Chapter: 8

Chapter: 8

The
TheStaffing
StaffingFunction
Function
Staffing

• The staffing function includes:

• Determination of man power needs
• Discovering people to meet these needs
• Their recruitment & employment
• Their placement & orientation
• & rearrangement of team members through
promotions & transfers
Employment Policies
• To be effective, the staffing function must be guided by
certain formalized employment policies:

1. Finding and identifying talent

2. Pinpointing hiring needs through precise
definition of aptitudes and abilities sought.
3. Developing new talent through training and self
development.
4. Keeping talent once it is found
Recruitment
Recruitment
• • Recruitment is
Recruitment isthetheprocess
processofoffinding
findingpotential
potential
candidates
candidatestotofill
fillvacant
vacantjobs
jobsininanan
organization.
organization.
Sources
Sourcesof
ofrecruitment
recruitment
Internet
Internet
http://www.headhunters.com
http://www.headhunters.com
Naukari.com
Naukari.com
Community Colleges
Community Colleges
Colleges
Collegesand
andUniversities
Universities
Competitors
Competitorsand
andOther
OtherFirms
Firms
Outplacement
OutplacementFirms
Firms
Military
MilitaryPersonnel
Personnel
Consultants
ConsultantsororResearcher
Researcher
Professional
ProfessionalAssociations
Associations
Manpower
Manpower
• • Manpower
Manpowercan canbe
bedescribed
describedasasavailability
availabilityofof
workers
workerstotocomplete
completeaaspecific
specifictask
taskininaagiven
given
time.
time.
Commitment
Commitmentmanpower
manpowerplanning
planning
(CMP)
(CMP)
• • ItItinvolves
involvesgetting
gettingthe
therequired
requirednumber
numberofof
qualified right people for the right jobs at the
qualified right people for the right jobs at the
right
righttime.
time.
• • Usually
Usuallythese
theseplans
plansderive
derivefrom
fromlong-range
long-range
plans
plansofofan
anorganization.
organization.
 Characteristics
Characteristicsofofmanpower
manpowerplanning
planning
1.1. Determination
Determinationofofhuman
humanresource
resourcerequirement.
requirement.
2.2. Determination
Determinationofofrequirements
requirementsqualitatively
qualitativelyand
and
quantitatively.
quantitatively.
3.3. Determination
Determinationofofrequirements
requirementsatatvarious
variouslevels
levelsofof
organization.
organization.
4.4. Determination
Determinationofofrequirements
requirementsininshort
short&&long
longterm.
term.
5.5. Determination
Determinationofofmeans
meansororacquiring
acquiringthose
those
resources.
resources.
6.6. Detailed plans also include cost factors.
Detailed plans also include cost factors.
Sources
Sourcesof
ofManpower
Manpower
• The sources are classified into two broad
groups:
• Internal: Some companies prefer their own
staff whenever a new position is created . e. g.
Transfers, employee referrals ,rehiring
• External: Some companies Prefer to go out to
get people whenever a new position is
created.
Stages
StagesininSelection
SelectionProcess
Process
• • The selection process is not one one-shot approach, it
The selection process is not one one-shot approach, it
involves
involvesseries
seriesofofsteps:
steps:

1.1.Preliminary
Preliminaryinterview
interviewororscreening.
screening.
2.2.Application
Applicationblanks.
blanks.
3.3.Testing.
Testing.
4.4.Interviewing.
Interviewing.
5.5.Reference
Referencecheck.
check.
6.6.Meeting with department head.
Meeting with department head.
7.7.Physical
Physicalexamination.
examination.
8.8.Induction.
Induction.
Preliminary
Preliminaryinterview
interviewor
orscreening
screening
• • AApreliminary
preliminaryinterview
interviewisisan
aninterview
interviewdone
done
totoshortlist
shortlistpotential
potentialcandidates,
candidates,ininorder
ordertoto
cut
cutselection
selectioncosts,
costs,by
byallowing
allowingonly
onlyeligible
eligible
candidates
candidatestotogo gothrough
throughtotothe
thefurther
furtherstages
stages
ininthe
theselection
selectionprocess.
process.
Application blanks
• Application blank is most commonly used to
collect information from the applicants.

Mostly application blanks seek the following types of

information:
• Personal Data,
• Marital Data,
• Educational Data,
• Physical Data,
• Employment Data,
• Extra-curricular Data
• References.
Psychological
PsychologicalTesting
Testing

• • These
Thesetests
testsare
aredesigned
designedtotosecure
secure
information
informationabout
about
• • an
anapplicants
applicantsabilities,
abilities,aptitudes,
aptitudes,interests,
interests,
creativity, and personality.
creativity, and personality.
What do you see?
Tell
Tellaastory
storyabout
aboutthe
thepics…..!!
pics…..!!
Personality
Personalitytest
test
• 1. ______ I prefer one-on-one conversations to group activities.
• 2. ______ I often prefer to express myself in writing.
• 3. ______ I enjoy solitude.
• 4. ______ I seem to care about wealth, fame, and status less than my peers.
• 5. ______ I dislike small talk, but I enjoy talking in depth about topics that matter
to me.
• 6. ______ People tell me that I’m a good listener.
• 7. ______ I’m not a big risk-taker.
• 8. ______ I enjoy work that allows me to “dive in” with few interruptions.
• 9. ______ I like to celebrate birthdays on a small scale, with only one or two close
friends or family members.
• 10. ______ People describe me as “soft-spoken” or “mellow.”
• 11. ______ I prefer not to show or discuss my work with others until it’s finished.
• 12. ______ I dislike conflict.
• 13. ______ I do my best work on my own.
• 14. ______ I tend to think before I speak.
• 15.______  I feel drained after being out and about, even if I’ve enjoyed myself.
Interviewing
Interviewing
• It is the most essential step in the entire selection procedure.
• It is the most essential step in the entire selection procedure.
• An interview is a conversation between two or more people
• An interview is a conversation between two or more people
where questions are asked by the interviewer to elicit facts or
where questions are asked by the interviewer to elicit facts or
statements from the interviewee.
statements from the interviewee.
Reference
Referencecheck
check

• • Once
Oncethe
theinterview
interviewisisdone,
done,the
thepersonnel
personnel
department
departmentwill willengage
engageininchecking
checkingreferences
references
These references may be from individuals
These references may be from individuals who who
are
arefamiliar
familiarwith
withcandidates
candidatesacademic
academic
achievements
achievementsororfromfromprevious
previousemployers
employersoror
from
fromhis
hisfellow
fellowworkers.
workers.
Meeting with department head
Meeting with department head
• •Final Selection is in the hands of department head.
Final Selection is in the hands of department head.
• •After all the information is gathered the supervisor of
After all the information is gathered the supervisor of
the
thedepartment
departmentfor forwhom
whomthe
thecandidate
candidatewill
willwork,
work,
must
mustdecide
decidewhether
whethertotoaccept
accepthim
himororreject
rejecthim.
him.
Physical
Physicalexamination
examination

• • Physical
Physicalexamination
examinationenables
enablesthe
theemployer
employertoto
determine
determinewhether
whetherthe
theemployee
employeeisisphysically
physically
fitfittotoperform
performthe
thejob.
job.
Induction
Induction

• Induction completes entire selection process.

• Induction means introduction of company to
the new employee.
• Sometimes the new candidate finds it hard to
adjust in the new environment so some
companies use techniques to avoid this difficulty
like lectures, films, slide demonstrations and
conference with supervisors and co-workers.
 The new employee must b provided
The new employee must b provided
with
with
f o l l o w i n g i n f o r m a ti o n
f o l l o w i n g i n f o r m a ti o n
1.1. General Background of company
General Background of company
How
Howcompany
companycamecameintointoexistence
existence
Type
Typeofofproducts,
products,services,
services,and
andoperations
operations
size,
size,branches,
branches,and
andlocation
location
Policies,
Policies,goals,
goals,rules
rulesandandregulations
regulations
2.2. Job
Jobrelated
relatedinformation
information
Duties
Dutiesand
andresponsibilities
responsibilities
Wages
Wagesand andsalary,
salary,insurance
insuranceplans,
plans,pensions,
pensions,and
and
other
otherfringe
fringebenefits,
benefits,promotions,
promotions,andandtransfer.
transfer.
Holidays and vacations, athletic events.
Holidays and vacations, athletic events.
Hours
Hoursofofwork
workand
andconditions
conditionsetc.
etc.
Training
Training&&Development
Development

• Usually a separate department or unit is set up to

look after this responsibility. This activity is done for
the growth of individual and organization.
• Training prepares the individual to meet the
requirements of job.
• Development involves improving a manager’s
general knowledge to perform managerial
responsibilities.
Determining
DeterminingTraining
Trainingneeds
needs

McGhee & Thayer:

McGhee & Thayer:
suggested
suggestedaaThreefold
Threefoldapproach
approachthat
thatinvolves:
involves:

1.1.Organizational
Organizationalanalysis;
analysis;Determining
Determiningwhere
wherewithin
withinthe
the
organization,
organization,where
wheretraining
trainingisisrequired.
required.
2.2. Operations
Operationsanalysis;
analysis;Determining
Determiningwhat
whatshould
shouldbe
bethe
the
content
contentofoftraining
trainingininterms
termsofofwhat
whatan
anemployee
employeemust
must
do to perform a task, or assignment in an effective way.
do to perform a task, or assignment in an effective way.
3.3.Man
Mananalysis;
analysis;Determining
Determiningwhatwhatskills,
skills,knowledge
knowledgeoror
attitudes
attitudesan
anindividual
individualemployee
employeemustmustdevelop
developininorder
order
totoperform
performthethetasks.
tasks.
Training
TrainingMethods
Methods
• Company paid or sponsored education provided to
individuals to improve their abilities to do their work

• Following training methods are used frequently:

1. Job instruction training
2. Conference or discussion
3. Apprenticeship training
4. Job rotation
5. Coaching
6. Lecture
On-the-job
On-the-jobTraining:
Training:
• • ItItisisalso
alsoknown
knownasasJob
Jobinstruction
instruction
• • Individual
Individualisisplaced
placedon
onregular
regularjob.
job.
• • Trainee
Traineelearns
learnsunder
undersupervision
supervisionofofqualified
qualified
worker
workerororinstructor.
instructor.
Off-the-job
Off-the-jobTraining:
Training:

Trainee
Traineeisisseparated
separatedfrom
fromjob
jobsituation
situationand
andisis
focused
focusedupon
uponlearning
learningmaterial
materialrelated
relatedtotohis
his
future
futurejob
jobperformance.
performance.
Example:
Example:Role-playing,
Role-playing,Lecture
Lecturemethod,
method,
conferences
conferencesetc.etc.
Think
Thinkabout
aboutthat….!!
that….!!
Yes
Yesor
orno…?
no…?