Staffing

Screening the Application: - Candidates are asked to apply in their own handwriting on a plain paper, marital status, education, employment history and references etc. Screening exercise involves checking contents of the applications so as the ascertain whether or not the minimum eligibility conditions in respect of age, qualification and skill are fulfilled by candidates who have applied for a job, purpose of screening is to prepare a list of eligible candidates who are evaluated further. Candidates not eligible are thereby excluded from further consideration.

Meaning Of Staffing: - Staffing refers to the managerial function of employing and developing human resources for carrying out the various managerial and non-managerial activities in an organisation.

Importance Of Staffing: - a) It helps in getting right people for the right job at the right time.
b) Staffing contributes to improved organisational productivity.
c) It helps in providing job satisfaction to the employees keeping their morale high.
d) Staffing maintains harmony in the organisation.

Staffing as a Part of Human Resource Management: - Human Resource Management is the art of procuring, developing and maintaining suitable persons to achieve the goals of an organisation in an effective way. It includes human resource planning, recruitment, selection, placement and training of workers, peformance etc. so staffing is a part of human resouce management.

Process Of Staffing: - The process of staffing starts with ascertaining the required number of various employees for the organisation. the next thing to be in staffing process is the recruitment exercise. the next step is to select the right person available manpower through interviews followed by their placement on jobs and necessary introduction of work.

Functions Of Staffing: - Staffing function is an integral part of human resource management and in its wider sense, also includes the activities of determining the remuneration of workers, appraising their performance and deciding on their promotion, transfers etc.

Manpower Planning: - Manpower planning refers to the process of estimating the manpower requirement of an organisation.

Job Analysis: - Job analysis helps in determining the qualifications, skills and experience required for various categories of employees: -
i. Job Description
ii. Job specification.

Recruitment: - Recruitment is often used to signify employment, it is the process of finding and attracting suitable applicants for employment.

Unsolicited Application: - Assume that vacancies without references to any advertisement. Managers keep a record of applications and suitable candidates.

Sources of Recruitment: - Suitable persons and receive their applications, of the sources of recruitment before publishing the specific staffing. These sources can be internal and external.

Internal Sources: - The advantage of internal recruitment is that it is easier for managers to fill vacancies as they are conversant with the abilities and skills of their subordinates and have records of their performances, internal sources that is the organisation is deprived of the benefit of inducting fresh blood into its system.

External Sources: - All vacancies cannot be filled up from within the organisation, managers have to recruit some persons from the organisation, workers and office employees at the lower level are often recruited from outside the organisation.

Private Employment Agencies: - Number of private functioning employment agencies. These agencies try to arrange job interviews for such candidates. Companies often get in touch with such agencies to provide them the details of suitable candidates for various jobs.

Media Advertisements: - The advertisement contains details about the job, its nature, the qualification required to do the job, how to apply etc, popular medium of advertising and advertisements normally good response, prospective candidates.

Employment Exchanges: - Employment exchanges have been set up by the government for bringing together job-seekers and employers who are looking for employees, employer informs about the vacancies to the nearest employment exchange and identifies the names of qualified employment seekers and suitability as per qualifications.

Educational Institutions: - Maintain a close liaison with the universities, vocational institutes management institute for recruitment of their staff, executives take suitable candidates per requirement, popular known as campus interview

Recruitment at the Factory gate: - This is found mainly incase of factory workers to be recruited on daily wages. Very often existing regular employees go on leave and their vacancies are filled up by recruitment factory gate and considered for regular employment at some stage.

Referrals: - Quite often the management gets references about interested workers from different sources like workers unions, previous employees, existing employees, clients of the organisation, we also receive recommendations from our friends and relatives employ persons known to them, very much cautious while considering such recommendations.

Selection: - Selection refers to the process of choosing the most suitable person from among the list of interested candidates. it involves going through the qualification and experience of all candidates and matching them with the expectation for the job so as to decide on the most suitable ones for the job.

Holding Tests: - After screening the applications, eligible candidates are asked to appear for selection tests. For instance, if the job of a typist requires a minimum typing speed of 40 words per minute, a test is given to see whether the candidates applying for the job have the required typing speed. For industrial workers and technical hands, performance test maybe organised. for eg: - to judge the speed and accuracy of typing, candidates maybe given a standard paragraph to type. For supervisory and managerial jobs, test are given to find out the candidates personality, decision-making abilities etc.

Selection Interview: - Interview is the most important part of the selection procedure, serves as a means of checking the information, candidates has to face - face interaction with the employer or representatives of the employer, where they try to judge the ability of the candidates.

Checking of References: - These qualities cannot be judged on the basis of nay test. Therefore, information is obtained have studied or from the heads of educational institutions where the candidates as referee or from their previous employers. incase of experienced employees their previous employees their previous employers can also be contacted for this purpose.

Medical Examination: - Proper medical examination ensures higher standard of health of the employees and their physical fitness which, in turn, reduces the labor turnover, absenteeism and accidents, medical test is essential for certain types of jobs as in the case of police and army, where physical fitness is very important.

Issue Of Appointment Letter: - Candidates finally selected are offered to join the organisation for which a formal appointment letter is issued containing the nature of job, the remuneration, pay scale, terms and conditions to employment, usually a reasonable time is given to the candidates to join the organisation.

Probation Period: - This period of service is known as the period of probation, necessary because no procedure of selection qualities of a selected candidate performances not found satisfactory, probation maybe extended. The management may also transfer him to some other job at which he maybe expected to do better. Though a number of steps in the selection procedure have been listed. For example: - for employing casual workers on daily wages, simply an interview by a companies officer is sufficient. Whereas for the job of screening of applications, holding tests references mauy also be needed.

Training and Development: - Helping the employees to improve their knowledge and skill soa s to be able to perform their tasks more efficiently is known as training. The term development refers to the process of not building up the skill and abilities for specific purpose but also the overall competence of employees to undetake more difficult and challenging tasks. Training is an act of increasing the knowledge and technical skills of an employee for doing a particular job efficiently. Development refers to the learning opportunities designed to help employees to grow. It involves growth an individual in all areas.

Placement: - Placement refers to selected candidate's joining the positions in the organisations for which they have been selected.

Induction: - Induction is the process of introducing new employees to the organisation. The new employees should know under whom and with whom he or she is to work, get acquainted and adjusted to the work environment, get a general idea about the rules and regulations, working conditions etc. A proper induction programme is likely to reduce his anxiety on how to cope with the work and how to become part of the organisation and helps in development of a favorable attitude towards the organisation and the job.

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Methods Of Training

On the Job methods: - These methods encourage self-learning through practice. Job instruction or coaching and job rotation, learning while working as an assistant to a senior, understudy positions, temporary promotions are some of the common methods of on the job methods.

Off the Job methods: - These methods involve training employees away from the workplace so that experts may conduct the training and employees are free from immediate pressure of completing the jobs at hand.

Performance Appraisal: - Performance appraisal means judging the performance of employees. Specifically, it means judging the relative abilities of employees at work in a systematic manner. This enables managers to identify employees who are performing the assigned work satisfactorily and those who are not able to do so and why.

Compensation: - Compensation is one of the most important factors influencing relations between management and the workers. It refers to a wide range of financial and non financial rewards to the employees for services rendered to the organisation. It includes wages, salaries, allowances and other benefits which an employer pays to his employees in consideration for their services.s

Base compensation: - Is a fixed amount paid every month to an employee. It includes wages, salary and allowances paid to an employee irrespective of his performance.

Supplementary compensation: - It refers to the compensation paid to the employees to motivate them to work more efficiently. It is also known as an incentive compensation. The incentives maybe monetary or non-monetary. Such incentives help the employees to sustain interest in the job and motivates them to work hard. They also provide job satisfaction.

Promotion and Transfer: - Promotion refers to the advancement of an employee to a higher level or position. When the performance of an employee is not satisfactory and it cannot be improved, he maybe assigned a job of lower rank carrying lower status and pay. This is known as demotion. Transfer refers to a type of job change where an employee is assigned a different job of the same rank and pay, or when an employee is assigned a similar job in another unit of the firm.