Organization and Management: Grade 11

S O N 2 :
LE S
STAFFING
By Patricia Singh
 CONTENTS
1 People Centered

2 Responsibility of Every Manager

3 Human Skills

4 Continuous Function
 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.
 THE NATURE OF STAFFING FUNCTION IS DISCUSSED BELOW:
PEOPLE CENTERED WHAT?
Staffing is people centered
and is relevant in all types of
organizations. It is concerned
with all categories of
personnel from top to bottom
of the organization.
WHO?
The broad classification of
personnel may be as follows:
Blue collar workers, white-
collar workers, Managerial
and non-managerial
personnel and Professionals.
 THE NATURE OF STAFFING FUNCTION IS DISCUSSED BELOW:

WHAT?
Staffing is a basic function of management. Every manager is
RESPONSIBILITY OF continuously engaged in performing the staffing function. He is
actively associated with recruitment, selection, training and
appraisal of his subordinates. These activities are performed
EVERY MANAGER by the chief executive, departmental managers and foremen in
relation to their subordinates.
It is the duty of every manager to perform the staffing
activities such as selection, training, performance appraisal and
counseling of employees. In many enterprises. The Personnel
Department is created to perform these activities.
 THE NATURE OF STAFFING FUNCTION IS DISCUSSED BELOW:

WHAT?
Staffing function is concerned with training and development
HUMAN SKILLS of human resources. Every manager should use human
relations skills in providing guidance and training to the
subordinates.

WHO?
Human relations skills are also required in performance
appraisal, transfer and promotion of subordinates. If the
staffing function is performed properly, the human relations in
the organization will be cordial.
 THE NATURE OF STAFFING FUNCTION IS DISCUSSED BELOW:

WHAT?
Staffing function is to be performed continuously. It is equally
CONTINUOUS important in the established organizations and the new
organizations. In a new organization, there has to be
FUNCTION recruitment, selection and training of personnel.

WHO?
In a running organization, every manager is engaged in various
staffing activities. He is to guide and train the workers and also
evaluate their performance on a continuous basis.
IMPORTANCE OF STAFFING:
It is of utmost importance for the organization that the right kinds of
people are employed. They should be given adequate training so that
wastage is minimum. They must also be induced to show higher
productivity and quality by offering them incentives.
Effective performance of the staff function is necessary to
realize the following benefits:
Efficient Performance of Other Functions:
Effective Use of Technology and Other Resources
Optimum Utilization of Human Resources:
Development of Human Capital:
Motivation of Human Resources:
Building Higher Morale:
 S O N 3 :
LE S
RECRUITMENT
By Olivia Wilson
 CONTENTS
1 Recruitment 5 Analyze Skill Gaps

2 Selection 6 Layer Training Methods

3 Training employees 7 Evaluate Effectiveness

and Sustain Gains
4 Identify Business Impact
 The process of recruitment involves the development of
suitable techniques for attracting more candidates to a position
vacancy, while the process of selection involves identifying the
most suitable candidate for the vacancy.

Recruitment precedes the selection process, and the selection

process is only completed when a job offer is created and given
to the selected candidate by appointment letter.
What is Recruitment? What is Recruitment?
Is the process of looking for Is a positive process aimed at
candidates for the vacant position attracting more and more job
and motivating them to apply for it. seekers to apply.

What is Selection? What is Selection?

Means choosing the best candidate is a negative process, rejecting unfit
from the pool of applicants and candidates from the list.
offering them the job.
What is Recruitment?
Is relatively simpler. Recruitment
has the recruiter paying less
attention to scrutinizing individual
candidates,
What is Selection?
selection involves a more thorough
examination of candidates where
recruiters aim to learn every minute
detail about each candidate, so
they can choose the perfect match
for the job.
What is Recruitment?
Is less time-consuming while selection
involves a wide range of activities, which
can be both time-consuming and
expensive. In recruitment, communication
of vacancies is done through various
sources such as the internet, newspaper,
magazines, etc., and distributes forms
easily so candidates can apply.
What is Selection?
selection process, assessment is done so
through various evaluation stages, such as
form submission, written exams,
interviews, etc.
UNDERSTANDING THE DIFFERENCE BETWEEN
RECRUITMENT AND SELECTION WILL ENSURE
YOUR ORGANIZATION HAS A STRONG AND
SUCCESSFUL WORKFORCE
 EFFECTIVE RECRUITMENT
PROCESS
For the recruitment process to be
effective, the needs of the organization
need to be matched with the needs of the
applicant. Similarly, a properly conducted
selection process means the right
personnel will join an organization’s
workforce, helping management in
strengthening the team and completing
the work successfully.
Understanding the distinction between
recruitment and selection is a necessity in any
organization’s onboarding process. Recognizing
the importance in these two distinct phases, the
first being proper scouting and advertising of
attracting the appropriate candidates, and the
second being effective methods of narrowing
down the applicant pool to one ideal candidate,
will ultimately be what improves your
organization’s onboarding process.
Training employees
1
Good training and development programs help
you keep the right people and grow profits. As Identify Business Impact
the battle for excellent employees becomes
more competitive, employee training and
development programs are more essential than 2 Analyze Skill Gaps
ever. Employee training and development
programs directly impact your company.
3 Layer Training Methods
High-impact training and development programs
don’t just take place. Rather, they’re the result of
a careful planning and alignment process. The
3 Evaluate Effectiveness and
following can help you translate business Sustain Gains
objectives into a tailored training plan
IDENTIFY BUSINESS
Design and develop your training to meet the
IMPACT company’s overall goals. Keeping business
goals in focus ensures training and
development makes a measurable impact.
 How are your employees’ behaviors helping meet
the business goal? By finding out what the gaps
ANALYZE SKILL are between employees’ current and ideal skills,
you can better pinpoint what your specific
GAPS learning objectives should be.

MOTIVATION SKILLS MASTERY CRITICAL THINKING

How can you help What must your learners

learners understand why What do your know to perform their
they need to change learners need to be jobs well? Distinguish
their behaviors? By able to do the job? critical knowledge from
working with employee nice-to-know
These behaviors will
motivations–for information to identify
example, pinpointing a have the most what content should be
purpose–you’re more impact on in the course, and what
likely to change performance. should be in optional
behavior over the long resources.
term.
 To create performance improvement over time,
LAYER TRAINING effective training programs must use layered and
sustainable learning activities. Your program targets
METHODS the essential employee, customer, and business needs
while training the right people at the right time in the
right way. A layered approach is the best of all worlds
because it blends learning experiences and training
methods that maximize the benefits of your time.
 EVALUATE
Employees’ need for training and support don’t end
EFFECTIVENESS AND when they get back to work. In fact, continued support
SUSTAIN GAINS is required to ensure that initial training sticks.
Measurable learning objectives are the foundation for
you to evaluate an initiative’s impact.
THANK
YOU