Names Roll no
Syeda Unqa 1922110045
Ayesha Siddiqa 1822110012
Meh Jabeen 1922110024
Wajiha Afaq 1922110050
Week # 08
Organizational consideration in staffing decision
Screening and Selection Method
Organizational culture key to staffing fit
Staffing is the process of hiring eligible candidates in the organization"
staffing refers to the continuous process of finding ,selecting, evaluating and developing
a working relationship with current or future employee
Aim of staffing
finding the right person for the right job
1) Estimating Manpower Requirement 5) Training and Development
2) Recruitment 6) Performance Appraisal
3) Selecting 7) Promotion and Career Planning
4) Placement and Orientation 8) Compensation
Estimating manpower requirement
performance of each job necessities the appointment of a person with a specific set of educational, qualifications
,skills, prior experience and so on
Recruitment is the process of searching for the prospective employee and stimulating them to apply for the various
job positions which arise from time to time in the organization
Selection is the process of choosing the most suitable candidates from the applicants for the various job it follows
recruitment .much information has to be obtained analyzed and evaluated from the prospective candidates to
facilitates The selection process
Placement and orientation
once the selected candidate eventually joins the organization he is to be placed in the job for which he is selected
the selected candidate should be placed in the job to which he is more suited by virtue of his qualification,
experience ,aptitude and so on orientation is the process of introduction of the new employees to the organization or
to the other employees
Training and development
training is the process of helping employees to acquire more knowledge of the job and to learn or sharpen the
needed skills ,attitude and values associated with efficient performance of their jobs formal and informal
arrangements are made for providing training to their managerial and no managerial personnel. Training focuses on
the general improvement, personality ,efficiency and effectiveness of employees
Promotions and career planning
promotions are an integral part of people's career. promotions refers to of being placed in position of
increased responsibility ,more pay and job satisfaction .usually on the basis of the feedback/ performance
appraisal, employees are given promotions and higher job positions
compensation refers to all forms of pay or rewards given to the employees
1) direct financial payment( example wages ,salaries, commissions)
2) In direct payment (example vocation, medical benefits, employees contributions )
Placing right person at the right job
survival and growth
helping in competing
Hiring employees is not similar to picking software. You need to strike the perfect balance between academic
qualifications, experience, and soft skills.
Here are five factors you should keep in mind when staffing. They will help you staff your business with the
right people who can meet your short-term and long-term goals.
1) CREATE A STAFFING PLAN
If you are staffing a new business, you need to create a staffing plan.
The plan should show the roles within the organizations and the exact number of people needed to handle
these tasks. It will indicate the minimum qualifications required for each position. Consider the short-term and
long –term goals. Hire people who will lead the organization towards their realization. Employ people who are
capable of handling the business’s future projects
2) HIRING TECHNIQUE
You need to decide on the strategy you will use to find qualified hires. Which staffing solutions will you use to
recruit, hire, and train your staff? Will you use job fairs or post jobs online?
Your best bet in staffing your company is using job placement agencies. They can help you staff your company
with top talent while screening fake CVs. They will come up with the best strategy for interviewing and pick
the most qualified workers based on your minimum requirements.
ORGANIZATIONAL CONSIDERATION IN STAFFING DECISIONS
3) PROJECTED GROWTH
If you are re-staffing an existing company, you need to assess the company’s growth. It will be based on past trends and
plans for expansion. You do not want to invest time and money recruiting staff only to repeat the same process in less than a
Based on the projected growth and past trends of the company, do you need to add staff or replace the current workers with
growth-oriented employees? While you are at it, hire interns and entry-level employees who will take a beginner’s salary to
perform basic tasks.
4) CARRY OUT A HUMAN RESOURCE INVENTORY CHECK
If you thought only a stock check is necessary for business, you are mistaken. You need to make an inventory check of your
staff’s skills before staffing your company. It will keep you from hiring people with the skills you already have in your
company. You also need to check the number of staff members who are close to retirement age.
Talk to your staff members about the skills and abilities they possess. Observe their previous performance reviews. Based
on your findings, you could help these employees improve on their skills and carry out in-house hiring for your projects, or
hire new staff.
For your staff who are about to retire, use interns. Train them to take over the retirees, and it will eliminate the need for
future hiring and training.
5) REVIEW YOUR WORKPLACE CULTURE
Fifty-seven percent of organizations report experiencing a problem with employee retention. As much as you are trying to
create the perfect workforce to meet your long-term and short term objectives, you need to create the right environment to
reduce staff turnover and retain top talent.
Before staffing your company, ensure that you have an environment that people want to be and work. Visit workshops and
seminars prepared by staffing agencies. Get ideas on how to create the best workplace culture. Get advice from other
company leaders on the best ways to make your employees love working with your organization.
Screening and Selection Method
Screening is the process of evaluating
job applications, scanning resumes and
selecting suitable candidates that
match with the job description. The
process of determining whether a
candidate is qualified for the role is
based on their educational
qualifications, experience, and skill
Selection comes after HR planning and
• Selection is defined as the process of
choosing the most suitable candidates
within the organization or outside the
organization to fill the current and
future job positions.
1. Preliminary Screening
2. Screening of Applications
3. Selection Test
4. Selection Interview
5. Checking References
6. Medical Test7. Issuing Job Offer
Step-1 Preliminary Screening:
In the 1st step of selection process, initial screening of application is performed. Incomplete applications are rejected,
applicants who don't fulfill job requirement i.e. ineligible are also rejected as so many applicants apply for job. Preliminary
screening is performed by lower level executives. It saves time for higher level executives, as they focus on eligible
Step-2 Screening of Applications:
After initial screening of applications are handed over to screening committee. Screening committee checks all applications
one by one to verify candidate qualification, work experience, skills, gender, age, address etc. Selected applicants are called
for selection test.
Step-3 Selection Test:
Usually a written test based on the job requirement is conducted to testify the ability, knowledge and skill of candidate.
There are 4 type of employment tests (intelligence test, technical test, aptitude test, psychometric test).Merit is established
based on results of written test. Candidates who pass the employment test are called for interview.
Step-4 Selection Interview:
A panel of experts is formed for selection interview. Candidates who pass the employment test are appeared before
interview panel. Experts asks different questions related to job nature, technical questions, situational questions,
background, work experience, why he want to join the organization. Panel judge the ability, skill & confidence of the
Step-5 Checking References:
Usually two references are asked by the to produce. These references are demanded to verify the information given in
application and in interview. Company contact with referenced people to get the information about potential of the
candidate and verification of information given earlier.
Step-6 Medical Test:
Selected candidates are asked to produce medical fitness certificate from authorized doctor or from panel hospital.
Candidates having any kind of disease are asked to get treatment prior to joining the company, or rejected if the disease is
critical in nature.
Step-7 Issuing Job Offer:
Selected candidates are issued job offer letter, and they are asked to join the company with in given time. Offer letter
include job terms & conditions, agreement, pay package, incentives, service structure etc. After joining, appointment letter
Organizational culture has been described as the shared values, principles, traditions, and ways of doing
things that influence the way organizational members act. In most organizations, these shared values and
practices have evolved over time and determine, to a large extent, how "things are done around here.“
Our definition of culture implies three things. First, culture is a perception. It's not something that can be
physically touched or seen, but employees perceive it on the basis of what they experience within the
organization. Second, organizational culture is descriptive. It's concerned with how members perceive
the culture and describe it, not with whether they like it. Finally, even though individuals may have
different backgrounds or work at different organizational levels, they tend to describe the organization's
culture in similar terms. That's the shared aspect of culture.
ORGANIZATIONAL CULTURE KEY TO STAFFING FIT
STRONG VS. WEAK CULTURE
All organizations have cultures, but not all cultures equally influence employees' behaviors and actions.
Strong cultures-those in which the key values are deeply held and widely shared-have a greater influence
on employees than do weaker cultures.
Values widely shared
Culture conveys consistent messages about what's
Most employees can tell stories about company
history or heroes
Employees strongly identify with culture
Strong connection between shared values and
Values limited to a few people- usually top
Culture sends contradictory messages about what's
Employees have little knowledge of company's
history or heroes
Employees have little identification with culture
Little connection between shared values and beliefs
Why is having a strong culture important?
For one thing, in organizations with strong cultures, employees are more loyal than are employees in organizations with
weak cultures. Research also suggests that strong cultures are associated with high organizational performance. And it's easy
to understand why. After all, if values are clear and widely accepted, employees know what they're supposed to do and
what's expected of them, so they can act quickly to take care of problems. However, the drawback is that a strong culture
also might prevent employees from trying new approaches especially when conditions are changing rapidly.
Types of organization culture
Baseball team culture
Bets your company culture
Tough guy culture Fortress culture
What is cultural fit and why is it important?
What is cultural fit? Cultural fit concerns the extent to which the values, behaviors and attitudes of a company align with
those of an employee or candidate. Just like individuals, businesses have personalities too; many define themselves in the
same way as people.