1. STAFFING

2. What is Staffing?
 According to Knootz and O'Donnell," The
managerial function of staffing involves
manning the organizational structure,
through proper and effective selection,
appraisal and development of personnel to
fill the roles designed into the structure.
 ”The staffing function of management
pertains to recruitment, selection,
training, development, appraisal and
remuneration of personnel.

3. Features of Staffing
 Staffing is an important function of
management.
 The basic concern of staffing is
management of manpower and human
resource.
 Staffing helps in getting right types of
persons on right places (in organization).
 Staffing is a pervasive function. Staffing
is performed by the managers at all levels
of management.

4. Why staffing?
 To ensure efficient performance of
planning, organizing, directing and
controlling functions of management.
 To ensure effective use of technology and
other physical resources.
 To ensure optimum utilization of human
resources.
 To develop human capital.
 To motivate human resource for better
performance.

5. Pre-staffing stage
 Before staffing, Human Resource
Planning is required as a pre-
selection stage.
 It involves two sub-stages:
1 ) Job analysis
2 ) Manpower planning

6. Job analysis
 It basically helps in understanding the
nature of specific job.
 It is identification of various activities
performed in a job & the characteristics
of the person, the worst situations, the
material & equipment necessary for
performing the job effectively.

7. Manpower planning
 The next step after the job analysis is
manpower planning.
 Manpower planning is a process of
determining & ensuring that the
organization will have an adequate
number of qualified personnel.
 It helps to ensure the right number &
right kind of people at the right place at
the right time doing the right things
for which they are best suited for
achievement of organizational goals.

8. Staffing process
 Estimating manpower requirement
 Recruitment
 Selection
 Orientation and placement
 Training & development
 Remuneration
 Performance appraisal
 Promotion
 compensation

9. Estimating manpower
requirement
 The very first step in staffing is to plan
the manpower inventory required by a
concern in order to match them with the
job requirements and demands.
Therefore, it involves forecasting and
determining the future manpower needs
of the concern.

10. Recruitment
 Once the requirements are notified, the
concern invites and solicits applications
according to the invitations made to the
desirable candidates.

11. Selection
 This is the screening step of staffing in
which the solicited applications are
screened out and suitable candidates are
appointed as per the requirements.

12. Orientation &
placementtakes place, the
 Once screening
appointed candidates are made familiar
to the work units and work environment
through the orientation programmes.
placement takes place by putting right
man on the right job.

13. Training &
development to develop and grow
 Training is a part of incentives given to
the workers in order
them within the concern.
 Training is generally given according
to the nature of activities and scope of
expansion in it.
 The workers are developed by providing
them extra benefits of in-depth
knowledge of their functional areas.

14. Remuneration
 It is a kind of compensation provided
monetarily to the employees for their
work performances.
 This is given according to the nature of
job- skilled or unskilled, physical or
mental, etc.
 Remuneration forms an important
monetary incentive for the employees.

15. Performance appraisal
 In order to keep a track or record of the
behaviour , attitudes as well as opinions of
the workers towards their jobs. For this
regular assessment is done to evaluate and
supervise different work units in a
concern.
 It is basically concerning to know the
development cycle and growth patterns of
the employees in a concern.

16. Promotion
 Promotion is said to be a non- monetary
incentive in which the worker is shifted
from a higher job demanding bigger
responsibilities.
 It involves reassignment of an employee
to a position having increased
responsibilities, more privileges &
greater potential.

17. Retirement
 Employees must be rewarded with
monitory funds along with retirement
plans, insurance schemes & other
investment schemes after there
retirement from the organization they
served.
 This may be the gift from the
organization they served for a long
period.

18. Thank you