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Definition of Staffing

Staffing is filling, and keeping filled, positions in the organization structure.

Situational Factors Affecting Staffing

External factors include the level of education, the prevailing attitudes in society (such as the attitude toward work), the many laws and regulations that directly affect staffing, the economic conditions, and the supply of and demand for managers outside the enterprise.

Situational Factors Affecting Staffing cont.

Internal factors include, for example, organizational goals, tasks, technology, organization structure, the kinds of people employed by the enterprise, the demand for and the supply of managers within the enterprise, the reward system, and various kinds of policies.

Job Analysis: It means a detailed study of a job to identify the skills, experience and aptitude required for the job.

: A title of the job. : Tasks performed, materials used : Lights, Heat, Noise. : Size of work group, inter personal among group members etc.

: Age, Sex, Education Mental General intelligence, memory, judgement Social and : Emotional stabililty, initiative, creativity.

Job Design:

Job Enlargement
- Several short tasks are given to one worker

Job Rotation
- Movement of an employee from the job to another

Job Enrichment
- Based on the assumption that in order to motivate workers.

Recruitment and Selection

Recruitment: The process of searching for prospective employees and stimulating them to apply for the jobs in the organization.

Sources of recruitment:

External Sources -Educational and training institutes -Public employment exchange - Casual applicants -Trade unions

Internal Sources - Present permanent employee - Present temporary/ casual employees. - Retired employees - Dependents of deceased, retired, present employees

Selection process
Screening of application Tests Preliminary Interview Medical Examinations



Final Interview

Screening of application
To screen the applicants who are found to be qualified for the considered of employment.
Selection tests: Tests are conducted to measure the intelligence, ability, aptitude, physical and mental abilities of an individual applicant. Aptitude test: It measures the latent or potential characteristics. Intelligence test: It measures the capacity for comprehension, reasoning, verbal comprehension, memory. Psychomotor test: It measures the physical strength, finds out whether there is proper co-ordination between finger and eye for some operations. Personality test: This test is conducted to find out the personal traits and interests of the individuals. Interpersonal skill, dominance, submission, self confidence, leadership ability, patience and ambition can be measured.

Steps in Selection Process

1. 2. Completed Job Application: Requests only information that predicts the success in the job Initial screening Interview: Provides quick evaluation of applicant's suitability. Asks Questions on experience, background, salary expectation, willingness to relocate, etc. Testing: Measures applicants job skills and the ability to learn on the job. May include computer testing software, handwriting analysis, listening skills test, Team skills test, Sales ability test, etc.


Steps in Selection Process (contd.)

4. Background Investigation: Checks truthfulness of the applicants resume or application form. Calls the applicants previous supervisor (with permission) and confirms information from applicant. 5. In-Depth Interview: Finds out more about the applicant as an individual. Conducted by manager to whom the applicant will report. 6. Physical Examinations: Ensures effective performance by applicant; protects other employees against diseases; establishes health record; protects the firm against unjust workers compensation claims. 7. Job Offer: Fills a job vacancy or position. Offers a salary plus benefit package.