logging in or signing up Staffing aSGuest30094 Download Post to : URL : Related Presentations : Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Uploaded from authorPOINT lite Insert YouTube videos in PowerPont slides with aS Desktop Copy embed code: Embed: Flash iPad Dynamic Copy Does not support media & animations Automatically changes to Flash or non-Flash embed WordPress Embed Customize Embed URL: Copy Thumbnail: Copy The presentation is successfully added In Your Favorites. Views: 7824 Category: Education License: All Rights Reserved Like it (0) Dislike it (0) Added: November 01, 2009 This Presentation is Public Favorites: 4 Presentation Description No description available. Comments Posting comment... Premium member Presentation Transcript Slide 1: STAFFING VAIBHAV VYAS DEFINITIONS : DEFINITIONS Staffing is the process by which an organization creates a pool of applicants and makes a choice from that pool to provide the right person at the right place at the right time to increase the organizational effectiveness. 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 Main objective of staffing : Main objective of staffing TO UNDERST AND THE NATURE OF STAFFING AND HOW IT IS A FUNCTION OF ALL MANAGERS IN AN ORGANISATION. TO UNDERSTAND MAINPOWER PLANNING SO THAT PEOPLE ARE AVAILABLE AT RIGHT TIME AND AT RIGHT PLACE TO UNDERSTAND THE ISSUES RELATED TO JOB ANALYSIS AND THE USES FOR WHICH IT IS UNDERTAKEN IMPORTANCE OF STAFFING : IMPORTANCE OF STAFFING FILLING ORGANISATIONAL POSITIONS: Concerned with filling of good systematic staffing. DEVELOPING COMPETENCIES: Right job according to right person. RETAINING PERSONNEL: Continuing them in the organization. ELEMENTS OF STAFFING : ELEMENTS OF STAFFING Manpower planning Job analysis Recruitment and selection Training and Development Performance appraisal Scope of Staffing : Scope of Staffing Hiring Remuneration Motivation Employee maintenance Human relations MANPOWER PLANNING : MANPOWER PLANNING “ Manpower planning is the process by which an organization ensuresthat it has the right number and the kind of people, at the right place, at the right time, capable of effectively and efficiently completing those tasks that will help the organization achieve its overall objectives”. Slide 8: To ensure right people at right place at right time. To ensure future needs of manpower in the light of organizational planning and structure. Making the current manpower inventory suitable for future managerial positions. Features of manpower planning : Importance of manpower planning : Importance of manpower planning DEFINING FUTURE PERSONNEL NEED. (Basis of recruiting and developing personnel) COPING WITH CHANGES. (Future changes can be cope up with effective planning) PROVIDING BASE FOR DEVELOPING TALENTS. (Setting up the priorities before recruiting) INCREASING INVESTMENT IN HUMAN RESOURCES. (Provides the way for effective utilization of talents) Job analysis : Job analysis “Job analysis is the process of studying and collecting information relating to the operations and responsibilities of a specific job. The immediate products of this analysis are job descriptions and job specifications”. Slide 11: ORGANIZATIONAL DESIGN (building internal relationships) ACQUISITION OF PERSONNEL (planning, recruitment, orientation) HUMAN RESOURCE DEVELOPMENT (career planning & training & development) JOB EVALUATION & COMPENSATION (determining relative worth of job) PERFORMANCE APPRAISAL (promotion, pay increase, training needs) SAFETY & HEALTH (environmental & operational conditions) EMPLOYEE COUNSELLING (choice of careers and rehabilitation) Uses of job analysis Slide 12: RECRUITMENT : Recruitment is the process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected. SELECTION : Selection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job. Recruitment & selection Difference : Recruitment & selection : Difference : Recruitment & selection RECRUITMENT SELECTION To attract maximum number To choose best out of the of candidates. available candidates. It creates application pool It is a rejection process as large as possible. where few are selected. Techniques are not very Highly specialized techniques intensive. are required. Outcome is application Outcome is the candidate who pool. is offered job. Recruitment & selection process : Recruitment & selection process RECRUITMENT SELECTION Advertisement Screening of applications Employment agencies Selection tests On campus recruitment Interview Deputation Checking of references Employee recommendations Physical examination Labor unions Approval by authority Gate hiring Placement Training & development : Training & development TRAINING : “Training is a short term process utilizing a systematic and organized procedure by which non managerial personnel learn technical knowledge and skills for a definite purpose. DEVELOPMENT: “Development is a long term educational process utilizing a systematic and organized procedure by which managerial personnel learn conceptual and theoretical knowledge for general purpose”. Role of training & development : Role of training & development INCREASE IN EFFICIENCY INCREASE IN MORALE OF EMPLOYEES BETTER HUMAN RELATIONS REDUCED SUPERVISION INCREASED ORGANIZATIONAL VIABILITY & FLEXIBILITY Performance appraisal : Performance appraisal Major key to managing itself Basis of determining who is promotable to higher position Determines strengths and weaknesses of a manager Measures performance in accomplishing goals and plans Integral part of organization Recognize legitimate desire of employees for progress Essential for effective managment Appraisal Methods : Appraisal Methods Graphic Rating Scale Critical Incidence method BARS Self Appraisal 180 Degree Appraisal 360 Degree Appraisal Management by Objective Balance Score Card Conclusion : Conclusion Staffing is the most vital asset with an organization, without which it cannot move ahead in the competitive world. It can be equated with HR management as both have same sort of objectives. Staffing is an open system approach. It is carried out within the enterprise but is also linked to external environment. Slide 20: THANK YOU You do not have the permission to view this presentation. In order to view it, please contact the author of the presentation.