DEFINITION OF STAFFING

Staffing is defined as filling, and keeping filled,

positions in the organization structure. Includes
identifying work-force requirements, inventorying
the people available, and recruiting, selecting,
placing promoting, appraising, planning the
careers of, compensating, and training or
otherwise developing both candidates and current
jobholders to accomplish their tasks effectively
and efficiently.
Enterprise
Plans

Organization
Plans

Number &
Kinds of Analysis of
Managers present and
required future needs for
managers
Manager
Inventory
 Appraisal
External Recruitment Career Strategy
Source Selection
Placement Leading &
Promotion Controlling
Separation
Internal Training and
Source Development
 Factors Affecting the number and
kinds of Managers Required

• Its size
• Complexity of the organization structure
• Plans for expansion,
• Rate of turnover of managerial personnel.
 ANALYSIS OF THE NEED OF
MANAGER
Supply of Manager
High Low
INTERNAL
Training and Development
Selection Placement
High Compensation
Promotion
EXTERNAL
Demand Requirement
Change in Company Training and
Plans
Outplacement Development
Low Layoffs If change in demand is
Demotions
Early retirement Expected in the future
 SITUATIONAL FACTORS
AFFECTING STAFFING
• EXTERNAL ENVIRONMENT
– Educational
– Sociocultural,
– Legal-Political and
– Economic constraints or Opportunities
– Legislation
 EQUAL EMPLOYMENT OPPORTUNITY
 WOMEN IN MANAGEMENT
 STAFFING IN THE INTERNATIONAL ENVIRONMENT
THE INTERNAL ENVIRONMENT
• PROMOTION FROM WITHIN
• THE POLICY OF OPEN COMPETITION
• RESPONSIBILITY FOR STAFFING
 SELECTION
Selection is the process of choosing
from among candidates, from within
the organization or from the outside,
the most suitable person for the
current position for future positions
POSITION REQUIREMENT AND
JOB DESIGN

Selecting a manager effectively

requires a clear understanding of the
nature and purpose of the position
which is to be filled.
 Identifying Job requirements

• What has to be done in this job?

• How is it done?
• What background knowledge, attitudes, and
skills are required?
• What are the new requirements?
 Guidelines

• Appropriate scope of the job

• Full-time challenge of the job
• Managerial skills required by job design
 Job design
Appropriate job structure in terms of
content, function and relationships
 SKILLS & PERSONAL
CHARACTERITICS NEEDED
• Analytical and Problem-solving abilities
• Personal Characteristics Needed by
managers
Desire to manage
Communication skills and empathy
Integrity and honesty
 SELECTION PROCESS,
TECHNIQUES AND INSTRUMENTS

• First, selection criteria are established,

Education, knowledge, skills and experience
• Second, complete an application form
• Third, a screening interview
• Fourth, testing the candidate’s qualifications
 SELECTION PROCESS,
TECHNIQUES AND INSTRUMENTS

• Fifth, formal interviews

• Sixth, the information candidates is checked and
verified
• Seventh, a physical examination may be
required
• Eighth, is either offered the job or informed that
he or she has not selected for position.
 INTERVIEWS
Is the process of identifying promising
candidate
IMPROVING INTEVIEWING PROCESS
 Interviewer should be well trained
 Interviewer should be prepared to ask right
question
 Conducting multiple interviews
 Interview should supplement other process of
selection
 TESTS
The primary aim of testing is to obtain data about
the applicants that helps predict their probable
success as managers
COMMENLY USED TESTS
Intelligence tests
Proficiency and aptitude tests
Vocational tests
Personality tests
 ASSESSMENT CENTERS
It is a technique for selecting and promoting managers
The typical assessment center will have the candidates
do the following:
 Take various psychological tests
 Engage in management games in small groups
 Engage in In-Basket exercises
 Oral presentation on a particular topic or theme
 Engage in various other exercises, such as preparing
written report