Lesson 6: Staffing

Staffing

According to Koontz and O’Donnel, this involves managing the organization structure through proper and effective selection, appraisal and development of personnel to fill the roles designed into the structure.

1. Planning

2. Recruitment and Selection

3. Training and Development

4. Performance Operation

Process of Staffing

• It helps in the recruitment of efficient staff members

• It helps the proper placement of staff members according to their ability

• Proper selection, training and development of staff members will result in the maximum production in an organization

• Increasing the efficiency of the workers will increase the earning capacity of the workers

Importance of Proper Staffing

• Recruitment

• Selection

• Training & Development

• Transfer

• Promotion

• Compensation

Staffing Inclusions

What is Recruitment?

According to Edwin B. Flippo, “Recruitment is the process of searching for prospective employees and stimulating them to apply for the jobs in the organization.”

1. Internal Source

2. External Source

Sources of Recruitment

• Transfer

• Promotion

SOR: Internal Source Examples

• Advertisement

• Recommendations

• Educational Institutions

• Gate Applicants

• Agencies

SOR: External Source Examples

• Morale boost

• Cost reduction

• Happy employees

• Efficient hires

• Job satisfaction

• Inspiration to learn

• Continuity and stability

Advantages of Internal Source Recruitment

• Lack of fresh ideas

• Limited opportunities

• Inadequate meritocracy

• Decreased motivation

Disadvantages of Internal Source Recruitment

• New perspectives

• Larger applicant pool

• Diverse experience

Advantages of External Source Recruitment

• Expensive

• Lack of cooperation

• Time-consuming

• Resentment from current employees

• Difficulty with trade unions

• Risk of non-adjustment

Disadvantages of External Source Recruitment

What is Selection?

it is a method used in an organization to select a suitable person who has required educational qualifications, skills, abilities and personality

1. Receiving and Screening of Applications

2. Initial Interview

3. Blank Application

4. Test

5. Checking References

6. Final Interview

7. Final Selection

8. Medical Exam

9. Placement

10. Orientation

Selection Process

• Direct Interview

• Indirect Interview

• Patterned Interview

• Stress Interview

• Systematic in-depth Interview

• Board or panel Interview

• Group Interview

Types of Interview

What is Performance Appraisal?

According to Edwin B. Flippo, “Performance appraisal is a systematic, periodic and a humanly possible, impartial rating of an employee’s excellence in matters pertaining to his/her present job and to his/her potentialities for a better job.”

• Helps management decide on employee salary increase.

• Regular evaluation improves employee job performance.

• Reduces communication gap, improves employeremployee relationship.

• Identifies employee training needs.

• Promotion based on performance appraisal.

• Helps achieve job satisfaction, increases morale.

• Helps transfer an employee to the right job placement.

• Decision to discharge an employee can be made based on performance appraisal.

• Addresses employee grievances.

Importance of Performance Appraisal

• Ranking Method

• Paired Comparison Method

• Forced Distribution Method

• Grading

• Check List

• Forced Choice Method

• Critical Incident Method

Methods used for Performance Appraisal

MPA: Ranking Method

Involves ranking employees from highest to lowest based on their overall performance. This method can be based on a variety of criteria, such as productivity, quality of work, and communication skills.

What is Training and Development?

refers to the process of providing employees with the necessary knowledge, skills, and abilities to perform their job duties effectively and efficiently. This process involves identifying the training needs of employees, designing and delivering training programs to meet those needs, and evaluating the effectiveness of the training programs.

• Continuous process

• Expanding the present knowledge and skills for future requirements

• Effective utilization of existing knowledge and skills

• Helping the employee to find his present position and preparing him to accept greater responsibilities

Features of Effective Training & Development Programme

• On-The-Job

• Off-The-Job

Types of Training

• On specific job

• Rotation of position

• Special projects

• Apprenticeship

On-The-Job Training Examples

• Special courses and lectures

• Conference

• Case study

• Role playing

• Management games

• Brain-storming

Off-The-Job Training Examples

Job Analysis

The process of analyzing and documenting the duties, responsibilities, and requirements of a particular job in order to create a detailed job description.

Job Evaluation

The process of determining the relative worth of different jobs within an organization based on factors such as skills, responsibilities, and level of experience, in order to establish a fair and equitable pay structure.