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Staffing Engineering Economics

helps in recrutiment process

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CHANDHINI JAYARAMAN
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5 views

Staffing Engineering Economics

helps in recrutiment process

Uploaded by

CHANDHINI JAYARAMAN
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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Staffing

Defintion
Staffing is the process of filling positions/posts in the organization with
adequate and qualified personnel.
Staffing is the process of acquiring, deploying and retaining a workforce of
sufficient quantity and quality to create positive impacts on the organization's
effectiveness.
Staffing is the function by which managers build an organization through the
recruitment, selection, and development of individuals as
capable employees.

Objectives of Staffing
 To understand all function of in an organization.
 To understand manpower planning so that people are available at right
time and at a right place.
 To understand issues related to job analysis and to overcome the problem.
Importance of Staffing
✓ Training and Development.
✓ Effective Co-ordination.
✓ Effective Recruitment & Placement.
✓ Building effective human resource.
✓ Optimum Use of Resource.
✓ Enhances Corporate Image.
✓ Job Satisfaction.

 Human resource is vital to effectively utilize other resources: money,


materials, machines.
 Aligns individuals' abilities, talents, and specializations with job roles.
 Achieves organizational goals through 100% manpower contribution.
Steps in Staffing Process
1. Manpower Planning
2. Recruitment
3. Selection
4. Placement
5. Training
6. Development
7. Promotion
8. Transfer
9. Appraisal
10. Determination of Remuneration
Manpower Planning
 Quantitative and qualitative measurement of labor force.
 Evaluates manpower inventory and develops employee talents.

Recruitment
 Searches for prospective employees and motivates them to apply.
 Sources potential employees for selection.

Selection
 Eliminates unfit candidates.
 Aims to match the right candidate with the job role.
Placement
 Assigns the selected person to their job.
 Introduces employees to their responsibilities.

Training and Development


 Training: Keeps employees updated with technological changes.
 Development: Ensures career advancement and prevents frustration.

Promotion and Transfer


 Promotion: Upgrades employee rank, responsibilities, and often pay.
 Transfer: Moves employees without changes in pay or rank.
Appraisal and Remuneration
 Appraisal: Evaluates employee performance and aptitudes.
 Remuneration: Determines fair wages, a challenging yet critical process.

Benefits of Staffing
 Right people in the right roles at the right time.
 Improves organizational productivity.
 Ensures job satisfaction and morale.
 Maintains organizational harmony.
Recruitment
Definition
"Recruitment is the process of searching for prospective employees and
stimulating them to apply for jobs in the organization."

Need of Recruitment
 Vacancies due to promotions, transfers, retirement, termination,
permanent disability and death.
 Creation of new vacancies due to growth, expansion and diversification
of business activities of an enterprise.
 New vacancies are also possible due to job specification.
Recruitment Sources
Internal Sources
 Transfers and Promotions
 References
 Internal Notifications

External Sources
 Management trainee schemes
 Press Advertisement
 Employment agencies/Consultancies
 Educational institutions
 Walk-ins
 Recommendations/References
Selection Process
A series of steps from initial applicant screening to final hiring of the
new employee.
Selection Process
Step 1 Completing application materials
 Gathering information regarding an applicant's background and
experiences.
 Typical application materials includes Application forms and Resumes

Step 2 Conducting an interview


 Interviews can provide rough ideas concerning the person's fit with the job
and the organization.

Step 3 Completing any necessary tests


 Administered before or after the interview.
E.g. of employment tests are Reasoning / Mechanical aptitudes / Personality.
Selection Process
Step 4 Doing a background investigation
 Can be used early or late in selection process.
 Background investigations include:
• Basic level checks. • Reference checks.

Step 5 Deciding to hire or not to hire


 A physical examination may be required if it is relevant to job performance.
 Negotiation of salary and/or benefits for some jobs

Step 6 Socialization
 The final step in the staffing process.
 Involves orienting new employees to:
The firm & work units in which they will be working.The firm's policies and
procedures and organizational culture.
Recruitment Steps
1. Identify Vacancy
2. Prepare Job Description and Person
Specification
3. Advertise the Vacancy
4. Manage Responses and Shortlist
5. Interview and Reference Check

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