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PREPARED BY:

PRASEEDHA. S
1ST YEAR M.SC NURSING
HUMAN RESOURCE
PLANNING( STAFFING)
DEFINITION

1. According to EW Vetter, Human resource


planning (HRP) is a process by which an
organization should move from its Current
manpower position to its desired manpower
position.
CONTD….
2. According to Leon C Megginson, human
resource Planning is an integrated approach to
performing the planning aspects of the
personnel function in order to have a sufficient
supply of adequately developed and motivated
people to perform the duties and tasks
required to meet organizational objectives and
satisfy the individual needs and goals of
organizational members.
CONTD….
3. Staffing is the function by which
managers build an organization
through recruitment, selection, and
development of individuals as
capable employees. –
Mc Farland
HUMAN RESOURCE
INVENTORY
 Name
 Date of birth
 Father's name/Husband's name
 Marital status
 Post for which he/she is appointed
 Qualification at the time of appointment
 Qualification acquired every year
 Compensation
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 Scale of pay
- Basic pay
- Promoted scale
- Personal pays if any
- Awards and rewards, date month and year
- Any other compensation
 Promotion
- Date, month and year
- Promoted position
- Reasons and grounds for the promotions
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 Achievements if any
 Languages known
 Training given and attended
 Number of papers published
 Punishment given and its details
 Sickness if any and its details
 Capabilities
 Number of lectures given outside
 Performance rating
 General problems faced by him/her.
STAFFING PATTERN AS PER
INC
1. Principal cum Professor- M.Sc. (N) with 15
years experience after M.Sc.(N) out of which 12
years should be teaching experience with
minimum of 5 years in collegiate programme.
Ph.D. (N) is desirable
2. Vice- Principal cum Professor- M.Sc. (N) with
12 years experience after M.Sc.(N) out of which 10
years should teaching experience with minimum
of 5 years in collegiate programme.
Ph.D. (N) is desirable
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3. Professor- M.Sc. (N) with 10 years experience
after M.Sc. (N) out of which 7 years should be
teaching experience.
Ph.D. (N) is desirable

4. Associate Professor- M.Sc. (N) with 08


years experience after M.Sc.(N) including 5
years teaching experience.
Ph.D. (N) desirable
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5. Assistant Professor- M.Sc. (N) with 3
years experience after M.Sc. (N)

6. Tutor- M.Sc. (N) Or B.Sc. (N)/P.B.B.Sc.


(N) with 1 year experience
S. Designation B.Sc.(N) B.Sc.(N)
No. 40-60 61-100
(Students (Students
intake) intake)
1 Professor cum 1 1
PRINCIPAL
2 Professor cum 1 1
VICE- PRINCIPAL
Professor
3 0 1

4 Associate Professor 2 4

5 Assistant Professor 3 6

6 Tutor 10-18 19-28


S. Designation B.Sc.(N) P.B.B.Sc
No. 40-60 (N)
(Students 61-100
intake) (Students
intake)
1 Professor cum 1
PRINCIPAL
2 Professor cum 1
VICE- PRINCIPAL
3 Professor 0
4 Associate Professor 2
5 Assistant Professor 3 2
6 Tutor 10-18 2-10
S. Designation B.Sc.(N) P.B. M.Sc.(N)
No. 40-60 B.Sc.(N) 10-25
(Students (students
61-100
intake) (Students intake)
intake)

1 Professor cum 1
PRINCIPAL
2 Professor cum 1
VICE-
PRINCIPAL
3 Professor 0 1
4 Associate 2 1
Professor
S. Designation GNM B.Sc.(N) P.B. M.Sc.(N)
No. 20-60 40-60 B.Sc.(N) 10-25
(Students 61-100 (students
intake) (Students intake)
intake)
1 Professor cum 1
PRINCIPAL
2 Professor cum 1
VICE-
PRINCIPAL
3 Professor 0 1*

4 Associate 2 1*
Professor
5 Assistant 3 2 3*
Professor
6 Tutor 6-18 10-18 2-10
S. Designation ANM GNM B.Sc.(N) P.B. M.Sc(N)
No. 20-60 20-60 40-60 B.Sc.(N) 10-25
(Students 61-100 (students
intake) (Students intake)
intake)

1 Professor cum 1
PRINCIPAL
2 Professor cum 1
VICE-
PRINCIPAL
3 Professor 0 1*
4 Associate 2 1*
Professor
5 Assistant 3 2 3*
Professor
6 Tutor 4-12 6-18 10-18 2-10
RECRUITMENT
DEFINITION
1. Recruitment is the process of finding
and attracting capable applicants for
employment. The process begins when
new recruits are sought and ends when
their applicants are submitted.
-William B Werther & K. Devis
CONTD….
2. Recruitment is a process to discover
the sources of manpower to meet the
requirements of the staffing schedule
and to employ effective measures for
attracting that manpower in adequate
numbers to facilitate effective selection
of efficient working force.
- Yodar
FACTORS AFFECTING
RECRUITMENT
1. Size of the institution.
2. Number of departments
3. Courses offered.
4. Specialization offered.
5. Employment conditions in the community.
6. Working conditions, salary, and other
benefits.
7. Rate of growth of the institution.
8. Plan for the future expansion
9. Cultural, economic and legal forces, etc.
STEPS OF RECRUITEMENT
PROCESS
 Preparation of the recruitment policy and
rules.
 Planning and assessment of recruitment
programs.
 Demand forecasting.
 Determination of resources of recruitment.
 Writing job description and person
specifications.
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 Drafting the application forms and
instructions to the candidates
 Preparation of the advertisement and
release in the media.
 Collecting filled up application forms.
 Handing over to the selection
department.
RECRUITMENT POLICY
 Serves as a guide to thinking and action of
those, who have to make decision in the
course of accomplishment of the educational
institution’s goal and as such here the
recruitment of the teaching and, non-
teaching staff.
 Asserts the objectives of the recruitment and
provides a framework of implementation of
the recruitment program in the form of
procedures.
A GOOD RECRUITMENT
POLICY MUST CONTAIN;
 Institution's objectives.
 Identification of the recruitment needs.
 Preferred sources of recruitment.
 Criteria of selection and preferences.
 The cost of recruitment and financial
implications.
SELECTION
 Starts from the point, where the recruitment
is over or ends.
 The selection process begins only after an
adequate number of applicants have been
secured through the recruitment.
 The selection procedure is concerned with
securing relevant information about an
applicant.
CONTD…
• OBJECTIVE OF SELECTION PROCESS:
-To determine whether an applicant meets
the qualifications for a specific job
-To choose the applicant, who is most likely
to perform well in that job.
 Selection process starts with the initial
screening interview and concludes with the
final employment decision.
CONTD…
 Traditional selection procedures:
 Preliminary screening interview
Completion of application form
Employment tests
Comprehensive interview
Background investigations
Physical examination
Final employment decision to hire
STEPS IN SELECTION
PROCEDURE
1. Receipt of the application form from
the recruitment section.
2. Screening the applications
3. Preliminary interviews
4. Asking for additional information
5. Tests if any
6. Interviews
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7. Checking of references
8. Provisional selection
9. Final selection
10. Medical examination if any
11. Placement
12. Induction.
CONTD…
PLACEMENT
 It is the determination of the job to which an
accepted candidate is to be assigned, and his
assignment to that job.

INDUCTION
 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 institution.
OBJECTIVES OF INDUCTION

It leads to reduction of such


anxieties.
It helps minimize the reality shock
It helps to introduce the new
employee and the institution to
each other.
BIBLIOGRAPHY
1. Sudha. R. NURSING EDUCATION-
PRINCIPLES AND CONCEPTS. 1e. Haryana:
Jaypee Brothers Medical Publishers (P) Ltd;
2013.
PAGE NO: 344-353
2. Basavanthappa. B.T. NURSING
ADMINISTRATION. 2e. New Delhi: Jaypee
Brothers Medical Publishers (P) Ltd; 2009.
PAGE NO: 654
CONTD…
3. Www. Indian Nursing Council. Org

4. Www. Ncbi.nlm.nih.gov.pubmed/ 11291003

5. Www. Ncbi.nlm.nih.gov.pubmed/ 15494966