Definition:
Staffing is a process of securing and developing
people to perform the jobs created by the organizing
function.
What is the goal of staffing?
obtain the best available people
develop the skills and abilities
attract, maintaining and utilize efficient and effective
workforce.
1/17/2024
Staffing functions
Major functions of staffing are:
Procurement
Training/development
Maintenance and utilization
Separation
1/17/2024
1. The procurement function
It concerned with determining and obtaining the
proper kind of personal both in quality and quantity.
i. Human Resource Planning:
It is getting the right number of qualified people
into the right job at the right time.
1/17/2024
Reasons for human resource planning:
Scarcity of personnel in some specialized areas
High expenses involved in hiring
The process of personnel Planning
Step1:Analyzing organizational objectives and plans
Step2:Determining overall human resources
1/17/2024
The Demand and Supply Aspect of Human resource
Planning:
Causes for human resource demand:
External challenges that may affect organizational
operations (economic, social, technologies and
competition)
.
1/17/2024
Internal decisions such as strategic plans on
growth, production, marketing, etc; work force
factors such as retirement, resignation, termination,
and death.
Therefore, demand forecasting is an essential part
of human resource planning process. It is an
attempt to predict an organization future demand
for employees
1/17/2024
Human resource supply/source:
Internal supply
External Supply
Step3:Taking inventory of existing personnel
Step4: Determining net new personnel requirements
Step5:Developing action plans
1/17/2024
Action for human resource surplus:
Hiring freeze
Reassignment of existing employees for openings
Voluntary departures
Lay offs
Early retirement
Action for Human Resource Shortage
In the short run, external source will be used
In the long run staff development efforts will serve to
fill the vacancies
1/17/2024
ii. Recruitment:
Seeking and attracting a supply of people from
which qualified candidates for vacancies can be
selected.
Internal recruitment
Through transfer, promotion, and recall from lay-offs
Transfer
Same occupational level
Same level of wage/salary and other benefits
1/17/2024
Promotion
Advancements to better job-greater responsibilities
More prestige or status
Greater skills, increased rate of pay, merit and
seniority are important factors in promotion
1/17/2024
Advantages of Internal Recruitment
Getting familiar Employees
Less costly
Disadvantages of Internal Recruitment
It narrows down selection options, results in
organizational in breeding (preventing new blood and
new outlooks from coming in)
1/17/2024
External recruitment
Unsolicited applicants
Labor market through vacancy announcements
Educational institutions
Employment agencies labor unions
1/17/2024
iii. Selection:
The selection process may include:
Preliminary interview
Filling Application form
Reference letters
Employment interview
Employment test
1/17/2024
Aptitude Test-Measures a person’s capacity for
potential ability to learn
Psychomotor test: measure a person’s strength,
dexterity and coordination
Job knowledge test: measure the job related
knowledge possessed by a job applicant.
Physical Examination
1/17/2024
2. Training/Development
Training is the act of increasing the knowledge and
skills of an employee for doing a particular job.
Development involves learning opportunities aimed
at the individual growth but not restricted to a specific
job.
Training is usually related to operational or technical
employees while a development is for managers and
professional.
1/17/2024
Objectives of Training
To provide knowledge/skills, attitudes
To reduce waste and increase efficiency
To minimize inputs use and maximize output
To relieve supervisors from close supervision and
get time for other duties.
1/17/2024
Training Methods
Job/Position rotation
Coaching
Case study
conferences, seminars and work shop
Internship
1/17/2024
3. Maintenance and Utilization
Procured and trained/developed employees should
be maintained and utilized utmost.
This requires adequate remuneration of personnel,
the creation of opportunities for progress and a
mechanism of evaluating their contribution.
1/17/2024
Compensation:
It is adequate and equitable remuneration of personnel
for their contribution to the achievement of organizational
objectives.
Pay for a particular position is set relative to three
groups:
Employees working on similar jobs in other
enterprise/External equity/
Employees working on different jobs within the same
enterprise/Internal equity/
Employees working on the same job within the same
enterprise/Employees equity/
1/17/2024
Factor Affecting Compensation Decisions:
External Factors:
The government through wage controls
Union’s influence
Economic conditions of the industry.
Internal Factors
The size and age of the organization
The labor budget/resource allocation strategy/
1/17/2024
Methods of Payment
Employees’ salaries can be computed based on:
The time they worked
The output they produce/piece rate system
A combination of both
1/17/2024
Performance Appraisal :
Can be defined as human resource activity that is
used to determine the extent to which an employee is
performing the job effectively.
Objective of performance appraisal include:
To provide information to help maintain an
equitable and competitive pay structure
To provide information towards strengths and
weaknesses of employees in their job performance
To improve performance by developing strengths by
dealing with weaknesses, and others.1/17/2024
4. Separation
Is the final human resource management function
Examples: Retirement, dismissal, layoff; by the
employee like resignation, voluntary retirement by
agreement say when contract ends, or they can also be
caused by things outside the will of both the employer
and the employee (accidents, death),retirement, layoff,
dismissal, resignation, permanent disability...
1/17/2024
Thank You!!!!!
1/17/2024