UNIT 2 B :

STAFFING
 Syllabus
1. Meaning of Staffing,
2. Recruitment, Selection & Placement,
3. Training & Development.
 Meaning of Staffing
1. Staffing might be defined as manning each
organizational position that of managers and operators
with the most competent personnel.
2. Obtaining a perfect matching of jobs and personnel so
as to convert a material and technical organization into
a human organization full of efficiency and happiness.
3. It is the process, through which competent employees
are selected, properly trained, effectively developed,
suitably rewarded and their efforts harmoniously
integrated towards achieving the objectives of the
business.
 Elements of Staffing
1. Assessment of manpower requirement
2. Recruitment and selection of personnel
3. Training and development
4. Placement and orientation.
3 R of Staffing

Right Right
job time
Right
man
 Features of staffing
1. It is the function of management.
2. It is an integral part of management process.
3. It is never ending function of management.
4. It is concerned with human resource of an
organization.
5. It is the pervasive function of management.
6. It is difficult and tactful function, distinct
from physical factors.
7. It is concerned with the optimum utilization
of human resources.
 Process of Staffing
1. Manpower Planning . It is estimating manpower
requirement of the organization. According to
Glieler, it is the process by which a firm ensures
that it has the right no. of people and the right
kind of people at right places at the right time.
2. Recruitment. Recruitment is the process of
exploring the sources of required employees &
stimulating the candidates to apply for jobs in
the organization.
3. Selection. It is the process of choosing the best
candidate out of the available candidates.
 Process of staffing (contd)
4. Placement. According to Dale Yoder,
placement means, “determination of the job
to which an accepted candidate is to be
assigned and his/her assignment to that job”.
5. Orientation of staff – The process of
introducing a new employee to the enterprise.
6. Training of staff – Training is the process of
increasing the understanding and skills of
employees for a specific job.
 Process of staffing (contd)
7. Development of staff. Development is
providing opportunity to employees for
betterment of organization at top level.
8. Promotion or transfer – Employees are
promoted to higher ranks on the basis of
merit & seniority. Generally, transfer are
done on the basis of performance.
9. Remuneration – It is paid in the form of
wages, salaries, fees, allowances, etc.
 Process of staffing (contd)
10. Performance evaluation – Evaluating the
performance of the managers in terms of
verifiable objectives is known as appraisal of
the performance.
 Manpower planning
• “Manpower planning is the process (including
forecasting, developing, implementing &
controlling) by which a firm ensures that it has
right no. of people & the right kind of people
at the right places, at the right time, doing
work for which they are economically most
useful.”
• “It is the process of determining man power
requirements and the means for meeting
these requirements in order to carry out the
integrated plans of the organization.”
 Manpower planning
• “Manpower planning means forecasting
prediction of the no. of people whom the
organization will have to hire, train or promote
in a given period.”
Manpower Planning Process
Forecasting Manpower Requirements

Preparing Manpower Inventory

Identifying Manpower Gaps

Formulating Manpower Plans

 Job design
• Job design means to decide the contents of a
job. It fixes the duties and responsibilities of
the job, the methods of doing the job and the
relationships between the job holder
(manager) and his superiors, subordinates and
colleagues. The process of job design has been
defined as, “Specification of the contents,
methods, and relationships of jobs in order to
satisfy technological and organizational
requirements as well as the social and
personal requirements of the job holder.”
 Recruitment & selection
• Recruitment is the process of searching for
prospective employees and stimulating them
to apply for jobs in the organization. It is an
activity of establishing contact between
employer and applicant.
• Selection – Selection of employees is the
process of picking up the most competent &
suitable candidates. It is a process in which
candidates for employment are divided in two
classes, those who are to be offered
employment and those who are not.
 Sources of Recruitment
• Internal – It means shifting of the existing employees of the
company from one place to another or from one post to another.
– By promotion
– By transfer
– By demotion
– Recruitment of ex-employees
• External – Hiring of persons from outside.
– By recommendation of existing employees
– Through middleman
– Direct recruitment or recruitment at the factory gate
– Through advertisement
– Through employment exchange, etc.
 Stages of Selection of Employees
1. Application blank / Preliminary interview – indicates
applicants desired position, provides information for interview.
2. Initial screening interview – Provides a quick evaluation of
applicants suitability.
3. Testing – Measures applicants job skills & ability to learn on
the job.
4. Reference checks – Check truthfulness of applicants resume or
application form.
5. In-depth selection interview – Finds out more about the
applicant as an individual.
6. Physical examination – Ensures effective performance &
fitness requirements. Checks for any major diseases.
7. Job offer decision – Fills a job vacancy or position.
Difference between Recruitment & Selection

Point of Recruitment Selection

distinction
Purpose Inviting pool of candidates towards Selecting the best deserving
a job. candidates.

Nature Positive. Negative.

Significance It initiates the procurement aspect It completes the procurement
of personnel management. aspect of personnel
management.

Time factor It is done in advance of time, when Selection is done slightly in

candidates would be needed for advance.
placement on various jobs.

Costs involved Less. Heavy.

Time Less time involved. Time consuming process.

consuming
 Placement
• It implies putting the most suitable person on
a job-seat within that job post; for which
candidates have been selected.
• For ex. – if there are 10 typing positions vacant
& 10 typists are selected; placing each of the
10 selected typists on one most suitable
typing seat, would amount to their placement.
 Training & Development
• Training programmes are aimed at
maintaining & improving current job
performance while development programmes
seek to develop skills for future jobs.
• Primary objective of training is to establish a
sound relationship between the worker & the
job i.e., optimum man task relationships.
Training activity is aimed at making desired
modifications in skill, attitude & knowledge.
 Training needs arises
• The requirement of new comers
• Short falls in employee performance
• Organizational change
• Individuals expressed needs
 Types of Employees Training
1. Orientation training – At placement
2. Safety training – provide to minimize accidents
3. Refresher training – when new techniques is adopted.
4. Job training – To increase the knowledge & skills for
improving performance.
5. Promotional training – For enabling to perform higher
level jobs.
6. Remedial training – designed to correct the mistakes
& shortcomings in the behavior & performance of
employees.
 Methods of training
• On the job training – employee is trained by his immediate
superior or by an experienced employee.
• Vestibule training – employee is trained in a special training
centre within the plant.
• Apprenticeship training – Trainee serves as apprentice
under the direct supervision of experts for a long period &
some stipend is paid to them during the training period.
• Classroom training – Theoretical instructions are provided
in the in the class by joint efforts of employers &
educational institutes Employers sends their employees for
training to the technical / vocational training institutes.
Difference between Training & Development

1. Training focuses on 1. Development

technical, focuses on
mechanical oriented theoretical skill and
operations. conceptual ideas.
2. Training is one-shot 2. Development is a
deal. continuous on-going
process.
3. Training focuses on 3. Development
current jobs. prepares for future
jobs.
Difference between Training & Development

4. Training can be classified 4. No such classification is

into 2 major types- possible.
1. On the job training

5.Development activities in
not imposed.
2. Off the job training.
5. Training is usually
6. No evaluation for
imposed.
development is possible.

6. Evaluation for training is

considered to be
 Performance Appraisal
• A performance appraisal is the formal assessment of
the work performance of the employees. Its
importance:-
 It provides feedback to employees which will help them
to improve upon their job performance.
 It identifies employees for salary increases, promotion,
transfer lay off or termination.
 Determining training needs of the employees for
development.
 Motivating employees by indicating their performance
levels.