INTRODUCTION

2. INTRODUCTION • Staffing is defined as a managerial function of filling and keeping filled positions in the organisation structure. Staffing requires functions like manpower planning, recruitment, selection, training, compensation, promotion and maintenance of managerial personnel. • Staffing is the process of acquiring, deploying and retaining a workforce of sufficient quantity and quality to create positive impact on the organisation’s effectiveness.

3. Nature Of Staffing • Staffing is a basic function of management. • It is concerned with human resource management in the organisation. • Staffing function is performed continuously. • The main purpose of this function is to make optimum use of human resources. • Staffing is performed by all managers. • Staffing is different from other managerial functions because it deals with humans need, emotions and aspirations.

4. Definition • Acc to Mc Farland :- “Staffing is the function by which managers build an organisation through the recruitment, selection and development of individuals as capable employees.” • Acc to Koontz and O’ Donnell :- “The managerial function of staffing is defined as filling positions in the organisation structure through identifying workforce requirements, inventorying the people available, recruitment, selection, placement, promotion, appraisal, compensation and training of needed people.”

6. Importance of staffing • Helps in discovering and obtaining competent personnel for various jobs. • Makes for higher performances, by putting right person on the right job. • Ensures the continuous survival and growth of the enterprise through the succession planning for managers .

7. Helps to ensure optimum utilization of the human resources. By avoiding over manning. It prevents under- utilization of personnel and high labour costs. At the same time it avoids interruption of work by indicating in advance, the shortages of personnel. • Improves job satisfaction and morale of employees through objective assessment and fair reward for their contribution.

9. Human Resource Management According to Michael Jucious , Human Resource Management is that field of management which has to do with planning, organizing and controlling various operative activities of procuring , developing, maintaining and utilizing a labour force in order that the objective and interest for which the company is established, are attained as effectively and economically as possible and the objectives and interest of all levels of personnel and community are served to the highest degree

10. In the words of Edwin Flippo, human resource management is concerned with the procurement, development, compensation, integration and maintenance of the personnel of an organization for the purpose of contributing towards the accomplishment of that organizations major goals and policies. Staffing is concerned with procurement, development, compensation, integration and maintenance of both managerial and non-managerial employees.

11. Functions of Human Resource Management • Identifying and developing persons • Retaining suitable persons • Creating work culture • Educating managerial personnel • Conducting research • Developing a communication system

12. Essentials of Human ResourceManagement • Employees enjoy their work. • Employees have a sense of accomplinishment in and through their work. • Employees have a high sense of belonging to their organization. • Employee feel that they are respected as individuals. • Employees have a feeling to enhance their competence.

13. Advantages of Human Resource Management • Globalisation of economy has exposed Indian industries to international competition by developing organisational commitment. • The operational efficiency of employees help to cope up with new and changing situations. • Political philosophy has undergone change allover the world. • Human resource management helps in the training and development of employees to cope up with technological changes.

14. Disadvantages of Human Resource Management • HRM is of recent origin so it lacks universally approved academic base. • HRM has very less support of top management due to which it is difficult to make good results. • There is improper implementation of HRM in training programmes. • There is inadequate information and database of employees due to which implementation of HRM is difficult.

15. Human Resource Planning It is a process by which an organization ensures that it has the right number & kind of people at the right place and at the right time, capable of effectively and efficiently completing those tasks that help the organization achieve its overall objectives.

16. Importance of Human Resource Planning • Each Organisation needs personnel with necessary qualifications, skills, knowledge, experience & aptitude . • It is Needed for Replacement of Personnel. • It helps to Meet manpower shortages due to labour turnover. • It helps to Cater Future Personnel Needs. • It helps to provide workforce according to the changing environment.

17. Objectives of Human Resource Planning • Assessing manpower needs for future and making plans for recruitment and selection. • Assessing skill requirement in future. • Determining training and development needs of the organisation. • Controlling wage and salary cost. • Ensuring optimum use of human resources in the organisation. • Ensuring higher labour productivity.

18. Steps in Human Resource Planning • Analysis of current manpower. • Future requirements of worker. • Changes in workforce. • Future labour availability. • Future manpower utilisation. • Cost benefit analysis.

20. External Factors Affecting Staffing • Nature of rivalry for human resources • India has ample supply of unskilled workers then highly qualified people. • Companies start to change their staffing policy and prefer less talented people.

21. Legal Factors • Child labour is prohibited. • Provision are there relating to reservation for physically handicapped people. • Legal provision affects the staffing policy of an organisation.

22. Socio-cultural factors • Employment of women for job involving physical exertion is usually avoided. • Women are not offered jobs involving continuous travelling.

23. External influences • Employers have to face pressure from political parties or • politicians as new recruitment. • Concept of employment to “sons of the soil” is getting • popular in all countries. • External influences affect the staffing policy of the business • unit.

26. Estimating the manpower requirement Estimating the manpower requirements. It involves forecasting and determining the number and kind of manpower required by the organization in the future. The manpower needs of an organization are estimated by keeping in view its present activities and future plans such as production schedules, demand forecasts,

27. Recruitment It means identifying the sources of required personnel and inducing people to apply for jobs in the organization. It is the process of searching for prospective employees and stimulating them to apply for jobs in the organization.

28. Selection Selection is the process of choosing and appointing the right candidates for various job positions in the organization. In other words, it is the process of choosing from among the pool of the prospective job candidates developed at final Approval References Medical Exam Interview Tests Application Blank Preliminary Interview

29. Selection process • Preliminary screening • Selection test • Employment interview • Checking references and background • Selection decision • Medical examination • Job offer • Final approval

30. Placement and Orientation • Placement:- Placement refers to occupying of post by the candidate for which he is selected. After selection the employee is given an appointment letter and is asked to occupy the vacant job position. • Orientation:- Orientation refers to introduction of new employees to the existing employees. Large organisations organise orientation programmes to familiarise the new employees with the existing But in small organisations superior himself takes the new employees on round and introduces him to existing employees.

31. Training and Development • Training:- Training means equipping the employees with the required skill to perform the job.The candidates are sent for training so that they can perform the job in the expected manner. • Development:-Development refers to the overall growth of employees. It focuses on personal growth and development.

32. Importance of Training and Development • Increase in efficiency • Increase in morale of employees • Better human relations • Reduced supervision • Increased organisational viability and • flexibility

33. Conclusion Staffing is most vital assets with an organisation, Without which it cannot move ahead in the competitive world . It can be equated with HR management as both have same sort Objectives. Staffing is an open system approach. It is carried Out within the enterprise but is also linked to external Environment.

35. PRESENTED BY:- MITIKA GARG(164) RUBINA(170) BCOM.1