1. •Meaning:
The process of hiring suitable candidates according to
their knowledge and skills in an organisation is termed as
staffing
•Concept:
1. important managerial function
2. pervasive activity
3. continuous activity
4. The basis of staffing function is efficient
management of personnel’s
5. placing right men at the right job.
6. Staffing is performed by all managers
2. Methods of Staffing
Internal Recruiting
External Recruiting:
i. Formal:
A. Advertising
B. Third-Party Recruiters
C. College/School Recruiting
D. Job Fairs
ii. Informal:
A. Employee Referrals
B. Walk-In Candidates/Unsolicited Resumes
C. Leased Employees
3. Manpower Planning
Meaning: is also know as personnel planning or human
resource planning.
Estimating or projecting the number of personnel with
different skills required over time or for a project, and
detailing how and when they will be acquired.
GETTING THE RIGHT PEOPLE AT THE RIGHT
PLACE ON THE RIGHT TIME
4. Objectives of Human resource
planning/ manpower planning:
1. To ensure proper utilization of human
resources.
2. To check the development of the employees
for the achievement of the organization
goal.
3. To ensure proper human resource policies.
4. To provide proper control measures
whenever required.
5. Methods in Manpower planning
Workforce Analysis
Seminars and Job Fairs
Training Programs
Retention Programs
Comparing demand v/s Supply
Approaches to forecasting:
1.Expert opinion
2.Bottom-up approach
Supply analysis
1.Replacement chart
2.Succession plan
6. RECRUITMENT
Meaning:
“The term recruitment applies to the process of
attracting potential employees of the company
Recruitment is the process of searching prospective
employees and stimulating them to apply for the jobs
in the organization.”
Need:
1. Vacancies due to transfer, promotion, retirement,
permanent disability or death of worker.
2. Creation of vacancies due to expansion, diversification
or growth.
7. Methods and sources of
recruitment
Internal sources:
1.Promotion
2.Departmental exam
3.Transfer
4.Retirement
5.Internal advertisement
6.Employee Recommendation
9. SELECTION
Meaning: Selection means the taking up the different
workers by various acts from the application forms
invited through different sources of internal and
externals.
Selection is the process of choosing the most suitable
person for the current position or for future position
from within the organization or from outside the
organization.
10. Selection Procedure
1)Receiving and screening the application
2)Sending the Blank application form
3)Preliminary Interview
4)Administering Tests:
i) Achievement Test
ii) Aptitude test
iii) Trade Test
iv) Interest Test
v) Intelligence Test etc.
5) Checking References on Investigation of Previous
History
6) Interviewing
7) Final Selection
11. WHAT IS PLACEMENT?
Placement is a process of assigning a specific
job to each of the selected candidates. It
involves assigning a specific rank and
responsibility to an individual. It implies
matching the requirements of a job with the
qualifications of the candidate.
Placement is understood as assigning jobs to
the selected candidates. Assigning jobs to
employees may involve a new job or different
job.
12. significance of placement?
* It improves employee morale.
* It helps in reducing employee turnover.
* It helps in reducing absenteeism.
* It helps in reducing accident rates.
* It avoids misfit between the candidate and the job.
* It helps the candidate to work as per the predetermined objectives
of the organization
13. ORIENTATION
Meaning:
“Orientation is a systematic and planned introduction of
employees to their jobs, their co-workers and the
organization.”
*Typically orientation conveys three types of
information
1)General information about daily work routine.
2) A review of the organization’s history
3)A detailed presentation, perhaps in a brochure of the
organization’s policies, work rules and employee
benefits.
14. OBJECTIVES
To help new staff form positive first impressions, that
he/she belongs to the company, feels welcome and
supported
To assist in understanding the culture and values
To improve staff efficiency, work standards, revenue
and profits
To improve staff morale
15. Types Of Orientation Programme:
Formal and Informal Orientation
Individual and Collective Orientation
Serial and Disjunctive Orientation
What to Induct/ Orient?
A current organization chart of the company
Map of facility
Key terms unique to industry, company and the job
A copy of company’s policy hand books
List of benefits
Telephone numbers and location of key people and
operations
Sample copies of the company’s publications etc
16. PERFORMANCE APPRAISAL
Meaning:
Performance appraisal is the judgment of an
employee’s performance in a job. It is also called as
merit rating. All managers’ are constantly forming
judgment of their subordinates and are continuously
making appraisals.
It is the systematic evaluations of the individuals with
respect to his performance on the job and his potential
for development. The immediate superior is in-charge
of such appraisal.
17. Objectives of performance
appraisal:
1. To help a manager to decide the increase in pay on ground
of merits.
2. To determine the future use of an employee
3. To indicate training needs.
4. To motivate the employees to do better in his or her
present job.
5. To contribute the growth and development of an employee.
6. To identify employees for deputation to other
organizations
7. To help in creating a desirable culture and tradition in the
organization.
8. To nominate employees for training programmes.
19. DIRECTION
Meaning:
a course along which someone or something moves.
the management or guidance of someone or
something
According to Haimann:
“Directing consists of the process and techniques
utilized in issuing instructions and making certain
that operations are carried on as originally planned.”
20. PRINCIPLES OF DIRECTON
Principle of Harmony of objectives
Principle of efficiency
Principle of unity of command
Principle of direct supervision
Principle of communication
Principle of leadership
21. ELEMENTS OF DIRECTION
1. Motivation
2. Leadership
3. Communication
4. Co-ordination
5. Supervision
22. Direction has three main techniques:-
1. Consultative:
Before taking a decision the executive consults his
subordinates and get their opinion. This develops a
sense of responsibility among subordinates.
2. Let go:
Under this technique the superior remains wasteful to
see that the activities of the subordinates are directed
rightly to achieve the desired goals. He is - readily
available for consultation to his subordinates.
3. Autocratic:
The superior executive wields enormous powers under
this technique. His acts are dictatorial and he seldom
shares the views of his subordinates.
