STAFFING

Functions of Management
Definition
According to Harold Koontz (professor of business
management at the University of California, Consultant )

The managerial function of staffing is
defined as filling, and keeping filled, positions
in the organizational structure.

In Business Dictionary
The selection and training of individuals for
specific job functions and charging them
with associate responsibilities


Nature of Staffing
Staffing is an important managerial function
Staffing is a pervasive activity
Staffing is a continuous activity
The basis of staffing function is efficient
management of Personnel (Proper system or
Procedure)
Staffing helps in placing right men at the right job
Staffing is performed by all managers
Staffing Processes
Manpower Planning/Requirements
Recruitment/ Decruitment
Selection
Placement and Orientation
Training
Remuneration
Performance Management
Promotion and Transfer
Manpower Planning/Requirements
Analyzing the current manpower inventory- Before a
manager makes forecast of future manpower, the
current manpower status has to be analyzed.

For this the following things have to be noted-
* Type of organization
* Number of departments
* Number and quantity of such departments
* Employees in these work units

Recruitment / Decruitment
Recruitment is of two types-
Internal Recruitment
The internal sources of recruitment
include-
Transfers
Promotions (through Internal Job
Postings)
Re-employment of ex-employees

External Recruitment have to be solicited from
outside the organization. It involves lot of money and
time
The external sources of recruitment include- -
Campus Interview
Advertisement
Employment Exchanges
Employment Agencies
Recommendations

Decruitment
Techniques for reducing the labor
supply within an organization
Ex: Providing incentives to more senior
employees to have them retire before their
normal retirement date

Employee Selection Process
Once the recruitment effort has developed a pool of
candidates, the next step in the staffing process is to
determine who is best qualified for the job.
This step is called selection or screening job applicants
to ensure that the most appropriate candidates are
hired.
Difference between Recruitment
and Selection
Basis Recruitment Selection
Meaning It is an activity of establishing
contact between employers and
applicants
It is a process of picking up more
Competent and suitable employees

Objective It encourages large number of
Candidates for a job
It attempts at rejecting unsuitable
candidates
Process It is a simple processes It is a complicated Processes
Approach Positive Negative
Sequence It proceeds selection It follows Recruitment
Economy It is an economical Method It is Expensive method
Time
Consuming
Less time is required More Time is Required
Types of Selection Devices
Application forms
Written testsaptitude, intelligence, ability,
personality.
Performance-simulation tests
Work samplingdo the job
Assessment centerssimulate real problems
candidates would encounter
Interviews
Background investigations
Placement and Orientation
Placement
It is said to be the process of fitting the selected
person at the right job or place.
Orientation
During Orientation employees are made aware
about the mission and vision of the organization,
the nature of operation of the organization,
policies and programmes of the organization
Two types of Orientation
Work Unit Orientation-Work unit orientation
familiarizes employee with the goals of the work unit,
clarifies how his or her job contributes to the units
goals, and includes an introduction to his or her new
co-workers
Organization Orientation-Organization orientation
informs new employee about the companys goals,
history, philosophy, procedures, and rules. It should
also include relevant staffing policies and maybe even
a tour of the facilities.
Training of Employees
Training is crucial for organizational
development and success. It is fruitful to both
employers and employees of an organization.
An employee will become more efficient and
productive if he is trained well.
Ways/Methods of Training
On the job training
On the job training methods are those which are given
to the employees within the everyday working of a
concern. It is a simple and cost-effective training
method.
Off the job training
Off the job training methods are those in which training
is provided away from the actual working condition. It is
generally used in case of new employees.
Types of Training
Type Includes
Interpersonal
skills
Leadership, coaching, communication, conflict
resolution, team building
Technical Product training and knowledge, sales process,
information technology, job specific
Business Finance, marketing, quality, strategic planning,
project management, sales
Mandatory Safety, health, sexual harassment
Problem solving Defining problems, analyzing alternatives
Personal Career planning, time management, wellness,
personal financial planning
Employee Remuneration
Employee Remuneration refers to the reward or
compensation given to the employees for their
work performances. Remuneration provides
basic attraction to a employee to perform job
efficiently and effectively.
Ex: Giving Certificate Employee of the week
Performance Management
Managers need to know whether their
employees are performing their jobs
efficiently and effectively or whether there is
need for improvement. This is what a
performance management system does-
establishes performance standards that are
used to evaluate employee performance.
Promotion and Transfer
Promotions said to be an incentive in which the
worker is shifted to a higher job with higher salary and
demanding bigger responsibilities as well as there
may be cases of shifting the workers and transferring
them to different work units and branches of the
same organization this is called transfer.
Importance of Staffing
Key to managerial functions.
Efficient utilization.
Motivation.
Better human relations.
Higher productivity.
Motivational Story
A CEO (and member of Forbes 400!) throwing a party
takes his executives on a tour of his opulent mansion.
In the back of the property, the CEO has the largest
swimming pool any of them has ever seen. The huge
pool, however, is filled with hungry alligators. The CEO
says to his executives "I think an executive should be
measured by courage. Courage is what made me CEO.
So this is my challenge to each of you: if anyone has
enough courage to dive into the pool, swim through
those alligators, and make it to the other side, I will
give that person anything they desire. My job, my
money, my house, anything!"
Everyone laughs at the outrageous offer and proceeds to
follow the CEO on the tour of the estate. Suddenly, they hear
a loud splash. Everyone turns around and sees the
CFO (Chief Financial Officer) in the pool, swimming for his
life. He dodges the alligators left and right and makes it to
the edge of the pool with seconds to spare. He pulls himself
out just as a huge alligator snaps at his shoes. The
flabbergasted CEO approaches the CFO and says, "You are
amazing. I've never seen anything like it in my life. You are
brave beyond measure and anything I own is yours. Tell me
what I can do for you." The CFO, panting for breath, looks up
and says, "You can tell me who the heck pushed me in the
pool!"
Comment and Action step
We can accomplish a lot more than we actually do.
However, we stay at a certain level mainly because we
do not go beyond the mental boundaries we
ourselves create in our minds.
To move forward and achieve new heights, devote
some time every day to doing things that you believe
are impossible and give it your best shot as if it were a
matter of life and death!! You will be surprised by the
results.
References
Management-Stephen P. Robbins & Mary Coulter
Management-Heinz Weihrich,Mark V Cannice, Harold
Koontz
www.managementstudyguide.com
www.macmillandictionary.com
www.businessdictionary.com
www.google.com
Thank You.