Management STAFFING
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Transcript of Management STAFFING
MEMBERS :
1. PRATIKSHA
2. VIRTI
3. MIT
4. CHITT
5. MITHIL
6. PARTH
7. VAISHALI
8. KRISHA
9. JHANVI
MANAGEMENT – STAFFING
WE WOULD LIKE TO EXPRESS OUR SINCERE THANKS TO PROF. “RUPALI”
FOR HER KIND SUPPORT AND CO – OPERATION IN THE COMPLICATION OF
THIS PROJECT, WITHOUT HER HELP THIS WOULD NOT HAVE BEEN POSSIBLE.
ACKNOWLEDGEMENT
The process of designing and maintaining an environment in which individuals working together in groups , efficiently accomplish selected aims.
- HAROLD KOONTZ & HEINZ WEIHRICH
Introduction to management..
PLANNING
ORGANISING
“STAFFING”
DIRECTING - MOTIVATION - LEADERSHIP• CONTROLLING
Functions Of Management
1) KOONTZ AND O’DONNELL -”Staffing involves managing the
organisation structure through proper and effective selection, appraisal and development of personnel to fill the roles designed into the structure.”
2) DALTON E. McFARLAND -”Staffing is the function by which
managers build an organisation through the recruitment, selection and development of individuals as capable employees.”
DEFINATIONS
• Staffing is a function of management which is concerned with human resources.
• Staffing is concerned with obtaining , utilising and maintaining a satisfied work force.
• Staffing includes the following elements. -Human Resource Planning -Recruitment and selection of employees -Orientation and Placement -Promotion and Transfer -Training and development -Motivating and Rewarding the employees
WHAT IS STAFFING ?
1) Staffing is a Separate Function Of Management .
2) Staffing is concerned with managing the organization.
3) Continuous Function.4) Required in all Organizations.5) Wide Scope.6) Systematic Approach.7) Three R’s of Staffing.
FEATURES
1) Helps to achieve Goals or Objectives.2) Job Satisfaction.3) Good Labour Relations.4) Improves Efficiency.5) Reduces Absenteeism and Labour
Turnover.6) Team Work.7) Improves Corporate Image.
IMPORTANCE/ PURPOSE
Targeted Sourcing to Fit Exact Needs of
Client
Large Database of Talent
Internal Recruiting, Traditional
Recruiting,Internet Based RecruitingNetworking
with Professional
Contacts: Refrence
Based on our consulting
experience,we know what will work for your
unique situation
Account Managers serve as an ongoing
point of contact for our clients,
ensuring a consistent,
quality customer
experience STAFFING PROCESS
FACTORS AFFECTING STAFFING
EXTERNAL FACTORS
Nature of competition for human resources
Legal factors
Socio-cultural factors
External influences
INTERNAL FACTORS
Organizational image
Past practices
Size of organisation
Organisational business plan
After human resource planning and analysis is done , recruitment is done , then selection is done and then placement is done.
Recruitment is the process of searching for and obtaining applications for jobs, from among whom the right people can be selected.
The process of identification of different sources of personnel is called recruitment.
Recruitment is a positive process as it attracts suitable applicants to apply for available jobs.
RECRUITMENT
1) Present Employees.
2) Employee Referrals.
3) Former Employees.
4) Previous Applicants.
Sources of Recruitment
INTERNAL SOURCES• Promotions• Transfers• Inter notification
(advertisements)• Retirements• Recalls• Former employees
EXTERNAL SOURCES• Campus recruitment• Press advertisement• Management Consultancy
Services & Private Employment Exchanges
• Management Training Schemes
• Walk-ins,Write-ins,Talk-ins• Miscellaneous External
Sources
SOURCES OF MANAGERIAL RECRUITMENT
INTERNAL SOURCESIt involves search of
candidates from within the organization.
It Is a quick process.This process is cheaper.
It does not involve any cost of contracting the external sources.
Internal sources helps in saving time.
It involves finding candidates from outside the organization.
It is a lengthy process.
This process is costly as vacancies have to be notified in newspapers , etc.
It is time consuming.
Sources of RecruitmentEXTERNAL SOURCES
Merits :1) Improves Morale.2) Proper Evaluation.3) Promotes Loyalty.4) Motivation Techniques.Demerits:5) Discourages flow of New Blood.6) Capable persons may be left out.7) Causes Frustration.
Merits and Demerits
Selection is done after recruitment.Selection involves picking up the fits from a
pool of applicants and rejecting the unfits.Selection involves a series of steps by which
the candidates are screened for chosing the most suitable persons for vacant posts.
The selection process leads to employment of persons who have the ability and qualification to perform the jobs.
SELECTION
Job Analysis
Advertisement
Collection Of Applications
Scrutiny Of Application
Written Test
Psychological Test
Personal Interviews
Reference Check
Medical Examination
Final Selection for Appointment
PROCESS OF RECRUITMENT
1) Aptitude test.2) IQ or intelligence test.3) Personality test.4) Achievement test or Proficiency test or
Trade test.5) Interest test.6) Dexterity test.7) Graphology test.8) Polygraph test.
Types of Selection Tests.
9) Appraisal interview.
10) Exit interview.
11) Phychological interview.
12) Behavioural interview.
13) Situational interview.
1) Unstructured or Non-directive interview.2) Structured or Directive interview.3) Informal interview.4) Formal interview.5) Panel or Board interview.6) Group interview.7) Stress interview.8) Depth interview.
Types of Interview’s
RECRUITMENT1) MEANING - It is the process of searching
for prospective candidates for vacant jobs and encouraging them to apply for vacant jobs.
2) BASIC OBJECTIVE -It is to attract maximum
number of candidates so that more options are available.
3) SEQUENCE -It always precedes selection.
- It is the process of choosing/ selecting the right candidates and offering the jobs.
- It is to choose the best out of the available candidates.
- It always succeeds/ follows recruitment.
DISTINGUISH
SELECTION
RECRUITMENT
4) PROCESS -It is a positive process.5) TECHNIQUES
INVOLVED -Recruitment
techniques are not very intensive , requiring high skills.
6) AIM -Its aim is to attract
more and more candidates for vacant jobs.
- It is a negative process.
-In selection process, Highly specialized techniques are required.
- Its aim is to reject unsuitable candidates and pick up the most suitable people for the vacant jobs.
SELECTION