Staffing

Introduction
This is the process of personalizing or manning the organization. Management consists of getting work done through other people, hiring (acquiring) & retaining (keeping) the right people is one of the managers' most critical responsibilities. Furthermore, since certain time may require retaining or relocation at a later date. The staffing function includes all activities involved in supplying an adequate number of the types of workers (quantities & qualities) to the organisation.

Staffing Function

Forecasting Manpower needs

It is the process of collecting and analysing information to determine the future supply of ,and demand for ,any given skill or job category.

Methods of Manpower Forecasting

Opinion of expert Trend Projections Other Techniques a)Budget and planning analysis b)New venture analysis c)Computer Models

Forecasting Manpower Demand

Anticipated growth of the orgnisation Budget constrains and the allocations Anticipated personal turnover Introduction of new technology Minority hiring goals

Forecasting Manpower Supply

Promotion External labour market Talent within the industry Population movement trend Enrolment trend in vocational courses

Staffing Process
Insert fig-11.4.k-223

 Managerial requirement plans is based on the firms objectives,forecasts,plans and strategies. The plan is translated into position requirement and the job design. which are matched with such individual characteristics as intelligence,knowledge,skills,attitudes and experience. Managers recruit,select,place and promote people. This must be done with due consideration for the internal environment (companys policies,manpower demand and supply etc) and the external environment (laws,regulations,availability of manpower etc.) Then they are introduced to the new job.orientation involves learning about the company,its operation and its social aspects.

Job Design
VIII-Job analysis, job description and job Specification (job design) Before it is possible to recruit, select, and introduce new employees into the organization, there should be a guide to indicate what types of skills and training is required for each job.

 All information regarding the job to be filled and the persons filling it is obtained through job analysis. involves analyzing each job to come out with the information required to determine the job desription and job specification which consists of Observing and studying a job to determine its content (duties and Responsibilities), the conditions under which the work is performed, its relationship to other jobs, and the skills, training, attitudes and abilities necessary to perform the job.

 There are 5 basic ways by which job information can be gathered for analysis: A. Observation. B. Questionnaires C. Interviews D. Literatures A combination of two or more of the above IS MORE RELIBLE

 The information obtained through the job analysis becomes the source for the development of the documents on the job description (which describes the person filling the job).

 X) Job Description : Describes the job itself, it usually includes: job title objective of each positions Authorities and responsibilities Tasks and duties to be performed. Relationship between this position and other positions (superiors , Subordinates and peers).

 Advantages of the job descriptions: It is useful for recruitment, placement, and transfer decision. To guide and evaluate personnel. Help prevent conflict, frustration, and overlapping of duties.

 $- Job description should arrange the duties in logical order. Separately and concisely Use verb to describe the action More specific in statements and if it is quantitative is more favorable.

 Arrange previous slides and add ptu notes also

Individual Characteristics required

Intellectual skills Logical thinking Problem solving Technical skills Motor performance at various tasks Ethical skills Define right from wrong Interactive skills Communicate intelligently and create an atmosphere that facilitates communication Emotional skills Ability to identify and handle ones feelings

Recruitment
Attracting candidates to fill positions in the organisation structure. Recruitment is the process of attarcting qualified personnel,matching them with specific and suitable jobs and assigning them to the jobs.

Sources of Manpower recruitment

Internal Sources External Sources

Internal Sources of manpower Recruitment

Promotion from within The policy of open competition Word of mouth,personal recommendations,internal bulletin board,newslatters Drawbacks May be biased Discourages new talents

External Sources of manpower Recruitment

Persons seeking first jobs Dissatisfied employees The unemployed Retired person Employment agencies Or job consultants Advertisement Institutes and colleges

External Sources of manpower Recruitment

Professional associations Labour unions Military processing centers Employee referrals Billboards and social community centers Scouting Foreign consultants Open House

Selection
Selection is choosing from among candidates from within or outside the organisation,t he most suitable for a position.

The Selection Process

Steps in the selection process given by Mc Murray Be familiar with the requirement Screening Seeking a formal application form Background check Tests In depth interview Establish candidates physical health Hiring

Different views on appraisal issues

Selective versus Objective Evaluation Judging versus Self appraisal Assessing past performance versus Future development

Performance appraisal
Performance can be set against some set standard. According to McGragor ,performance appraisal plans are designed to meet some basic needs of the organisation It provide systematic judgment Tells about subordinates position Used as a base for coaching or training Improving job performance It gives Motivation and encouragement It prepares managers for future responsibilities It helps in formulating reward and punishment system It prevents grievances Improves analytical ability of supervisors

Characteristics of a sound appraisal system

The system must be biased free It must be relevant It should be acceptable to all It should be reliable,dependable,stable and consistent It must objectively differentiate between a good and a bad performer It must be practical,sound,clear and unambiguous

Problems in the appraisal system

The problems are categories in two categories A)problem in Rater appraisal The halo effect Constant error Recency of events The central tendency Errors of variable standards Other miscellaneous biases B)Problem in management support and appraisal format

Types of Evaluation
There are five types of evaluation techniques Result evaluation Trait evaluation Behaviour evaluation Evaluation based upon functional performance Informal evaluation

Performance appraisal methods

The rating method are categorised under two heads A)The traditional method Essay appraisal Ranking methods 1.straight ranking methods 2.paired comparison ranking The factor comparison method Graphic rating scales The field review methods

Contd.
Group appraisal method Forced choice method Checklist and weighted checklist method Critical incident method B)Modern methods Assessment centers Behaviourally anchored rating scale(BARS) MBO (management by objective method)