DEFINITIONS

Staffing is the process by which an organization creates a

pool of applicants and makes a choice from that pool to
provide the right person at the right place at the right
time to increase the organizational effectiveness.

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
 Objective/need of staffing in
nursing
 Provide an all professional nurse staff in critical
care units, operating rooms, labour and
delivery unit and emergency room
 Provide sufficient staff to permit a 1:1 nurse
patient ratio in ICU’s
 2:1 professional practical nurse ratio
 In wards 1:5 nurse patient ratio on morning and
evening shift and 1:10 in night shift
 Involve department heads in designing the
departments overall staffing program
 Contd..,

 Design a staffing plan that specifies the

number of nursing personnel in each
classification to be assigned to each nursing
unit for each shift and how request for
vacation and holiday will be scheduled

 Post time schedules for all personnel at least

eight weeks in advance
Contd..,
 Empower the head nurse to adjust work
schedules for unit nursing personnel to
remedy any staff excess or deficiency caused
by census fluctuation or employee absence

 Reward employees for long term services by

granting individuals special time requests on
the basis of seniority
Nature of staffing
 Staffing is staff centered
 It is applicable in all types of organizations
 It is concerned with all categories of
personnel from top to operational level
 It is basic function of management
 Manager of each level is engaged in
performing the staffing function
 Staffing is a continuous activity
 Staffing helps in placing right men to right job
 The basis of staffing function is efficient
management of personnel
 Staffing is concerned with training and
development of human resources
 Each manager is required to have human
relation skills to perform staffing functions
Functions of staffing procedure

 Identifying the type and the amount of

service needed by the agency client
 Determining the personnel categories
 Predicting the number of personnel in each
category to anticipate the service demand
 Obtaining budgeted position for each
category of personnel
Contd..,
 Recruiting personnel to fill available positions
 Selecting and appointing suitable personnel
 Combining personnel into desired groups to
delegate or categories the job.
 Orient the personnel to fulfill assigned
responsibilities
 Assigning responsibilities to appropriate
personnel
Philosophy of staffing in Nursing
Nurse administrator believes that:
 It is possible to match the employee
knowledge and skill to the patient care
needs
 There is relationship between the
patient care and the job satisfaction of
the staff
 Technical and humanistic care needs of
critically ill patients are so complex
that all aspects of care should be
provided by the professional nurse
 Contd..,
 Health teaching and rehabilitative needs
of critically ill patients are so complex
that direct care should be provided by the
professional and technical nurses

 Patient assessment, work quantification and job

analysis should be used to determine the number of
personnel in each category to be assigned to care for
the patients of each type (arthritis, cancer etc)
 Master staffing planning and policies to
implement the plan in all units should be
developed centrally by the nursing heads
and staff of the hospital

 staffing plan is administered at the unit

level and the number of patients allocated
depends on the work load
Feature of staffing
 Staffing is management of manpower or human
resource
 Staffing function is related to employment of
nursing personnel of all types
 It includes variety of activities to get right type
of nurses on right job at right time
 It is concerned with filling various positions or
jobs in the nursing organization with suitable
nursing personnel
 It is every nurse managers job
Need for Staffing
 Advancement in knowledge and technology
 Specialization
 Increasing size of health organization
 Health awareness and awareness of
consumer rights
 Shortage of staff
 Emphasis of human relation
 Occurrence of major crisis
Importance of safe staffing

Related to patients
 Lower patient mortality and morbidity
 Reduces incidence of adverse events
 Shorten hospital length of stay
 Increase patients satisfaction
related to nurses
 Increase job satisfaction
 Reduce job stress
 Reduce absenteeism and turnover rates
 It has positive impact on continuity and
quality of care
Components/ steps of
staffing process
 Manpower planning
 Job analysis
 Recruitment
 Selection
 Placement
 Induction and orientation
 Training and development
 Remuneration
 Performance appraisal
 Promotion and transfer
ELEMENTS OF STAFFING/
functioning of personnel
management
1. Procurement
2. Training and Development
3. Compensation
4. Integration
5. Maintenance
Procurement : employment of
proper number and personnel

 Manpower planning
 Recruitment
 Selection
 Placement
MANPOWER PLANNING

“ Manpower planning is the process by which an

organization ensures that it has the right number
and the kind of people, at the right place, at the
right time, capable of effectively and efficiently
completing those tasks that will help the
organization achieve its overall objectives”.
Features of manpower planning :

 To ensure right people at right place at

right time.
 To ensure future needs of manpower in
the light of organizational planning and
structure.
 Making the current manpower inventory
suitable for future managerial positions.
 Importance of manpower planning
 DEFINING FUTURE PERSONNEL NEED
(Basis of recruiting and developing personnel)

 COPING WITH CHANGES

(Future changes can be cope up with
effective planning)
 PROVIDING BASE FOR DEVELOPING TALENTS
(Setting up the priorities before recruiting)
 INCREASING INVESTMENT IN HUMAN
RESOURCES
(Provides the way for effective utilization of
talents)
Recruitment & selection

RECRUITMENT :
Recruitment is the process of finding and attracting capable
applicants for employment. The process begins when new
recruits are sought and ends when their applications are
submitted. The result is a pool of applicants from which new
employees are selected.

SELECTION :
Selection is the process of differentiating between applicants
in order to identify and hire those with a greater likelihood
of success in a job.
 Difference : Recruitment &
selection
RECRUITMENT SELECTION

 To attract maximum number To choose best out of the

of candidates. available candidates.

 It creates application pool It is a rejection process

as large as possible. where few are selected.

 Techniques are not very Highly specialized techniques

intensive. are required.

 Outcome is application Outcome is the candidate who

pool. is offered job.
Recruitment & selection process

RECRUITMENT SELECTION

 Advertisement Screening of applications

 Employment agencies Selection tests
 On campus recruitment Interview
 Deputation Checking of references
 Employee recommendations Physical examination
 Labor unions Approval by authority
 Gate hiring Placement
Recruitment methods

 Advertising
 Career day program
 Open House
 Employees referral
 Selection Process

 Interview by the personnel department

 Pre employment test
 Interview by the departmental head
 Decision of the administrator to accept or
reject
 Check for reference
 Issue of appointment order
Interview principles

 Create and maintain comfortable environment

 Explore applicants background and future plans
 Encourage applicants to talk freely by asking open
ended questions
 Appreciate the non-verbal communication of the
candidates
 Identify and describe both positive and negative
aspects of the job
 Conclude interview by auditing the selection
process.
Pre employment test

 Test in general ability

 Test in specific ability
 Test for achievement
 Personality test
-Intelligence test
-Aptitude test
-Trade tests
 Placement:
Process of chosen person placing them in the
appropriate position and this placement decision are
made with the specific goal.
 Orientation:
Process of acquainting a new worker with work
environment so that the candidate relate quickly and
effectively to the new surroundings.
 Training & development
 TRAINING :
“Training is a short term process utilizing a systematic and
organized procedure by which a personnel learn
technical knowledge and skills for a definite purpose.

 DEVELOPMENT:
“Development is a long term educational process utilizing a
systematic and organized procedure by which managerial
personnel learn conceptual and theoretical knowledge for
general purpose”. Eg:- orientation, training, counselling
Role of training & development

 INCREASE IN EFFICIENCY

 INCREASE IN MORALE OF EMPLOYEES

 BETTER HUMAN RELATIONS

 REDUCED SUPERVISION

 INCREASED ORGANIZATIONAL VIABILITY &

FLEXIBILITY
3.Compensation

 Monetary
 Non - monetary
It involves
 Job evaluation
 Performance appraisal
 Promotion
Job evaluation

 Process of determining the relative worth of

different jobs in an organization
 Performance appraisal

 Major key to managing itself

 Basis of determining who is promotable to higher
position
 Determines strengths and weaknesses of a
manager
 Measures performance in accomplishing goals and
plans
 Integral part of organization
 Recognize legitimate desire of employees for
progress
 Essential for effective managment
Appraisal Methods

 Graphic Rating Scale

 Critical Incidence method
 BARS
 Self Appraisal
 180 Degree Appraisal
 360 Degree Appraisal
 Management by Objective
 Balance Score Card
 Promotion:
”To move forward”
Superannuation:
Retirement benefits
4.Integration
5. MAINTENANCE
Patient Classification system

Definition:
It is the process of determining the workload
requirement and staffing needs objectively
Elements:
 Objective method of validating the work load
required and the category of the patients
 Nursing care depends on the type of patient
 Pattern of shift in the unit or area evaluated based of
the workload
Area Category 1 Category 2 Category 3 Category 4

Eating Feeds self Need some Cannot Cannot

help in feed self feed self
preparing but is able may have
to chew difficulty
and in
swallow swallowing
 Scheduling
It is the process of allocation of the staff
depends upon the number of the persons
available and the workload and also the
number of the areas or the units.
-Depend on the organization.
Factors that affect staffing schedules:

 Increasing the staff welfare

 Floating staff
 Use of agency staff
 Overtime
STAFFING NORMS
Conclusion

Staffing is the most vital asset with an

organization, without which it cannot
move ahead in the competitive world. It
can be equated with HR management as
both have same sort of objectives.
Staffing is an open system approach. It
is carried out within the enterprise but
is also linked to external environment.
ASSIGNMENT

 ROLE OF NURSE MANAGER IN PERSONNEL

MANAGEMENT
THANK YOU