STAFFING PROCESS

Staffing/steps/case studies

1. STAFFING

2. Meaning Staffing is the process of filling all positions/ posts in he organisation with adequate and qualified personnel “Right man for the right job” is the basic principle in staffing. Staffing function involves Manpower planning, recruitment, selection,training , compensation, integration and maintenance of Employees.

3. PQR Interviewer Salesman Production manager CA Finance Marketing Production Whether the staffing is efficient or not ?

4. PQR Interviewer Salesman Production manager CA Production Finance Marketing Whether now the staffing is efficient or not ?

5. Features OF Staffing Staffing is a universal management function . Staffing is continuous process. Staffing is a pervasive activity It helps in placing right men at the right job . It also helps in achieving the organisational objectives through the efficiency, team spirit and devotion of employees .

6. STEPS in Staffing Human resource planning Recruitment Selection Orientation & Placement Training and development Employment remuneration Performance, appraisal Promotion and Transfer

7. Human resource planning Manpower Planning which is also called as Human Resource Planning consists of putting right number of people , right kind of people at the right place , right time , doing the right things for which they are suited for the achievement of goals of the organization.

8. Recruitment Recruitment is a Process of Searching and attracting people to apply for jobs in the company. Recruitment facilitates selection of employees.

9. Area/Sources of Recruitment 9 Internal Sources External Sources T ransfers R etires I nternal Ads P romotion C onsultants C ampus recruitment A dvertisement R ecommendations

10. Advantages & Disadvantages of Internal Sources Advantages Disadvantages Internal Recruitment is Economical Helps to develop loyalty . Provides Security & continuity of employment It tends to encourage employees to put in greater efforts & to acquire additional qualification Internal recruitment is a quick and more reliable method. There may be bias or partiality in promoting or transferring personnel from within the company It prevents outside candidates from outside from entering into company Offers limited scope for selection & there is a possibility of not finding the required executive within the company Generate discontent among those who are not promoted.

11. Advantages & Disadvantages of External Sources Advantages Disadvantages Entry of Young blood is possible Wide scope for selection is available Selection can be made in a impartial manner Scope of jealousy among the internal staff can be avoided by recruiting from outside. Management can fulfil reservation requirements in favour of disadvantaged sections of the society. External sources are costly and time consuming Too much important to external sources may lead to dissatisfaction among the existing staff There is also a problem of adjustment in between the internal staff and a newly appointed manager from outside .

12. 12 CASE STUDY Pepsi is a flat organisation. There are a maximum of four reporting levels. Executives here emphasise achievement, motivation, the ability to deliver come what may. As the Personnel manager of Pepsi foods remarked ‘We hire people who are capable of growing the business rather than Growing with the business. Recruitees must be capable of thing out of the box, cutting the cake of conventional barriers whenever and wherever necessary also having winning mindset.

13. 14 How Crucial is selection process?

14. 15 Its better not to select then selecting a bad candidate.

15. Selection Selecting the right candidate Rejecting the Wrong candidate Rejecting the right candidate Selecting the Wrong candidate Positive outcome Negative outcome Selecting the most suitable candidate is the objective of Selection

16. 17 Steps of Selection Employee Recruitment Recruitment Collection of Applications Scrutiny of Applications Trade/written Test Psychological Tests Personal Interview Reference Check Medical Examination Final selection for appointment

17. Tests and types of test Selection or employment tests have become an important device in the process of selection. They are used to measure the skills, abilities and suitability of candidates for the posts in an organisation.

18. Types of Employment test Aptitude Projective Perception Performance Personality Interest General knowledge Intelligence

19. Interview An interview is essentially a structured conversation where one participant asks questions and the other provide answers, in common parlance, the word “interview” refers to a one-on-one conversation between an interviewer and an interviewee. It is an integral part of selection procedure.

20. Types of Interview Panel Interview Unstructured Interview Structured Interview Stress Interview Individual Interview Informal Interview Formal Interview Group Interview Exit Interview In-depth Interview

21. LG Electronics uses 3 psychometric tests to measure a persons ability as a team player, to check personality types and to ascertain a person’s responsiveness and assertiveness. Firstly the candidate will appear for online test then selected candidate will shortlisted for technical group discussion then after technical interview and lastly for HR interview. Case Study

22. Placement Once the candidates are selected for the required job, they have to be fitted as per the qualifications. Placement is said to be the process of fitting the selected person at the right job or place, i.e. fitting square holes and round pegs in round holes. Once he is fitted into job, he is given the activities he has to perform and also told about his duties.

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24. Training & Development Training of employees take place orientation takes place. Training is the process of enhancing the skills, capabilities and knowledge of employees for doing a particular job. Training process moulds the thinking of employees and leads to quality performance of employees. It is continuous and never ending in nature.

25. Employment Remuneration Employee Remuneration refers to the reward or compensation given to the employees for their work performances. Remuneration provides basic attraction to a employee to perform job efficiently and effectively.

26. Performance and Appraisal A performance appraisal is a regular review of an employee’s job performance and overall contribution to a company. It evaluates an employee’s skills, achievement and growth, or lack thereof. Companies use performance appraisals to give employees big-picture feedback on their work and to justify pay increases and bonuses, as well as termination decisions.

27. Promotion and Transfer Promotion - Is the appointment of a member to another position within the same department or elsewhere in the organization, involving duties and responsibilities of a more demanding and is recognized by a higher pay grade and salary.

28. Transfer - Is the appointment of a member to another position within the same department or elsewhere in the organization, involving duties and responsibilities of a similar nature and having a comparable pay grade and salary . In some situations, the transfer may be at a lesser pay grade or sales.

29. 30 Importance of Staffing Helps to Achieve Objectives Job Satisfaction Labour Relations Improves Efficiency Reduces Absenteeism and Employee Turnover Team Work Enhances Corporate Image Optimum Use of Resources

30. Factors affecting Staffing Internal Factor External Factor Nature of competition for human resources Legal Factors Socio-Cultural factor External Influence Organisational Image Past Practices Size of the Organisation Organisational Business Plan

31. THANK YOU

32. 33 Lay Chheda 21 Swapnil Biswas 11 Pranav Bhinde 8 Rutvik Bhayani 5 Noorsaba Ansari 1 Dhawal Bore 13 Group no.9