired educational qualification, skills, abilities. • Selection isthe processadopted bythe organizationto select adequate number of persons whoare fit for the job. • Selection requires highcost but results in very highreturns. • 14
  15. 15. Stages of Selectionprocedure 15 • Receivingandscreeningof operations. • Internal interview • BlankApplication •
  16. 16. Test 16 • TheTest isconducted bythe organizationfor the purpose ofknowingmore about the applicantsto be selected or rejected. • Tests are classifiedinto two kinds • Proficiency test • Aptitude test
  17. 17. Advantages ofTest 17 • Test helpsthe employer to findwhether a candidate isfit to do a job. • Besides,tests help Icheckingcandidatesclaims in respect ofhisqualification ,Experience etc. • Laborturnover canbe reduced. • Tests maybe conducted for trainer.
  18. 18. Disadvantages of Test 18 • Hundred percent test selection isnot possible through test. • Test issuitable for limited no ofemployeesare present. • Ifthe no ofapplications are small,it isbetter to conduct interview rather than test. • Somecandidate do not revel there talents through test. • Test doesnot provide ant basisfor motivation.
  19. 19. Prerequisite of Effective of Test 19 • Validity. • Reliability • Norms • No partiality
  20. 20. Prerequisite of Effective of Test 20 • Specialization • Supplementary • Checkingreferences
  21. 21. Interview 21 • Interview technique isamethod ofpersonal appraisalthrough faceto faceconversation and observation. • Inanyinterview, the interviewer hasdominant position over interviewee. • Theinterview isdividedinto two i.e. primary interview &finalinterview
  22. 22. Kinds ofInterview 22 • Direct Interview • Indirect interview • Patterned interview
  23. 23. Kinds ofInterview 23 • Stress Interview • Systematicin depth interview • Boardor panel interview • Group interview
  24. 24. Principles of Interview 24 • Themanagement shoulddefine the specific objectives of interview. • The interviewer shouldaskquestionsrelated to job. • Theevaluationofthe performance shouldbe done immediately after interview.
  25. 25. Process of Interview 25 • Reviewofbackground information. • Preparation of questions • Putting the applicantsat ease • Drawingout the best applicant • Concludingthe interview
  26. 26. Process of Interview 26 • Final Selection • Medicalexamination • Placement • Orientation
  27. 27. Promotion 27 • Meaning:Placement ofaemployeefor better job. • BasisofPromotion – Seniority – Education – Job knowledge
  28. 28. Qualities of Good Promotion Policy 28 • Whatever the promotion policyfollowedby the management,that shouldbe widely publishedandstrictly adhered to. • Each &every employee should work in all jobs in an organization to get through knowledge & experience. • Eachpromotion isrecommended byline officers
  29. 29. Summary 29 • Staffingfunction followsthe planning&Organizing function. • Staffingfunctionincludes recruitment, selection, training, Development, transfer &promotion. • Staffinginvolvesproper classificationofpersonnel &pay fixed for them. • Recruitment meansthe findingofstaffmembers for the present &future jobs.

×