2 de Jul de 2016

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  2. STAFFING  It is concerned with the Human resources of the enterprise.  It is concerned with acquiring, developing, utilizing, and maintaining human resources.  It is a process of matching jobs with individuals to ensure right man for the right job.
  3. DEFINITION OF STAFFING According to Koontz and O’ Donnel “The managerial functions of staffing involves planning the organizational structure through proper and effective selection, appraisal and development of personnel to fill the roles designed in to the structure”
  4. IMPORTANCE OF STAFFING  Discovering and obtaining competent employees for various job.  Improve the quantity and quality of output by putting right man for right job.  Improves job satisfaction of employees  Reduces cost of personnel by avoiding wastage of human resource.
  5. STEPS IN STAFFING Promotion and Transfer Performance Evaluation, Appraisal Employee remuneration Training and development Orientation & Placement Selection Recruitment Manpower planning
  6. STEP – 1 MANPOWER PLANNING/ HRP Design training programmes Developing employment programmes Making future manpower forecasts Analyzing the current manpower inventory
  7. ANALYZING THE CURRENT MANPOWER INVENTORY Before a manager makes forecast of future manpower, the current manpower status has to be analyzed.  Number of departments  Number and quantity of such departments  Employees in these work units Once these factors are registered by a manager, he goes for the future forecasting.
  8. MANPOWER FORECASTING TECHNIQUES Expert Forecasts: This includes informal decisions, formal expert surveys and Delphi technique. Trend Analysis: Manpower needs can be projected through extrapolation (projecting past trends), indexation (using base year as basis), and statistical analysis (central tendency measure). Work Load Analysis: It is dependent upon the nature of work load in a department, in a branch or in a division. Work Force Analysis: Whenever production and time period has to be analysed, due allowances have to be made for getting net manpower requirements.
  9. DEVELOPING EMPLOYMENT PROGRAMS- Once the current inventory is compared with future forecasts, the employment programs can be framed and developed accordingly, which will include recruitment, selection procedures and placement plans.
  10. DESIGN TRAINING PROGRAMS- These will be based upon extent of diversification, expansion plans, development programs etc. Training programs depend upon the extent of improvement in technology and advancement to take place. It is also done to improve upon the skills, capabilities, knowledge of the workers.
  11. STEP – 2 RECRUITMENT According to Flippo “Recruitment is the process of attracting potential employees and stimulating them to apply for the jobs in the organization.”
  12. SOURCES OF RECRUITMENT  The sources of recruitment may broadly be divided into various categories: internal sources and external sources and third party External Sources Internal Sources Sources of Recruitment
  13. INTERNAL AND EXTERNAL METHOD  Internal sources includes, promotion, transfers, lay offs, employee referrals etc  External sources includes, E-recruiting, walk in interviews, advertisements, internship, job consultancies etc
  14. SELECTION Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. Selection is much more than just choosing the best candidate. It is an attempt to strike a happy balance between what the applicant can and wants to do and what the organization requires. According to Koontz, ”Selecting manager is choosing among the candidates the one who best meet the position requirements.”
  15. Reception Screening Interview Application blank Selection Tests Selection Interview Medical Examination Reference Checks Hiring Decision Steps in the Selection Process
  16. Basis Recruitment Selection Meaning Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts. Purpose to create a talent pool of candidates to enable the selection of best candidates for the organization, by attracting more and more employees to apply in the organization to choose the right candidate to fill the various positions in the organization. Process Recruitment is a positive process i.e. encouraging more and more employees to apply selection is a negative process as it involves rejection of the unsuitable candidates. Contract There is no contract of recruitment established in recruitment selection results in a contract of service between the employer and the selected employee. Cost Factor Recruitment is not expensive. It mostly involves only advertisement cost. Selection is very costly. This is because a lot of money is spent on conducting different types of tests, interviews, medical examinations, etc. Similarly, the experts who conduct selection procedure are paid very high fees. This makes selection a very costly process
  17. STEP- 4 ORIENTATION  Orientation employees are made aware about the mission and vision of the organization, the nature of operation of the organization, policies and programs of the organization. The main aim of conducting Orientation is to build up confidence, morale and trust of the employee in the new organization, so that he becomes a productive and an efficient employee of the organization and contributes to the organizational success. The nature of Orientation program varies with the organizational size, i.e., smaller the organization the more informal is the Orientation and larger the organization more formalized is the Orientation program.
  18. STEP -5 TRAINING & DEVELOPMENT Acc. to Michael Armstrong “the systematic development of knowledge, skills and attitudes required by an individual to perform adequately a given task of job”. Acc. to Dale S. Beach, “Training is the act of increasing knowledge and skills of an employee for doing a particular job.”
  19. DEVELOPMENT Development relates to the development and growth of the employees in an organization through a systematic process. It helps in the developments of the intellectual, managerial, and people management skills of managers. It trains managers to understand and analyze different situations, and to arrive at and implement the correct solutions.
  20. BENEFITS OF TRAINING Improving Employee Performance Updating Employee Skills Avoiding Managerial Obsolescence Preparing for Promotion and Managerial Succession Retaining and Motivating Employee Creating an Efficient and Effective Organization Improves morale of employees Less supervision Fewer accidents Chances of promotion. Increased productivity
  21. METHODS OF TRAINING On-the Job Training Trainee Job Rotation Board Membership meeting Vestibule training Coaching Temporary promotions Off-the Job Training Organizing Special Curriculum and Classes Organizing Conference and seminars Training in Education Institutions Case Study Method Incident Analysis Method Lecture Method Role Playing Method
  23. STEP- 6 COMPENSATION  All forms of  financial return,  Non-financial  Incentives  that employees receive as part of their employment relationship Cash, Bonuses, Insurance, Vacation, Holidays Perks, Recognition
  24. STEP – 7 PERFORMANCE EVALUATION AND APPRAISAL “Performance Appraisal is an objective assessment of an individual’s performance against well defined benchmarks.”
  25. PERFORMANCE APPRAISAL Key Points  Evaluation  Comparison Actual v/s. Standards  Results  Rewards  Corrective Action
  26. USE OF PERFORMANCE APPRAISALS 1.Promotions 2.Confirmations 3.Training and Development 4.Compensation reviews 5.Competency building 6.Improve communication 7.Evaluation of HR Programs 8.Feedback & Grievances