CBSE-XII-B.S.CH.

BY HENNA PUNJABI
By Henna Punjabi 2
-

By Henna Punjabi 3
By Henna Punjabi 4
 STAFFING
= RECRUITMENT + SELECTION + TRAINING
• RECRUITMENT : RECRUITMENT MEANS INDUCING OR
ATTRACTING MORE AND MORE CANDIDATES TO APPLY FOR
VACANT JOB POSITIONS IN THE ORGANISATION.
• SELECTION : SELECTION CAN BE DEFINED AS DISCOVERING MOST
PROMISING AND MOST SUITABLE CANDIDATE TO FILL UP THE
VACANT JOB POSITION IN THE ORGANISATION.
• TRAINING : TRAINING MEANS EQUIPPING THE EMPLOYEES WITH
THE REQUIRED SKILL TO PERFORM THE JOB. THE CANDIDATES
ARE SENT FOR TRAINING SO THAT THEY CAN PERFORM THE JOB
INBy AN EXPECTED MANNER.
Henna Punjabi 5
 CONTENTS

• INTRODUCTION TO STAFFING
• IMPORTANCE OF STAFFING
• STAFFING AND HRM
• STAFFING PROCESS
• RECRUITMENT PROCESS
• SELECTION PROCESS
• TRAINING & DEVELOPMENT

By Henna Punjabi 6
 MEANING OF STAFFING
• STAFFING CONSISTS OF FINDING THE RIGHT PERSON FOR THE
RIGHT JOB POSITION HAVING THE RIGHT QUALIFICATION AT
THE RIGHT TIME.
• STAFFING CONSISTS OF MANPOWER PLANNING, RECRUITMENT,
SELECTION, TRAINING, COMPENSATION, PROMOTION AND
MAINTENANCE OF MANAGERIAL PERSONNEL.
• THE MANAGERIAL FUNCTION OF STAFFING INVOLVES
MANNING THE ORGANISATIONAL STRUCTURE THROUGH
PROPER AND EFFECTIVE SELECTION, APPRAISAL AND
DEVELOPMENT OF PERSONNEL TO FILL THE ROLES DESIGNED
INTO THE STRUCTURE.
- KOONTZ AND O’DONNEL
By Henna Punjabi 7
 NEED / IMPORTANCE / BENEFITS / ADVANTAGES
OF STAFFING

1. FILLING THE ROLES BY OBTAINING COMPETENT PERSONNEL

2. PLACING RIGHT PERSON AT THE RIGHT JOB
3. GROWTH OF ENTERPRISE
4. OPTIMUM UTILISATION OF HUMAN RESOURCES
5. HELPS IN COMPETING
6. IMPROVES JOB SATISFACTION AND MORALE OF THE
EMPLOYEES
7. KEY TO EFFECTIVENESS OF OTHER FUNCTIONS

By Henna Punjabi 8
 STAFFING AND HRM

HUMAN RESOURCE MANAGEMENT

STAFFING

By Henna Punjabi 9
 STAFFING AND HRM
1. HUMAN RESOURCE PLANNING
2. EMPLOYING PEOPLE
3. CAREER GROWTH
4. PERFORMANCE APPRAISAL
5. MOTIVATION
6. COMPENSATION
7. PROVIDING SOCIAL SECURITY
8. REVIEW AND AUDIT

By Henna Punjabi 10
 STAFFING PROCESS

Training
And
Placement and Development
Orientation (coaching &
Selection (hiring & promoting)
introducing) On the job / Off
Recruitment (comparing
the job
(identifying and selecting)
Estimating
manpower and Screening
requirement interviewing)
(i) Workload Internal /
Analysis
External
(ii) Workforce
Analysis
(iii) Comparison

By Henna Punjabi 11
 1. ESTIMATING MANPOWER
REQUIREMENT
• WORKLOAD ANALYSIS : FINDING NO. AND TYPE
OF EMPLOYEES (NEW ORGANISATIONS MOSTLY)
• WORKFORCE ANALYSIS : ANALYSING EXISTING
WORKFORCE (OVERSTAFFING &
UNDERSTAFFING)
• COMPARISON : COMPARING (1) AND (2)

By Henna Punjabi 12
 2. RECRUITMENT

• IDENTIFYING AND
INTERVIEWING
• INTERNAL / EXTERNAL

By Henna Punjabi 13
 3. SELECTION

• (COMPARING AND SELECTING)

• SCREENING TO JOB OFFER

By Henna Punjabi 14
 4. PLACEMENT AND ORIENTATION

• HIRING & INTRODUCING

By Henna Punjabi 15
 5. TRAINING AND DEVELOPMENT

• COACHING & PROMOTING

• ON THE JOB / OFF THE JOB

By Henna Punjabi 16
 RECRUITMENT

RECRUITMENT MEANS INDUCING OR

ATTRACTING MORE AND MORE CANDIDATES TO
APPLY FOR VACANT JOB POSITIONS IN AN
ORGANISATION.

By Henna Punjabi 17
 METHODS OF RECRUITMENT

• INTERNAL METHODS OF RECRUITMENT

• EXTERNAL METHODS OF RECRUITMENT

By Henna Punjabi 18
 INTERNAL METHODS OF RECRUITMENT

• PROMOTION
• TRANSFERS

By Henna Punjabi 19
 EXTERNAL METHODS OF
RECRUITMENT
• DIRECT RECRUITMENT • CAMPUS RECRUITMENT
• CASUAL CALLERS • LABOUR CONTRACTORS
• EMPLOYMENT EXCHANGE • ADVERTISING ON
• PLACEMENT AGENCIES TELEVISION
AND MANAGEMENT
• WEB PUBLISHING
CONSULTANTS

By Henna Punjabi 20
 By Henna Punjabi 21
By Henna Punjabi 21
MERITS AND DEMERITS OF INTERNAL SOURCES OF RECRUITMENT

• MERITS OF INTERNAL • DEMERITS OF

SOURCES INTERNAL SOURCES
1. MOTIVATES EMPLOYEES 1. REDUCES SCOPE FOR INDUCTION
OF FRESH TALENT
2. SIMPLIFIES THE PROCESS OF
SELECTION AND 2. EMPLOYEES MAY BECOME
PLACEMENT LETHARGIC

3. TOOL OF TRAINING 3. INCOMPLETE SOURCE

4. SPIRIT OF COMPETITION
4. ADJUSTMENT OF SURPLUS
HAMPERED
STAFF
5. MAY REDUCE PRODUCTIVITY
5. ECONOMICAL
By Henna Punjabi 22
MERITS AND DEMERITS OF EXTERNAL SOURCES OF RECRUITMENT

• MERITS OF EXTERNAL • DEMERITS OF

SOURCES EXTERNAL SOURCES
1. COMPETITIVE SPIRIT 1. COSTLY PROCESS
2. WIDER CHOICE 2. LENGTHY PROCESS
3. QUALIFIED PERSONNEL 3. DISSATISFACTION AMONG
4. FRESH TALENT EXISTING STAFF

By Henna Punjabi 23
 WHAT IS SELECTION ?

• SELECTION CAN BE DEFINED

AS DISCOVERING MOST
PROMISING AND MOST
SUITABLE CANDIDATE TO FILL
UP THE JOB POSITION IN THE
ORGANISATION.

By Henna Punjabi 24
By Henna Punjabi 25
 SELECTION PROCESS
1. PRELIMINARY SCREENING
2. SELECTION TEST
(A) INTELLIGENCE TEST
(B) APTITUDE TEST
(C) PERSONALITY TEST
(D) TRADE TEST
(E) INTEREST TEST

By Henna Punjabi 26
 A. INTELLIGENCE TEST (I.Q.)
• A QUESTIONNAIRE OR SERIES OF EXERCISES
DESIGNED TO MEASURE INTELLIGENCE. 
• MATHS
• ENGLISH GRAMMAR (COMPREHENSION)
• LOGICAL REASONING
• GENERAL KNOWLEDGE

By Henna Punjabi 27
 B. APTITUDE TEST
• AN APTITUDE TEST IS A SYSTEMATIC MEANS OF
TESTING A CANDIDATE'S ABILITIES TO PERFORM
SPECIFIC TASKS AND REACT TO A RANGE OF
DIFFERENT SITUATIONS.
• LEARNING POTENTIAL
• NEW SKILLS
• SITUATION BASED QUESTIONS
• PRESENCE OF MIND

By Henna Punjabi 28
 C. TRADE TEST
• CURRENT SKILL OVER POTENTIAL SKILLS
• PROFICIENCY AND KNOWLEDGE RELATED TO
WORK GIVEN

D. INTEREST TEST
• TO ASSESS THE AREA OF INTEREST OF THE
POTENTIAL EMPLOYEE

By Henna Punjabi 29
 E. PERSONALITY TEST

• PSYCHOMETRIC TESTS (RORSCHACH, TAT,

SCT)
• GRAPHOLOGY (HANDWRITING ANALYSIS)
• INTUITION TEST
• INTROVERT / EXTROVERT
• THINKING / FEELING

By Henna Punjabi 30
By Henna Punjabi 31
By Henna Punjabi 32
By Henna Punjabi 33
By Henna Punjabi 34
 SELECTION PROCESS

3. EMPLOYMENT INTERVIEW
4. CHECKING REFERENCES
5. SELECTION DECISION
6. MEDICAL EXAMINATION

By Henna Punjabi 35
 MEDICAL EXAMINATION IN RECRUITMENT

• PHYSICAL EXAMINATION (HEIGHT, WEIGHT)

• VISION TEST, HEARING TEST (ENT)
• PULMONARY FUNCTION TEST (LUNGS) / ECG
• ELECTROCARDIOGRAM (HEART ACTIVITY)
• CHEST X-RAY
• BLOOD TESTS
• URINALYSIS (KIDNEY, DIABETES)
• DRUG TESTING
By Henna Punjabi 36
 WHICH PROFESSIONS REQUIRE
MEDICAL TESTS ?
• MOTORMAN / GATEMAN IN
RAILWAYS
• POLICE
• DEFENCE SERVICES
• AIRLINES
• SKY DIVING / SCUBA DIVING
By Henna Punjabi 37
7. JOB OFFER (CHK SAMPLE SHARED IN GOOGLE CLASSROOM)
- SALARY, DEDUCTIONS
- TERMS AND CONDITIONS
- CODE OF CONDUCT

8. CONTRACT OF EMPLOYMENT (APPOINTMENT

LETTER)

By Henna Punjabi 38
 RECRUITMENT VS. SELECTION

RECRUITMENT SELECTION
Searching Screening & selecting
Before staffing Staffing starts
Positive process Negative process
No contract Based on a contract

By Henna Punjabi 39
 WHAT IS TRAINING ?

TRAINING MEANS EQUIPPING (TO SUPPLY

WITH NECESSARY ITEMS) THE EMPLOYEES WITH
THE REQUIRED SKILL TO PERFORM THE JOB.

THE CANDIDATES ARE SENT FOR TRAINING SO THAT

THEY CAN PERFORM THE JOB IN EXPECTED MANNER.

E.G. TALLY, ONLINE MEETINGS, SPOKEN ENGLISH, E.Q.

By Henna Punjabi 40
 WHY TRAINING IS IMPORTANT ?
• FOR EMPLOYER • FOR EMPLOYEE

• REDUCED LEARNING TIME • BETTER CAREER OPTIONS

• BETTER PERFORMANCE • EARNING MORE
• ATTITUDE FORMATION • BOOST UP THE MORALE
• SOLVES OPERATIONAL • LESS CHANCES OF
PROBLEM ACCIDENTS

• MANAGING MANPOWER
• HELPS TO ADAPT TO CHANGE
By Henna Punjabi 41
 TRAINING METHODS
• ON THE JOB TRAINING METHODS
- APPRENTICESHIP
- INTERNSHIP
- INDUCTION / ORIENTATION
• OFF THE JOB TRAINING METHODS
- VESTIBULE SCHOOL (PILOT, DEFENSE)
By Henna Punjabi 42
 DIFFERENTIATE BETWEEN TRAINING AND DEVELOPMENT

By Henna Punjabi 43
 DIFFERENTIATE BETWEEN TRAINING AND DEVELOPMENT

By Henna Punjabi 44
 DIFFERENTIATE BETWEEN TRAINING,
EDUCATION AND DEVELOPMENT

By Henna Punjabi 45
 THANK YOU

By Henna Punjabi 46