submitted to : prof. sapna premchandani

8/14/2019 Submitted to : Prof. Sapna Premchandani

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Submitted To : Submitted By :

Prof. Sapna Premchandani kali charam modakSchool Of Commerce

MBA FT (2 Years)

3rd Semester


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DEFINITIONS

Staffing is the process by which an organization creates apool of applicants and makes a choice from that pool to

provide the right person at the right place at the righttime to increase the organizational effectiveness.

Staffing is the process of acquiring, deploying, and

retaining a workforce of sufficient quantity and qualityto create positive impacts on the organization'seffectiveness


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Main objective of staffingTO UNDERST AND THE NATURE OF STAFFING

AND HOW IT IS A FUNCTION OF ALLMANAGERS IN AN ORGANISATION.

TO UNDERSTAND MANPOWER PLANNING SOTHAT PEOPLE ARE AVAILABLE AT RIGHT TIMEAND AT RIGHT PLACE

TO UNDERSTAND THE ISSUES RELATED TOJOB ANALYSIS AND THE USES FOR WHICH ITIS UNDERTAKEN


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IMPORTANCE OF STAFFING

FILLING ORGANISATIONAL POSITIONS:Concerned with filling of good systematic staffing.

DEVELOPING COMPETENCIES:

Right job according to right person.

RETAINING PERSONNEL:Continuing them in the organization.


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ELEMENTS OF STAFFINGManpower planning

Job analysisRecruitment and selectionTraining and DevelopmentPerformance appraisal


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MANPOWER PLANNING

Manpower planning is the process by which anorganization ensuresthat it has the right number andthe kind of people, at the right place, at the right

time, capable of effectively and efficientlycompleting those tasks that will help the organizationachieve its overall objectives.


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To ensure right people at right place at

right time. To ensure future needs of manpower inthe light of organizational planning andstructure.

Making the current manpower inventorysuitable for future managerial positions.

Features Of Manpower Planning


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Importance of manpower planning

DEFINING FUTURE PERSONNEL NEED.(Basis of recruiting and developing personnel)

COPING WITH CHANGES.

(Future changes can be cope up witheffective planning)

PROVIDING BASE FOR DEVELOPING TALENTS.(Setting up the priorities before recruiting)

INCREASING INVESTMENT IN HUMAN

RESOURCES.(Provides the way for effective utilization oftalents)


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Job analysisJob analysis is the process of studying and

collecting information relating to theoperations and responsibilities of a specificjob..


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ORGANIZATIONAL DESIGN (building internal relationships) ACQUISITION OF PERSONNEL (planning, recruitment,

orientation)

HUMAN RESOURCE DEVELOPMENT (career planning & training &development)

JOB EVALUATION & COMPENSATION (determining relativeworth of job)

PERFORMANCE APPRAISAL (promotion, pay increase, training

needs) SAFETY & HEALTH (environmental & operational conditions) EMPLOYEE COUNSELLING (choice of careers and rehabilitation)

Uses Of Job Analysis


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RECRUITMENT :Recruitment is the process of finding and attracting capableapplicants for employment. The process begins when new

recruits are sought and ends when their applications aresubmitted. The result is a pool of applicants from which newemployees are selected.

SELECTION :

Selection is the process of differentiating between applicantsin order to identify and hire those with a greater likelihoodof success in a job.

Recruitment & selection


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Difference : Recruitment & selection

RECRUITMENT SELECTION To attract maximum number To choose best out of the

of candidates. available candidates.

It creates application pool It is a rejection processas large as possible. where few are selected.

Techniques are not very Highly specialized techniques

intensive. are required. Outcome is application Outcome is the candidate who

pool. is offered job.


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Recruitment & selection process

RECRUITMENT SELECTION

Advertisement Screening of applications

Employment agencies Selection tests On campus recruitment Interview Deputation Checking of references Employee recommendations Physical examination

Labor unions Approval by authority Gate hiring Placement


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Training & development TRAINING :Training is a short term process utilizing a systematic andorganized procedure by which non managerial personnel learn

technical knowledge and skills for a definite purpose.

DEVELOPMENT:

Development is a long term educational process utilizing a

systematic and organized procedure by which managerial

personnel learn conceptual and theoretical knowledge forgeneral purpose.


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Role of training & development

INCREASE IN EFFICIENCY

INCREASE IN MORAL OF EMPLOYEES

BETTER HUMAN RELATIONS

REDUCED SUPERVISION

INCREASED ORGANIZATIONAL VIABILITY &FLEXIBILITY


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Performance appraisal Major key to managing itself Basis of determining who is promotable to higher

position

Determines strengths and weaknesses of amanager Measures performance in accomplishing goals and

plans Integral part of organization Recognize legitimate desire of employees for

progress Essential for effective managment


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Appraisal MethodsGraphic Rating ScaleCritical Incidence methodBARS

Self Appraisal180 Degree Appraisal360 Degree AppraisalManagement by Objective

Balance Score Card


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ConclusionStaffing is the most vital asset with anorganization, without which it cannot move aheadin the competitive world. It can be equated withHR management as both have same sort ofobjectives. Staffing is an open system approach.It is carried out within the enterprise but is alsolinked to external environment.


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THANK YOU

submitted to : prof. sapna premchandani

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