ANITA........ FUNCTIONS OF MANAGEMENT

1. Staffing
Narmada (420026)
Roshan (420027)
Anirudha (420028)
Dhanashree(420029)
Hrishikesh (420030)
Saloni (420031)
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Team Members Of Group No 3 :
Siddhant (420032)
Abhishek (420033)
Anita (420034)
Samrudhhi (420035)
Komal (420036)

2. Overview of Presentation
+ What is Staffing and its importance/features.
+ Recruitment and it's source
+ Selection procedure
+ Employment test
+ Types of interview
+ Difference Between Recruitment and Selection
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3. What is Staffing
Meaning
Staffing is the process of finding the right worker with
appropriate qualifications or experience and recruiting
them to fill a job position or role.
Staffing means putting people to jobs. It begins with
human resource planning and includes different other
functions like recruitment, selection, training,
development, promotion and performance appraisal
of work force.
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4. Need and Importance of Staffing
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Effectiveness
Job Satisfaction
Obtaining Competent Personnel
Continuous Growth
High Performance
Helps in competing
Proper staffing helps in discovering and obtaining
competent personnel for various jobs.
Proper staffing ensures higher performance
by putting right person on the right job.
Proper staffing ensures continuous survival and growth
of the enterprise.
The organization with efficient staff can easily win over its
competitors.
Function of management can be carried out without
efficient staffing function
Training, Promotion, Compensation etc. help in
motivating the employees and boost up the morale
of the employees.

5. FEATURES OF STAFFING

6. 1) CONTINUOUS PROCESS
Staffing is the continuous function for every organization either it
may be big organization or small organization , because it is not an
activity which is concerned with the point of time.
2) PERVASIVE ACTIVITY
As staffing function is carried out by all mangers and in all types of
concerns where business activities are carried out.
3) GOAL- ORIENTED FUNCTION
Staffing function aim at right person . It is always advisable to
result specialized person for a specialized job.

7. 4) RIGHT PERSON AT THE JOB
It can be done effectively through proper recruitment procedures and then
finally selecting the most suitable candidates as per the job recruitments .
5) LONG TERM BENEFITS
Effective staffing can generate long term benefits to the organization .
Its include; 1) corporate image. 2) Market share.
3) Loyalty of employees. 4)Loyalty of customers. Etc.
6) MOTIVATION
Staffing function helps to provide motivation to the employees by
providing them timely promotion, etc. employees accomplish their targets in the
may be rewarded with monetary or non- monetary incentive by the organization .

8. RECRUITMENT AND IT'S
SOURCE

9. MEANING
Recruitment is a process of searching and attracting
people for jobs in the company. Recruitment
facilities selection of employees
In the words of Edwin Flippo , “ Recruitment is a
process of searching for prospective employees and
stimulating them to apply for jobs. “
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11. A). INTERNAL SOURCES
+ Best employe can be found within the Organization... When
a vacancy arises in the organization it may be given to an
employee who is already in pay-roll . Internal sources
include promotion , transfer and in certain cases demotion .
When a higher post is given to a deserving employee , it
motivates all other employee of Organizations to a work
hard. The employees can be informed of Such w vacancy of
internal advertisement.
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12. METHODS OF INTERNAL sources...
Let’s start with the first set of slides..
1. Transfers :: Transfer involves Shifting of persons from present jobs to
other Similar jobs. These do not involve any charge in rank
responsibilities or prestige. The numbers of persons do not increase
With transfers.
2. Promotions :: Promotions refers to shifting of persons to postitions
carrying better prestige , higher responsibilities and more pay. The
higher Position falling vacant may be filled up from within the
organization. The promotions does not increase the number of
person in the organization. A person going to get a higher position
will vacate his position .
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13. the organization. The promotions does not increase the number of
person in the organization. A person going to get a higher position
will vacate his position . Promotions will motivate employees to
improve their performance so that they can also get promotions.
3. Present Employees :: The present employees of a concern are
informed about likely vacant positions. The employees recommend
their relations or persons intimately known to them. Management is
relieved of looking out prospective candidates.The persons
recommended by the employees may be generally suitable for the
jobs because they know the requirements of various positions.
The existing employees take full responsibility of those
recommended by them and also ensure of their proper
behaviour and performance.
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All organisations have to use external sources for
recruitment to higher positions when existing
employees are not suitable. More persons are
needed when expansions are undertaken.
B. EXTERNAL SOURCES

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1. Advertisement:: It is a method of recruitment frequently used for skilled
workers, clerical and higher staff. Advertisement can be given in newspapers
and professional journals. These advertisements attract applicants in large
number of highly variable quality.Preparing good advertisement is a
specialised task. If a company wants to conceal its name, a ‘blind
advertisement’ may be given asking the applicants to apply to Post Bag or Box
Number or to some advertising agency.
2. Employment Exchanges: Employment exchanges in India are run by
the Government. For unskilled, semi-skilled, skilled, clerical posts etc., it is
often used as a source of recruitment. In certain cases it has been made
obligatory for the business concerns to notify their vacancies to the
employment exchange.
Methods of external sources

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4. Recommendation of Existing Employees:
The present employees know both the company and the candidate being
recommended. Hence some companies encourage their existing employees to
assist them in getting applications from persons who are known to them.
In certain cases rewards may also be given if candidates recommended by them
are actually selected by the company. If recommendation leads to favouritism, it
will impair the morale of employees.
3. Schools, Colleges and Universities:
Direct recruitment from educational institutions for certain jobs (i.e.
placement) which require technical or professional qualification has
become a common practice. A close liaison between the company and
educational institutions helps in getting suitable candidates. The students
are spotted during the course of their studies. Junior level executives or
managerial trainees may be recruited in this way.

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5. Central Application File: A file of past applicants who were not selected
earlier may be maintained. In order to keep the file alive, applications in the
files must be checked at periodical intervals.
6. Labour Unions: In certain occupations like construction, hotels,
maritime industry etc., (i.e., industries where there is instability of
employment) all recruits usually come from unions. It is advantageous from
the management point of view because it saves expenses of recruitment.
However, in other industries, unions may be asked to recommend candidates
either as a goodwill gesture or as a courtesy towards the union.
7. Labour Contractors: This method of recruitment is still prevalent in
India for hiring unskilled and semi-skilled workers in brick klin industry. The
contractors keep themselves in touch with the labour and bring the workers
at the places where they are required. They get commission for the number
of persons supplied by them.

18. Suitability of External Sources Of
Recruitment:
(i) The required qualities such as will, skill, talent, knowledge etc., are
available from external sources.
(ii) It can help in bringing new ideas, better techniques and improved
methods to the organisation.
(iii) The selection of candidates will be without preconceived notions or
reservations.
(iv) The cost of employees will be minimum because candidates selected in
this method will be placed in the minimum pay scale.
(v) The entry of new persons with varied experience and talent will help in
human resource mix.
vi) The existing employees will also broaden their personality.
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SELECTION
PROCEDURE OF
STAFFING

20. INTRODUCTION
Selection is a process of choosing right person
for the right job. The selection process consists of a
series of steps as follows:
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1.JOB ANALYSIS:
The first step in selection process is analysing the job.The
job analysis consists of two parts:
(a)Job Description.
(b)Job Specification.

23. 2.ADVERTISING THE JOB:
THE NEXT JOB IS TO ADVERTISE THE JOB.THE JOB CAN BE
ADVERTISED THROUGH VARIOUS MEDIA SUCH AS
NEWSPAPER,INTERNET,ETC. THE RIGHT DETAILS ABOUT THE JOB
AND THE CANDIDATE REQUIREMENTS MUST BE GIVEN IN THE
ADVERTISEDMENT
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24. 3.INITIAL SCREENING:
The initial screening can be done of the application and of the
applicant.Usually,a junior executive does the screening
work.The executive may check on the
experience,age,qualification,family background,etc.of the
candidate.
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25. 4.APPLICATION BLANK:
It is a company format to obtain standard
information of every candidate in respect of
academic,references,work experience etc.
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26. 5.TESTS:
Various test are conducted to judge the ability
and experience of the candidate.This type of test
depends upon the nature of the job.An important
advantage of test is that large group of
candidates can be tested at a time.
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27. 6. INTERVIEW : It is face to face exchange of
views, ideas and opinions between the
candidate and interviews.
There Are various types of interview :
1. Panel interview
2. Group interview
3. Exit interview
7. REFERNCE CHECK : Candidate may be
asked to provide reference to confirm about
the applicant's past life, character and
experience.

28. 8. MEDICAL CHECK: Candidate/applicant who
have crossed the above stages are sent for a physical
examination or medical examination.
There are three aim of medical examination :
1. Physical fitness for the job concerned
2. To protect the business organization from diseases
9. final interview: Before making a job offer, the
candidates may be subjected to one more oral interview
to find out their interest in the job and their
expectations.
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29. 10. JOB OFFER : This is most
crucial and final step in
selection process. A wrong
selection of a candidate may
make the company to suffer
for a good number of years.
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30. Employment test

31. meaning
.
Employment testing is the practice of administering written, oral, or other tests as a means of determining the
suitability or desirability of a job applicant. The premise is that if scores on a test correlate with job
performance, then it is economically useful for the employer to select employees based on scores from that
test.
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What is Employment Test?
An employment test, as the name suggests is a test
taken by the employer for potential employees to
see whether they are fit for the job profile being
offered. This method asses the candidates on the
basis of objective scores and is conducted before
the interview process. The “test” can be in various
forms such as written, oral, physical or even on the
job tests.

32. Test types used
Different types of assessments may be used for
employment testing, including personality tests,
intelligence tests, work samples, and assessment
centers. Some correlate better with job performance
than with others; employers often use more than one to
maximize predictive power.
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33. Performance assessment tests
Performance-based assessment testing is a
process to find out if applicants can do the job
for which they are applying. It is done through
tests, which are directly administered and
judged by Hiring Managers who will be
supervising the potential hire.
The tests are peer-to-peer and reflect real business
tasks that candidates have to perform, should
they be selected for the role. The tests are
open ended, time bound, business related
questions which applicants need to submit
their responses for in order to prove their
abilities.
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34. Personality tests
Personality tests maypotentially be useful in personnel selection. Of the well-known Big Five personality traits,
only conscientiousness correlates substantially with traditional measures of job performance, and that
correlation is strong enough to be predictive.[2] However, other factors of personality can correlate substantially
with non-traditional aspects of job performance, such as leadership and effectiveness in a team environment.[3]
The Myers-Briggs Type Indicator (MBTI) is also used.
The Minnesota Multiphasic Personality Inventory (MMPI) is a highly validated psychopathology test that is
generally used in a clinical psychology setting and may reveal potential mental health disorders.[4] However, this
can be considered by the Equal Employment Opportunity Commission as the employer having knowledge of a
medical condition prior to an offer of employment. This is an illegal basis for a hiring decision in the United States.
Employers considering personality tests should focus on tests designed for job purposes and do not provide any
information regarding an applicant's mental health or stability.
Notable situations in which the MMPI may be used are in final selection for police officers, fire fighters, and other
security and emergency personnel, especially when the employees are required to carry weapons. An assessment
of mental stability and fitness can be reasonably related and necessary in the performance of the job.
Employment integrity testing is used to determine an applicant's honesty and integrity.
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35. Tests of cognitive ability can assess general intelligence and
correlate very highly with overall job
performance.[5] Individuals with higher levels of cognitive
ability tend to perform better on their jobs. This is especially
true for jobs that are particularly intellectually demanding.
Cognitive ability tests
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36. Job-knowledge tests
+ Employers administer job-knowledge tests when applicants must
already possess a body of knowledge before being hired.[6] Job-
knowledge tests are particularly useful when applicants must have
specialized or technical knowledge that can only be acquired through
extensive experience or training. Job-knowledge tests are commonly
used in fields such as computer programming, law, financial
management, and electrical or mechanical maintenance.
+ Licensing exams and certification programs are also types of job-
knowledge tests. Passing such exams indicates competence in the
exam's subject area. Tests must be representative of the tested field,
otherwise, litigation can be brought against the test-giver.
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37. Situational judgment
tests
+ Situational judgment tests are commonly used as employee-selection and employee-
screening tools and have been developed to predict employment success.[7] These
tests present realistic hypothetical scenarios in a multiple-choice format. Applicants
are asked to state what they would do in a difficult job-related situation.[8]
+ Situational judgment tests measure the suitability of job applicants by assessing
attributes such as problem solving, service orientation, and striving for achievement.
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38. MEANING OF TERM INTERVIEW
 Basically , an interview is a conversation between two
people (the interviewer and interviewee) where questions
are asked by the interviewer to obtain information from the
interviewee.
 The word interview can have different meaning. For
examples a reporters interviews a celebrity for television.
This kind of interviews can be one-on-one but usually when
it comes to television there are many reporters from
different channel.
 There are also Job Interview which a person has to go through in order to get a job he
wants. Job interview are usually face-to-face interview and include paperwork.
 During an interview you can expect to be asked questions about your educational
background, previous work experiences and questions relating to your personal
characteristics and goals.

39. 1. Panel Interview:
o Panel interview is conducted by a group of interviewers.
o Don’t confuse a panel interview with a group
interview. In panel interview, Multiple interviewer are
interviewing you at the same time (meaning you are the
only candidate in the room).
3. Unstructured Interview
o No set format is followed.
o Candidate is encourage to express himself on any topic of interest , his expectations,
background etc.
o Interviewers look for trait of character and nature of his aspirations, strengths,
weaknesses, potential etc.
2. Structured Interview
o The questions and acceptable responses are
specified in advance.
o Responses are rated for appropriateness of
content.
o Also called standardized interview as they are pre
planned to a high degree of accuracy and
precision.

40. 4. Stress interview
o This type of interview is rare in present job
scenario .It was a very common interview
method when selecting for sales position.
o This interview is an attempt to see how the
candidates handle themselves under stress.
o So, the interviewers deliberately assumes a
sarcastic or argumentative position.
5. Individual interview
o It is also called as one-to-one
interview.
o Single interviewer who takes
interview one by one.
o May be structured, unstructured or
sequential.
o Easier to handle, generally more
informal
o Best way to handle such interview is
to relate them as a form of a
conversation.

41. 6. Formal interview
o It planned I advance and held in formal atmosphere.
o A formal interview will usually occur in the employers office
building, and the interview structure is strictly professional .
o A formal interview usually take place in a very formal setting.
7. Informal interview
o Informal interview take place in a casual setting,
and the structure is also vastly different from a
traditional interview.
o It is not planned and is used when the staff is
required urgently.
8. Group interview
o Tis types of interview, groups rather than individuals
are interviewed.
o Generally , a topic for discussion is given to the group.
o The participants are carefully watched as to who takes
a lead in the discussion, who tries influencing others,
who summarizes and clarifies issues and who speaks
effectively.

42. 9. Exit interview
o This type of interview is conducted by an organization with those
employees who have put in their resignation papers.
o It may be conducted on the last day of employment of the
employee.
o Exit interview helps to find out why the candidate is resigning from
the job.
10. In-depth interview
o It is a semi- structure interview.
o The candidate is asked a series of question . Based on the responses, the
interviewer further questions the candidate to examine the candidate’s in-depth
knowledge on a particular topic.

43. Difference between
Recruitment and Selection
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44. RECRUITMENT SELECTION
+ It is the process of finding
and attracting qualified
applicants for the job.
Recruitment is the initial
process.
+ It normally involves job
analysis, determining
sources, advertising job.
+ It is the process of short
listing the candidates,
assembling and their final
hiring decisions. Selection is
the final process.
+ It involves a series of steps-
tests and interviews,
medical check, job offer.
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45. RECRUITMENT SELECTION
+ Recruitment requires less
time as it normally involves
advertising the job. It is
more objective in nature
+ It is not expensive, except
for advertising the job.
Advertising the job is the
major factor
+ Selection is a lengthy
process and as such time
consumed is quite more. It
may be subjective due to
bias.
+ It is expensive as money is
spent on employment tests
and interview. Final
selections is a major
decision.
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46. QUESTIONS
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1) ______ refer to filling of positions in an organization.
a) Selecting b) Recruitment
c) Staffing d) Training
2) ______ is a process of choosing right person for night job.
a) training b) Selection
c) promotion d) Recruitment
3) _______ are conducted to judge the ability and experience
of the candidates.
a) Reference b) Interview
c) Applications screening d) Tests
4) Staffing is a ______ process.

47. 5) _______ interview helps to retain competent employees.
a) Stress b) Exit
c) Group d) Informal
6) ______ interview is conducted by a group of interviewers.
a) Unstructured b) Informal
c) Group d) Panel
7) ______ interview is also called as one to one interview.
a) Individual b) Group
c) Unstructured d) Panel

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