Staffing &

Directing
• After an organization's structural design is in place, it needs
people with the right skills, knowledge, and abilitiesto fill in

that structure.

• The right staff can carry an organization through a period of change and ensure its
future success.

Because of the importance of hiring and maintaining a committed and competent staff,
effective human resource management is crucial to the success of all organizations.
•
Staffing is the process of acquiring, deploying,
and retaining a workforce of sufficient quantity
and quality to create positive impacts on the
organization’s effectiveness.
 Why staffing?
 To ensure efficient performance of planning, organizing,
directing and controlling functions of management.
 To ensure effective use of technology and other physical
resources.
 To ensure optimum utilization of human resources. To
develop human capital.
 To motivate human resource for better performance.
1. Staffing is an important managerial function

2. Staffing is a pervasive activity

3. Staffing is a continuous activity

4. The basis of staffing function is efficient management of personnel

5. Staffing helps in placing right men at the right job

6. Staffing is performed by all managers

1. Manpower requirements
2. Recruitment
3. Selection
4. Orientation and Placement
5. Training and Development
6. Remuneration
7. Performance Evaluation
8. Promotion and transfer
• Human Resource planning is part of an organization’s strategic
planning, as it deals with how organizations assess the future
supply and demand for human resource.
• HR planning can be defined as identifying the number and types
of employees the organization will require to meet its
objective.
• Good HR planning will ensure that the organization successfully
achieves its goals, along with profitable returns.
• For example, if the plan is to expand the workforce to produce
more output, good HR planning will entail how to recruit, skills
employees to perform the tasks well.
 Recruitment refers to “organizational activities that
influence the number and types of applicants who
apply for a job and whether the applicants accept
jobs that are offered.
 Recruitment involves the process of
a)Attracting
b)Screening
c)And selecting qualified people for a job at an
organization or organizations
 Entails documenting the actual or intended requirements of a job
that are to be performed in an organization.

 This information is captured in a job description to ensure

recruitment efforts are within the boundaries and objectives of the
search.

 The job specification, is also used to indicate the minimum

acceptable qualifications that a job applicant should possess in
order to perform a particular job.
 Recruiters or employers for organizations must be professional
and fair during the staff screening and selection processes.

 They must choose candidates based on capabilities and suitability

in relation to the job or task.

 Suitability for a job is typically assessed by looking for skills,

such as communication typing and computers skills.

 Qualifications may also be shown through resumes, job

applications, interviews, educational or professional experience,
testimony of references or in house testing.
 After completing the screening and selection process, shortlisted
candidates are contacted to attend an interview.
 Candidates will be asked questions ranging from personal to
general topics by the interviewer.
 Interviewees are also given the opportunity to ask questions.
 Numerous tests may be held during the interview sessions.
 An aptitude test assesses how well a person is able to leran or
acquire skills and abilities, whereas an achievement test measures
a person’s knowledge and skills.
 This is the final stage – making a decision to choose the
right candidate who fulfils all the basic requirements of an
organization

 Once selected candidates have taken the employment test,

the recruiter or employer may conduct reference or
recommendation checks with regard to the candidate’s
potential.

 The reference could be anyone who is able to provide the

required information, such as a former employer or lecturer.
 A successful candidate is notified of the decision.

 Those who are unsuccessful might be given a simple rejection

letter or receive a telephone call to thank them for their interest
and time, tactfully informing them about their non selection.

 The successful candidate will meet up with the Hr personnel to

go through an offer letter.

 The offer letter will state the salary, benefits, starting date, job
responsibilities and othe important details about the job.
 Refers to an induction process.

 A well planned orientation will help a new employee to

be fully operational quickly and assimilate into an
organization and its environment.

 Orientation is also used for retention purposes,

especially to retain top talents who are new to an
organization
1. Maximum and Efficient Utilization of Resources

2. Reduces Cost of Production

3. For Job Satisfaction

4. For meeting Present and Future Needs of Employees

5. For maintaining Co-ordination among the Employees

• DIRECTING is said to be a process in which the
managers instruct, guide and oversee the performance
of the workers to achieve predetermined goals.
• Directing initiates action and it is from here actual
work starts. Direction is said to be consisting of
human factors.

• In field of management, direction is said to be all

those activities which are designed to encourage the
subordinates to work effectively and efficiently.
• It helps the managers in ensuring quality performance
of jobs by the employees and achievement of
organizational goals.

• It involves supervision, communication and

providing leadership to the subordinates and
motivating them to contribute to their best of
capability. In this lesson we shall learn about this
function in detail.
•
While managing an enterprise, managers have
to get things done through people.

In order to be able to do so, they have to

undertake many activities, like guide the people
who work under them, inspire and lead them
to achieve common objectives.
The office manager can plan, organise and appoint
people, but he cannot get things done, unless he
assigns specific duties to his subordinates and
motivates them to perform well.

All these activities of a manager constitute the

directing function.
 The directing function thus, involves:
a)telling people what is to be done and explaining to
them how to do it;
b)issuing instructions and ordersto
subordinates to carryout their
assignments as scheduled;
c)supervising their activities;
d)inspiring them to meet the mangersexpectation
and contribute towards the achievement of
organizational objectives;
e)providing leadership.
1. Delegate Function
2. Executive Function
3. Creative Activity
4. Human Factor
5. Pervasive Function
6. Continuous Activity
1. It Initiates Actions
2. It Ingrates Efforts
3. Means of Motivation
4. It Provides Stability
5. Coping up with the changes
6. Efficient Utilization of Resources
Elements In Directing

1.COMMUNICATION
2.SUPERVISION
3.MOTIVATION
4.LEADERSHIP
 Find out one position that you like to work in
future. For example: Marketing Executive,
Chef or etc.

 Googling the job descriptions for the

position that you have choose and send it in
google classroom.