ENGINEERING, MANAGEMENT AND

SOCIETY II
CIE:522/EGM502

Lecture 5
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Staffing
 Filling and keeping filled, positions in the
Organization structure.

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Functions of Staffing
1. Procurement
 Job analysis
 Man power planning
Recruitment
Selection
Placement

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Functions of Staffing cont’
2.Development
Performance appraisal
 Training
Management Development
Career Planning
& Development
 Promotion

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Functions of Staffing cont’
3. Compensation
Job evaluation
Wage and Salary administration
Incentives
Social security measures

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Sequence of activity in Staffing
 Pre employment activities - Requisitioning,
Recruiting & Selecting
 Post employment activities - Training, appraising,
Promoting and Compensating, Providing
miscellaneous services.

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Purpose and Importance staffing
 Increasing size of Organisation

 Advancement of technology

 Long range needs of manpower

 High wage bill

 Human relations movement

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Recruitment & Selection
 Goal of Recruitment is to create a large pool of
persons available and wiling to work.

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Sources of Recruitment
1. Internal sources
 It includes personnel already on the payroll of an
Organisation, presenting working force.

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Internal sources
Merits
 Less expense
 Builds loyalty
 Ensures stability
 Sense of security
 Lower level to look forward to rising to higher
levels 10
Internal sources cont’

Demerits
 Promotion based on seniority, inefficient people
may also be promoted this will ultimately ruin
the prospects of the firm.
 There will not be any creativity
 Lack of Technical skills
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External Sources
 Direct from colleges/ Universities
 unemployed with a wide range of skills and
abilities
 retired experienced person

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External Sources cont’
Merits
 required skills
 Do objective selections (since people are
recruited from a large market, the best selection
can be made without any distinctions of caste,
colour, gender)
 May be economical in the long run (training is
not required)

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External Sources cont’
Demerits
 Brain Drain – Experienced persons or raided or
hunted by other concerns

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Methods or Techniques of Recruitment
1. Direct Method
• campus recruitment
2. Indirect Method
 use advertisements for recruitment in newspaper,
journal
 Blind advertisement – without company name
the advertisement been made

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Methods or Techniques of Recruitment
3. Third Party method
 Private Employment agency
 Public Employment agency
 Head hunters (Professional Recruiting agencies)
 Employee Referrals (Recommendations)
 Trade Unions
 Applicant at the gate
 Voluntary Organisation
 Computer data bank
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Recruitment Policy (5 Elements)
 Identification of Recruitment needs
 Preferred sources of Recruitment
 Criteria of selection and selection techniques
 Cost of Recruitment
 Role, if any assigned to the union in the
formulation and implementation of recruitment
and selection policies.

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Selection
 Process of discovering the most suitable and
promising candidates to fill up the vacancies

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Steps in Selection
 Receiving application
 Preliminary screening / Interview
 Application bank
 Psychological test
 Interview
 Reference check
 Physical Examination
 Final Interview

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Interview
 The Interview is the most frequent method of
selection.
 The Interview is a face to face conversation
between an applicant and the employer.
 The purpose of Interview is to collect information
on behaviour, attitudes, opinions, maturity, emotional
stability, confidence, response and other commercial
behaviour. 20
Factors considered in Interview
 Initiative
 Response
 Behaviour
 Work Experience
 Opinion
 Attitude
 Maturity
 Emotional Stability
 Confidence
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Types of Interview
1. Structured Interview

 is also called as patterned interview.

 The interviewers are trained in the process to be used.

 A list of questions on analysis of the job specification is

prepared.

 The Interviewing process attempts to predict how

candidates will perform in the work situations.
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Types of Interview
2. Group or Discussion Interview
 The interviewees are given certain problems and are
asked to reach a specific decision within a particular time
limit.
 The applicants enter into group discussion, knowing that
the interview is a test, but do not know which qualities
are being measured or tested.
 The object is to see how individuals perform on a
particular task or in a particular situations

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Types of Interview cont’
3. Panel or Board Interview
 Candidate is interviewed by a number of
interviewers.
 Questions may be asked in turn or asked in
random order as they arise on any topic.

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Types of Interview cont’
4. Stress Interview
 The Interview assumes a hostile role toward the
applicant.
 The purpose is to find out how a candidate
behaves in a stress situation whether he loses his
temper, gets confused or frightened.

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Placement
 The Placement of the individual on the new job
and orienting him to the Organisation.
 This involves
 Orientation
 Training
 Executive Development

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Orientation / Induction / Indoctrination
 Induction is a technique by which a new
employee is rehabilitated into the changed
surroundings and introduced to the practices,
policies and purposes of the Organisation

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The Main Objects of Orientation
a. Clarifying the job
b. Developing realistic expectation about the
Organisation
c. Reducing the amount of stress of new
employee
d. Reducing startup costs
e. Strengthening the relationships between new
employee, his superiors and peers

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Information obtained from a formal
orientation program
 The history of the Organisation
 Products and services of the Company
 Organisation structure of the enterprise
 Location of departments and Units
 Personnel policies and practices
 Employees facilities and services
 Rules and Regulations
 Grievance procedures
 Safety Measures
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Performance/Appraisal system
 Performance contracts
 Appraisal

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Performance contracts
 example of performance targets.doc

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Appraisal
Example Aprasial-1_QUARTER 2021.xls

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Thank you

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