Chapter - 5

STAFFING
1
 After jobs are identified, grouped &
organizational structure is created, then comes
the other managerial task- staffing
 The major objective of staffing function is enabling an
organization to attract, to maintain, and to utilize
efficient and effective workforce.
 Staffing is the process of obtaining & maintaining
capable & competent people to fill positions in
organizational structure.
 Hence selection of the right person & placement in the
right position are the main aspects of staffing.

2
 The Staffing Process
 Staffing involves a series of steps. They are
HR planning (manpower planning)
Recruitment and selection
placement & Employment decision
Induction & orientation (socialization)
Training and development
Compensation & performance appraisal (PA)
Separation, Promotion, Transfer & Layoffs

3
 Human Resource (HR) Planning
• Refers to the determination in advance the number & quality
of people to be employed.
• It involves assessing current HR of the organization, future
needs & ways to fill the gap i.e. HR inventory, forecasting
personnel requirement & planning to procure new employees
 Recruitment & Selection
Recruitment
• Recruitment is the process of identifying the sources for
prospective candidates and to stimulate them to apply for the
jobs.
• Refers to the attempt of getting interested applicants and
providing a pool of prospective employees so that the
management can select the right person for the right job from
4 this pool
The various sources of recruitment are divided into two
categories:
(1) Internal Sources- involve transfer and promotion
(2) External Sources - include direct recruitment,
employment agencies, educational institutions,...

5
 Selection
 Selection is the process of identifying and choosing those
applicants who can successfully perform a job from the
available candidates. i.e.
 Choosing from the pool of applicants the person(s) best
meeting/ fitting job specification.
 The ultimate of objective of selection is to match the
requirement of the job and the qualification, knowledge,
skill & experience of the individual applicant.
 Decision making and placement
 The candidates who have been selected should be given
placement letters that state their employment and specific
positions, and other employment related matters.
6
 Induction & Orientation (socialization)
 When the candidate is selected and offered a job, it is
necessary to introduce the new employee to the organizations
philosophy, rules, policies, etc…..then the new employee
begins his work.
 They can be done by oral communication and physical
observation, written media like manuals, guidelines and
others.

7
 Training and Development

 Include various activities that enhance the awareness of employees in

policy issues & procedures, educate them to job skills, and develop them
for future advancement.
 Employees’ skills, knowledge & attitude become obsolete unless
continuously polished & updated.
 Therefore, training and staff development should be the concern of
managers & organizations.
o Training:- is any process by which the aptitudes, skills and abilities of

employees to perform specific jobs are increased.

o It is the act of increasing the knowledge & skills of employee for doing a

particular job; and a process of learning a sequence of programmed

behavior which help the trainees in improving their job performance and
8 better apply their knowledge.
Importance of training
 It is important that the employee be indicated into training
programs to improve their knowledge, skills and future
performance.
 The need for proper training is increased by the following
considerations.
• increased productivity
• improvement in employee moral
• availability for the future personnel needs of the
organization
• reduced supervision
• personal growth
• organizational stability
9
 Compensation & performance appraisal
Compensation
 People work is organizations for the sole purpose of
earning enough money to live comfortably & satisfy all
their needs.
 It is just the reward for the work done by an employee
and it should be balanced so as to keep the parties, the
employer and the employee happy & satisfied.

10
 Performance Appraisal (PA)
• Performance appraisal is the process of determining &
communicating to an employee how he is performing
the job.
• It is evaluating employee’s performance of the job
assigned, and used to determine the extent to which an
employee is performing the job effectively.

11
PA provides highly useful information for making decisions
about the employee & the organization.
 It helps:
To determine who shall receive merit increases.
To determine training needs
To identify employee to be transferred.
To provide adequate feedback to each individuals for his
performance.
To improve or change behavior toward some more effective
working habits.
To provide useful information & data for the manager to judge
the future job assignment of employee.
To improve the efficiency of an organization through improved
work performance.
To reduce favoritism in making managerial decision.
12
 Who does the appraisal?
 In most cases the immediate supervisor does the
appraisal. But an organization can use different
appraisers.
This could be :
the immediate supervisor of the employee
group appraisal
peer appraisal &
self appraisal

13
 PROMOTION, TRANSFER, LAYOFF &SEPARATION

Promotion
• Promotion is the advancement of an employee to a
better job.
Transfer
• Transfer is the movement of an employee from one job
to another on the same occupational level of wage/
salary.
• No appreciable increase or decrease in duties and
responsibilities involved but there may be a change in
their specific nature and in working conditions

14
 Layoff
• Layoff occurs when there is lack of business or budget
curtailment/ shortage. It is forced reduction of the number of
employees. It is the most frequent type of separation of
employees from the employed workforce.
• Layoff is unlike quits, retirements or deaths. It doesn’t
necessarily involve a permanent separation from the payroll.
Laid-off employees normally expect to be rehired by their
employer when conditions improve.
 Quits
• Quit refers to the voluntary movement of the worker from the
organization such as health problem resignation.

15
  Separation
 Separation refers to the discontinuation of the relation
between employee & the employer.
 It is the final HRM function. Like other functions it
requires preparation & planning.
Separation can be initiated by:
 the employers like mandatory retirement; dismissal;
layoff
 the employees like resignation; voluntary retirement; quit
 the agreement ,when the contract ends; or they can also
be caused by things outside the will of both the employer
& the employee (accidents, death)

16
 Causes for separation
 Causes for separation of employee from the
organization mainly are retirement, layoff,
dismissal, permanent disability, resignation, and
outplacement.

17
 Thank you for Your
Attention!

18