Concept and Nature Staffing week 1 presentation

N/A

1. Concept and Nature Staffing Organization and Management

2. Staffing According to Dyck and Neubert (2012) Staffing , is the Human Recourse function of identifying attracting hiring, and retaining people with the necessary qualification to fill the responsibilities of current and future jobs in the organization.

3. Recruitment Selection Recruitement Selection Management recruitment involves identifying and selecting qualified individuals for key roles within an organization's leadership. The goal is to build a skilled and effective team to drive organizational success. Selection in management refers to the process of choosing the most suitable candidates from a pool of applicants for specific roles within an organization. It involves evaluating skills, qualifications, and other criteria to ensure the right individuals are chosen to contribute to the company's success. Two Main Components of Staffing

4. Differences of Recruitment and Selection Recruitement Selection Recruitment involves getting the job description in front of as many potential candidates as possible. Recruitment activities are typically performed by Human Resource practitioners, either internally or externally. Selection is about narrowing down the pool of applicants until you're left with the strongest candidate. The selection process is a largely time-consuming step in an employee’s hiring experience.

5. - Spotting needed roles, required skills, and workforce numbers. - Seeking new talent outside if internal search falls short. - Assessing current talents for potential job fills. Checking Internal Skills: External Talent Search: Identifying Job Vacancies: Steps in Recruitment and Selection Process

6. - Choosing those with needed skills and qualifications. - Advancing roles as employees develop and show competence. - Assigning chosen individuals to suitable positions. Placing Successful Applicants: Selecting Qualified Applicants: Steps in Recruitment and Selection Process Promoting Employee Growth: Continue

7. - Regular assessments for feedback and improvement areas. - Ensuring fair pay based on skills, responsibilities, and market standards. Evaluating Job Performances: - Guiding employees on career goals and necessary steps. - Continuous training for skill improvement and knowledge updates. Steps in Recruitment and Selection Process Ongoing Skills Training: Continue Career Planning Assistance: Fair Compensation Practices:

8. Different Training Programs Training programs come in various forms, including workshops, on-the-job training, and online courses. They help employees learn new skills, improve existing ones, and stay updated. These programs enhance workforce capabilities and contribute to overall organizational growth.

9. A chart similar to the general organization chart used by the company but limited to managerial position and the names of potential successors. It's a strategic tool that aligns talent development with the long-term goals of the organization. Management Succession/Replacement Chart

10. External and Internal Forces Affecting Present and Future Need for Human Resources Present and future needs for managers and other human resources are affected by both external and internal forces. External forces include economic, technological, social, political, and legal factors. For example, economic progress in a particular country may bring about increased needs and wants among people, resulting, in turn, in increased demand for certain products, followed by the expansion of the company and its work- force, as well as increased demand for managers. Information explosion coming from the Internet, from business publications, or from the labor department of countries may give either encouraging or discouraging long-term trends in the world labor market, thus causing an increase or a decrease in demand for managers and other human resources.

11. Policy Guidelines On Performance Evaluation or Appraisal Compensation policies set rules for fair pay, making sure employees receive competitive wages and benefits. They also link performance evaluations to pay, connecting hard work with rewards. These guidelines help maintain fairness and motivate employees to contribute effectively to the organization.

12. Employee relations are vital for a healthy workplace. Positive relations foster a supportive environment, leading to higher job satisfaction and productivity. Clear communication, fair treatment, and a focus on well-being create a positive atmosphere, contributing to employee happiness and organizational success. Importance of Employee Relations

13. Differentiative Various Employee Movements Employee movements encompass various changes like promotions, transfers, and resignations. Promotions signify career progress, transfers involve moving to a new role or location, while resignations mean leaving the company. Understanding these movements helps organizations manage workforce dynamics and plan for continuity.

14. Importance of Adopting an Effective Reward System Adopting an effective reward system is crucial. It motivates employees, recognizing and appreciating their efforts. Rewards can be financial or non-financial, fostering a positive work environment. This boosts morale, encourages hard work, and contributes to overall job satisfaction and team cohesion.

15. Thank You For participation!!!