Concept-and-the-nature-of-staffing-v2.pptx

Organization and management concept and nature of staffing

1. LOGO Concept And Nature of Staffing

2. Stafffing In a new enterprise, the staffing function follows the planning and organizing function. In the case of running an enterprise, staffing is a continuous process. So, the manager should perform this function at all times. Staffing is a basic function of management. Every manager is continuously engaged in performing the staffing function. He is actively associated with recruitment, selection, training and appraisal of his subordinates.

3. Enter title Enter title Meaning of staffing This Template Is Designed By Zuo An,It Will Help You Make You Report Easy And Fast. The term ‘Staffing’ relates to the recruitment, selection, development, training and compensation of the managerial personnel. Staffing, like all other managerial functions, is the duty which the apex management performs at all times. In a newly created enterprise, the staffing would come as a. third step— next to planning and organizing—but in a going enterprise the staffing process is continuous. g a set of activities which aim at inviting, selecting, placing and retaining individuals at various jobs to achieve the organizational goals. It involves determining the need for people at various organizational posts, appointing and retaining them at those posts by training and developing their abilities and skills. This is done by performing a number of functions like manpower planning, recruitment, selection, training and development, performance appraisal, compensation and maintenance. Staffing is related to performing a set of activities which aim at inviting, selecting, placing and retaining individuals at various jobs to achieve the organizational goals. This is done by performing a number of functions like manpower planning, recruitment, selection, training and development, performance appraisal, compensation and maintenance.

4. Meaning of staffing Staffing, according to Dyck and Neubert (2012), is the Human Resource function of identifying, attracting, hiring, and retaining people with the necessary qualifications to fill the responsibilities of current and future jobs in the organization.

5. Staffing concept Once the organizational goals are set, the plans are prepared and organization is appropriately structured to pave the path for achievement of the set goals. The next step is to provide appropriate personnel to fill in the various positions created by the organizational structure. The process putting people to jobs is termed as staffing. Staffing, the management function involves appointing appropriate personnel, developing them to meet organizational needs and ensuring that they are a satisfied and happy workforce. Staffing is defined as a managerial function of filling and keeping filled the positions in the organizational structure. The personnel appointed are a combination of permanent employees, daily workers, consultants, contract employees etc

6. Staffing Includes 1. Identifying the requirement of workforce and its planning 2. Recruitment and selection of appropriate personnel for new jobs or for positions which may arise as a result of existing employees leaving the organization. 3. Planning adequate training for development and growth of workforce. 4. Deciding on compensation, promotion and performance appraisals for the workforce

7. The Basic Nature of staffing The following are the basic nature of staffing: I. People-oriented – Staffing deals with efficient utilization of human resources in an organization. II. Development-oriented – It is concerned with developing potentialities of personnel in the organization. III. Pervasive function – Staffing is required in every organization. It is a major sub-system in the total management system that can be applied to both profit making and non-profit making organizations. IV. Continuous function – Staffing is a continuous and never-ending

8. V. Human objectives – It develops potentialities of employees so that they can derive maximum satisfaction from their work. VI. Individuals as well as group-oriented – Staffing is concerned with employees both as individuals and as group in attaining goals. VII. Developing cordial working environment – It develops a cordial environment in the enterprise where each employee contributes his best for the achievement of organizational goals.

9. VIII. Interdisciplinary nature – Staffing has its roots in social sciences. It uses concepts drawn from various disciplines such as psychology, sociology, anthropology, and management. X. Integral part of general management – Staffing is an integral part of the general management. Every member of the management group (from top to bottom) must be an effective personnel administrator. It renders service to other functional areas of management. X. Science as well as art – Staffing is a science of human engineering. It is an organized body of knowledge consisting of principles and techniques. It is also an art as it involves skills to deal with people.

10. Characteristics of Staffing as a Function of Management

11. 1. Related to Human Beings- The first important characteristic of staffing is its relationship with human beings. It means that unlike planning and organizing it is not mere paper work but involves the appointment of competent persons on various posts. Planning lays down what, when, how and by whom work is to be done. 2. Separate Managerial Function- The second important characteristic of staffing is that it is a separate managerial function. Staffing is included in the other categories of managerial functions like planning, organizing, leading, and controlling. A little earlier, some management experts considered that its a part of organizing. But these days, on the basis of various researches, it is accepted as an important separate managerial function

12. 3. Essential at All Managerial Levels- Staffing is essential at all managerial levels. The Board of Directors performs the function of staffing by appointing General Manager. The General Manager does so by appointing departmental managers, while the departmental managers perform this function by appointing their subordinates. The aim of establishing this department is to assist the managers at every level in the performance of their function of staffing 4. Related to Social Responsibility- Staffing deals with human beings and man is a social animal. Since it is connected with human beings, the social responsibility of this function is born.

13. 5. Effect of Internal and External Environment The performance of staffing is affected by the internal and external environment of the enterprise. The internal environment of the enterprise includes policies connected with the employees — like the promotion policy, demotion policy, transfer policy, etc.In this way the internal policy of the organization does affect the function of staffing. The external environment affecting the enterprise includes government policies and educational environment.

14. 30+ SERVICES 7 important fuction of staffing 1. Manpower Planning Manpower may be planned for short-term and long-term. The short-term manpower planning may achieve the objectives of the company at present conditions. The long-term manpower planning should be concerned with the estimation of staff members required in future.

15. 2. Development- Development is concerned with the development of staff members through adequate and appropriate training programs. 3. Fixing the Employment Standards- It involves the job specification and job description. These enable the management to select the personnel and train them scientifically.

16. 4. Sources It is concerned with the method by which the staff members are selected. The sources may be internal and external sources. Internal source means that a vacancy is filled up by the company out of the staff members available within the company. The external source means that a vacancy is filled up by the company from outside the company. 5. Selection and Placement It includes the process of selection of the staff members. The placement includes giving a job to a person on the basis of his ability, education, experience and the like 6. Training The training may be arranged by the company itself. In certain cases, the staff members may be sent out by the company to get the training.

17. 7 Promotion Management is optimizing the utilization of tools, strategies, and resources to promote a product that will generate additional demand. To achieve this, you identify your potential customers, decide your promotion budget, and select your product to promote

18. 7 step process of staffing Step # 1 . Estimating Manpower Requirements/Manpower Planning : The process of manpower planning can be divided into two parts. One is an analysis for determining the quantitative needs of the organization, i.e., how many people will be needed in the future. The other part is the qualitative analysis to determine what qualities and characteristics are required for performing a job.

19. Step # 2. Recruitment and Selection: The second step after manpower planning is recruitment and selection. These are two separate functions, which usually go together. Recruitment aims at stimulating and attracting job applicants for positions in the organization. Selection processes must begin by precisely identifying the task to be performed and also drawing a line between successful and unsuccessful performance.

20. Step # 3. Placement and Orientation: Placement refers to place the right person on the right job. Once the job offer has been accepted by the selected candidate, he is placed on his new job. Proper placement of an employee reduces absenteeism, employee’s turnover and accident rates. Orientation/Induction is concerned with the process of introduction or orienting a new employee to the organization.

21. Step # 4. Training and Development: It is more accurately considered as a process of skill formation and behavioral change. It is a continuous process of the staffing function. Training is more effectively conducted when the actual content of jobs for which people are being trained and developed is known. Development involves growth of an employee in all respects.

22. Step # 5. Performance Appraisal: It means evaluating a performance employee’s current and past performance as against certain predetermined standards. Step # 6. Promotion and Career Planning: Managers must encourage employees to grow and realize their full potential. Promotions are an integral p art of people’s career. They usually mean more pay, responsibility and job satisfaction. Step # 7. Compensation: It refers to all forms of pay or rewards paid to employees by the employer/firm. It may be in the form of direct financial payments (Time based or Performance based) like salaries and indirect payments like paid leaves

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