Staffing

Prof. Mithun Kumar Guha

 Job Design
• The way of organizing tasks, duties & responsibilities into a
productive unit of the work.

• HR managers must take care of efficiency elements (timely

completion, efficient use of resources, quality performance)
& behavioural elements (freedom to do things
independently, interesting duties).

• Idea is to ensure technical efficiency without negatively

impacting the workers’ job related needs in terms of
interest, challenge, achievement.

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 Approaches
• Hackman & Oldham’s Job Characteristics approach – employees
will work hard when they get rewarded & the work gives them
satisfaction. There are certain core job dimensions:

1. Skill variety – the degree to which the job requires that

workers use a variety of talent, skills in order to complete the
job.
2. Task identity – the degree to which job allows workers to
complete whole tasks from start to finish instead of disjointed
portions of the job.
3. Task significance – the degree to which job significantly
impacts the lives of others both within & outside the
workplace.
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 Approaches
4. Autonomy – the degree to which the job allows workers
freedom in planning & scheduling & the methods used to
complete the job.

5. Feedback – the degree to which the job itself provides workers

with clear & direct knowledge of their performance.

The first three dimensions affect whether or not workers view

their job as meaningful. Autonomy determines the extent of
responsibility. Feedback allows feelings of job satisfaction.

Motivating potential score = 1+2+3/3 * 4*5

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 Approaches
• Job Enlargement: including more and/or different tasks. It adds
interest to the work but may or may not give employees more
responsibility. Eg: if an employee normally assembles parts, the
job may be enlarged to include inspection & maintenance.

• Job Enrichment: Job enrichment allows employees to assume

more responsibility, accountability, and independence when
learning new tasks or to allow for greater participation and new
opportunities.

• Job Rotation: Job rotation moves employees from one task to

another. It distributes the group tasks among a number of
employees.
 Recruitment & Selection
• Recruitment is the process of attracting suitable candidates
to apply for a vacancy arising within an organization.
• The stages of the recruitment process include:
1. job analysis,
2. sourcing of candidates by advertising/references;
3. matching candidates to job requirements
4. screening individual's candidature.
• Selection is the process of differentiating between
applicants in order to identify and hire those with a greater
likelihood of success in a job.
Recruitment & Selection
Recruitment sources
 Selection
• Steps:
1. Preliminary Interview
2. Selection Tests
3. Employment Interview
4. Psychological Test
5. Reference & Background Checks
6. Physical Examination
7. Job Offer
 Job Analysis
• The general purpose of job analysis is to document the requirements
of a job.
The analysis is made by
1. Job description & specification;
2. developing performance appraisals,
3. promotion criteria,
4. training needs assessment, and
5. compensation plans.
• There are several ways to conduct a job analysis, including: interviews
with incumbents and supervisors, questionnaires (un/structured,
closed/open-ended, or both), observation. Eg: job analysts may tour
the job site and observe workers performing their jobs.

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Process of Job Analysis
 Training & Development
• Training is a process through which an organization’s
human resources improve their skills, knowledge and
attitudes so as to become more efficient & productive.
• In Training people can learn new information, re-learn and
reinforce existing knowledge and skills.
• Development is a process that strives to build the capacity
to achieve and sustain a new desired state that benefits the
organization or community and the world around them.
• Thus it is preparing employees for future roles and
responsibilities.
 Training types
• Induction Training
It involves introducing a new employee to its work environment. Usually, it
includes introduction to colleagues, explaining the firm’s activities,
procedures followed in the organization, explaining the organizational
structure, place of working etc.

• On the Job training

A worker gets training by watching a more experienced worker doing the
job. It is common for unskilled and semi-skilled jobs.

• Off the job training

The training can be in the form of a seminar, workshop or a college course.
Off the job training is usually conducted for managerial level employees.
 Entrepreneurial Skills
The word ‘entrepreneur’ is derived from the French word enterprender, which
means ‘to undertake’.

Risk-taking
Innovation
Decision
making
Making it
a success
ENTREPRE
NEURSHIP

Visionary

Organizing Accepting
challenges

An entrepreneur is a manager but a manager may not be an entrepreneur

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 CSR
• It is a mechanism whereby a firm ensures
compliance with the law, ethical standards,
and international norms while also going
beyond compliance and engaging in actions
that result in social well being through its
activities on the environment, consumers,
employees, communities & stakeholders.
 Corporate governance
• It refers to the system by which corporations are
directed and controlled. Governance specifies the
distribution of rights and responsibilities among
different participants in the corporation (such as the
board of directors, managers, shareholders,
creditors, auditors, regulators, and other
stakeholders) and specifies the rules and procedures
for making decisions in corporate affairs.
• This helps in reducing frauds, etc.
 Stress & Conflict management
• Managing stress is taking charge of one’s thoughts, emotions,
schedule, and the way one deals with problems. Steps to deal with
stress:
1. Avoid unnecessary stress
2. Alter the situation
3. Adapt to the stressor
4. Accept the things you can’t change
5. Make time for fun and relaxation

• Conflict takes place when one party perceives that its interests
are being opposed or negatively affected by another party.
• Conflict management is the process of limiting the negative
aspects of conflict while increasing the positive aspects of
conflict. The aim of conflict management is to enhance learning
and group outcomes.