2.  MEMBERS :
1. PRATIKSHA
2. VIRTI
3. MIT
4. CHITT
5. MITHIL
6. PARTH
7. VAISHALI
8. KRISHA
9. JHANVI

3. WE WOULD LIKE TO EXPRESS OUR SINCERE
THANKS TO PROF. “RUPALI”
FOR HER KIND SUPPORT AND CO – OPERATION IN
THE COMPLICATION OF THIS PROJECT,
WITHOUT HER HELP THIS WOULD NOT HAVE
BEEN POSSIBLE.

4. The process of designing and
maintaining an environment in which
individuals working together in
groups , efficiently accomplish
selected aims.
- HAROLD KOONTZ &
HEINZ WEIHRICH

5. MANAGEMENT
FUNCTIONS OF
MANAGEMENT
PLANNING ORGANISING CONTROLLING
STAFFING
DIRECTING COORDINATING

6.  PLANNING
 ORGANISING
 “STAFFING”
 DIRECTING
- MOTIVATION
- LEADERSHIP
• CONTROLLING

7. 1) KOONTZ AND O’DONNELL
-”Staffing involves managing the organisation
structure through proper and effective
selection, appraisal and development of
personnel to fill the roles designed into the
structure.”
2) DALTON E. McFARLAND
-”Staffing is the function by which managers
build an organisation through the recruitment,
selection and development of individuals as
capable employees.”

8. • Staffing is a function of management which is concerned
with human resources.
• Staffing is concerned with obtaining , utilising and
maintaining a satisfied work force.
• Staffing includes the following elements.
-Human Resource Planning
-Recruitment and selection of employees
-Orientation and Placement
-Promotion and Transfer
-Training and development
-Motivating and Rewarding the employees

9. 1) Staffing is a Separate Function Of
Management .
2) Staffing is concerned with managing the
organization.
3) Continuous Function.
4) Required in all Organizations.
5) Wide Scope.
6) Systematic Approach.
7) Three R’s of Staffing.

10. 1) Helps to achieve Goals or Objectives.
2) Job Satisfaction.
3) Good Labour Relations.
4) Improves Efficiency.
5) Reduces Absenteeism and Labour
Turnover.
6) Team Work.
7) Improves Corporate Image.

11. Targeted
Sourcing to Fit
Exact Needs of
Client
Large Database of
Talent
Internal
Recruiting,
Traditional
Recruiting,Internet
Based Recruiting
Networking with
Professional
Contacts:
Refrence
Based on our
consulting
experience,we know
what will work for
your unique
situation
Account Managers
serve as an ongoing
point of contact for
our clients, ensuring
a consistent, quality
customer experience
STAFFING
PROCESS

12. FACTORS
AFFECTING
STAFFING
EXTERNAL
FACTORS
Nature of
competition for
human resources
Legal factors
Socio-cultural
factors
External
influences
INTERNAL
FACTORS
Organizational
image
Past practices
Size of
organisation
Organisational
business plan

13.  After human resource planning and analysis is
done , recruitment is done , then selection is
done and then placement is done.
 Recruitment is the process of searching for and
obtaining applications for jobs, from among
whom the right people can be selected.
 The process of identification of different
sources of personnel is called recruitment.
 Recruitment is a positive process as it attracts
suitable applicants to apply for available jobs.

14. 1) Present Employees.
2) Employee Referrals.
3) Former Employees.
4) Previous Applicants.

15. INTERNAL SOURCES
• Promotions
• Transfers
• Inter notification
(advertisements)
• Retirements
• Recalls
• Former employees
EXTERNAL SOURCES
• Campus recruitment
• Press advertisement
• Management Consultancy
Services & Private Employment
Exchanges
• Management Training
Schemes
• Walk-ins,Write-ins,Talk-ins
• Miscellaneous External Sources

16. INTERNAL SOURCES
 It involves search of
candidates from within
the organization.
 It Is a quick process.
 This process is cheaper.
It does not involve any
cost of contracting the
external sources.
 Internal sources helps in
saving time.
 It involves finding
candidates from outside
the organization.
 It is a lengthy process.
 This process is costly as
vacancies have to be
notified in newspapers ,
etc.
 It is time consuming.
EXTERNAL SOURCES

17. Merits :
1) Improves Morale.
2) Proper Evaluation.
3) Promotes Loyalty.
4) Motivation Techniques.
Demerits:
1) Discourages flow of New Blood.
2) Capable persons may be left out.
3) Causes Frustration.

18.  Selection is done after recruitment.
 Selection involves picking up the fits from a pool of
applicants and rejecting the unfits.
 Selection involves a series of steps by which the
candidates are screened for chosing the most suitable
persons for vacant posts.
 The selection process leads to employment of persons
who have the ability and qualification to perform the
jobs.

19. Job Analysis
Advertisement
Collection Of Applications
Scrutiny Of Application
Written Test
Psychological Test
Personal Interviews
Reference Check
Medical Examination
Final Selection for Appointment

20. 1) Aptitude test.
2) IQ or intelligence test.
3) Personality test.
4) Achievement test or Proficiency test or Trade test.
5) Interest test.
6) Dexterity test.
7) Graphology test.
8) Polygraph test.

21. 9) Appraisal interview.
10) Exit interview.
11) Phychological interview.
12) Behavioural interview.
13) Situational interview.

22. 1) Unstructured or Non-directive interview.
2) Structured or Directive interview.
3) Informal interview.
4) Formal interview.
5) Panel or Board interview.
6) Group interview.
7) Stress interview.
8) Depth interview.

23. RECRUITMENT
1) MEANING
- It is the process of searching
for prospective candidates for
vacant jobs and encouraging
them to apply for vacant jobs.
2) BASIC OBJECTIVE
-It is to attract maximum
number of candidates so that
more options are available.
3) SEQUENCE
-It always precedes selection.
- It is the process of choosing/
selecting the right candidates
and offering the jobs.
- It is to choose the best out of
the available candidates.
- It always succeeds/ follows
recruitment.
SELECTION

24. RECRUITMENT
4) PROCESS
-It is a positive process.
5) TECHNIQUES
INVOLVED
-Recruitment
techniques are not very
intensive , requiring high
skills.
6) AIM
-Its aim is to attract more
and more candidates for
vacant jobs.
- It is a negative process.
-In selection process,
Highly specialized
techniques are required.
- Its aim is to reject
unsuitable candidates
and pick up the most
suitable people for the
vacant jobs.
SELECTION