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.

Process of Staffing

1. Planning

2. Recruitment and Selection

3. Training and Development

4. Performance Operation

Importance of Proper 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

Staffing Inclusions

• Recruitment

• Selection

• Training & Development

• Transfer

• Promotion

• Compensation

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.”

Sources of Recruitment

1. Internal Source

2. External Source

SOR: Internal Source

• Transfer

• Promotion

SOR: External Source

• Advertisement

• Recommendations

• Educational Institutions

• Gate Applicants

• Agencies

Advantages of Internal Source Recruitment

• Morale boost

• Cost reduction

• Happy employees

• Efficient hires

• Job satisfaction

• Inspiration to learn

• Continuity and stability

Disadvantages of Internal Source Recruitment

• Lack of fresh ideas

• Limited opportunities

• Inadequate meritocracy

• Decreased motivation

Advantages of External Source Recruitment

• New perspectives

• Larger applicant pool

• Diverse experience

Disadvantages of External Source Recruitment

• Expensive

• Lack of cooperation

• Time-consuming

• Resentment from current employees

• Difficulty with trade unions

• Risk of non-adjustment

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

Selection Process

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

Types of Interview

• Direct Interview

• Indirect Interview

• Patterned Interview

• Stress Interview

• Systematic in-depth Interview

• Board or panel Interview

• Group 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.”

Importance of Performance Appraisal

• 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.

Methods used for Performance Appraisal

• Ranking Method

• Paired Comparison Method

• Forced Distribution Method

• Grading

• Check List

• Forced Choice Method

• Critical Incident Method

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.