UNIT 5:

STAFFING
NATURE OF STAFFING
Business Dictionary defines
“Staffing” as the selection
and training of individuals
for specific job functions
and charging them with the
associated responsibilities.
NATURE OF STAFFING

“The managerial function

of staffing is defined as
filling and keeping filled
positions in an
organizational structure“
- Weirch, Cannice, Koontz
NATURE OF STAFFING
Staffing is considered to be
the most important
managerial function along
with organizing, leading,
controlling and planning
because the operation of
these four function depends
on the manpower through
staffing function.
 RECRUITMENT AND SELECTION PROCESS
To increase efficiency in hiring and retention and to ensure
consistency and compliance in the recruitment and selection
process.
 RECRUITMENT AND SELECTION PROCESS
To increase efficiency in hiring and retention and to ensure consistency and compliance in
the recruitment and selection process.
The following steps are the best practices to attract talented and diverse
applicant pool:

1. Identify vacancy and evaluate the need

Recruitments provide opputunities to departments to align
staff skills sets to initiatives and goals and for departamental
and individual growth. Proper planning and evaluatin of the
need will lead to hiring the right person for the role and team.
Conduct a job analysis if there is a need to feel in the main
task.
 RECRUITMENT AND SELECTION PROCESS
2. Develop job description
a job description is the core of a succesful
recruitment process. It is used to develop interview
questions, interview evalutaion and reference
check question. A job description contains all the
information, competency, skills, recquired and
expected of the position.

a. General information - position title, paygrade,

position level, department, department head,
immediate superior
 RECRUITMENT AND SELECTION PROCESS
b. Position purpose - objectives of the postion.

c. Essential job functions - describes the duty and

responsibilities of the position.

d. Minimum requirments - basic qualification for the

position.

e. Preferred qualification - are skills and experience

preferred in addition to basic requirments and can be
used to narrow down the pool of the applicants.
 RECRUITMENT AND SELECTION PROCESS

3. Develop recruitment plan - it’s position

requirments a documented recruited plan,
which is approved by the organizational
unit.
 RECRUITMENT AND SELECTION PROCESS
The following steps are the best practices to attract talented and
diverse applicant pool:

4. Select search committee - to ensure

applicants selected for interview and final
consideration are evalated by more than one
individual to minimize the potential of personal
biase, a selection committee is formed
RECRUITMENT AND SELECTION PROCESS

5. Post position and implement recruitment

plan- once the position description has been
completed, the position can then be displayed.
Every efforts should be made to ensure the
accuracy of the job description and posting text.
 RECRUITMENT AND SELECTION PROCESS
The following steps are the best practices to attract talented and
diverse applicant pool:

6.Review candidate and develop short list

7. Conduct interviews

8. Select hire

9. Finalize recruitment
TRAINING AND DEVELOPMENT
TECHNICAL OR TECHNOLOGY TRAINING
Technical Training is a type of training meant to teach
new employee the technological aspects of the job.

QUALITY TRAINING
Quality Training refers to familiarizing employees with
the means of preventing, detecting, and eliminating
non-quality items, usually in an organization that
produces a product.
 TRAINING AND
DEVELOPMENT

SKILLS TRAINING
Skills training includes proficiencies needed actually to
complete the job.

SOFT SKILLS TRAINING

It refers to personality traits, social graces,
communication, and personal habits that are used to
characterize relationships with other people.
 TRAINING AND
DEVELOPMENT

SAFETY TRAINING

Safety training is a type of training that occurs to

ensure employees are protected from injuries caused
by work-related accidents.
COMPENSATION AND BENEFITS
Compensation describes the
cash rewards paid to
employees in exchange for the
services they provide. It may
include base salary, wages,
incentives, and commission.
 COMPENSATION AND BENEFITS

• SALARY AND WAGES

A salary is a fixed amount paid

in exchange for an employee’s
services.
 COMPENSATION AND BENEFITS

• INCENTIVES

it is more likely drivers of

attracting and retaining the
best employees in start-ups.
PERFORMANCE APPRAISAL

Is the systematic evaluation of

the performance of employers
and to understand the abilities
of a person for further growth
and development.
 PERFORMANCE APPRAISAL

It is done in systematic ways which are as follows;

1. The supervisors measure the pay of employees

and compare it with targets and plans.
2. The supervisors analyzes the factors behind work
performances of employees
3. The employers are in a position to guide the
employees for better performance.
 ADVANTAGES OF PERFORMACE
APPRAISAL
1. PROMOTION - helps the supervisors to chalk out the
promotion programs for the efficient employees. In this
re g a rd i n e ffi c i e n t w o r k e r s c a n b e d i s m i s s e d o r
demoted in case.

2. COMPENSATION – helps in chalking out compensation

packages for employees such as bonuses, high salary
rates, extra benefits, allowances etc. “Merit rating is
possible criteria rather than seniority”.
 ADVANTAGES OF PERFORMACE
APPRAISAL
3. EMPLOYEES DEVELOPMENT – it helps the supervisors
to frame training policies and programs. It contributes
to analyzes strengths and weaknesses of employees
so that new job can be designed for efficient
employees.

4. SELECTION VALIDATION – helps the supervisor to

understand the validity and importance of the
selection procedure.

5. MOTIVATION –it is a motivation tool for the employees

to help them improve his/her performance
 EMPLOYEE RELATIONS

It is maintaining a strong employer

and employee relationship can be
the key to ultimate success of an
organization.
 EMPLOYEE RELATIONS

It is maintaining a strong employer

and employee relationship can be
the key to ultimate success of an
organization.
 BENEFITS OF A STRONG EMPLOYMENT
RELATIONS
1. PRODUCTIVITY
it creates strong atmosphere within
the environment that increases the
employee motivation and can also
increased through improves
employee morale.
 BENEFITS OF A STRONG EMPLOYMENT
RELATIONS
2. EMPLOYEE LOYALTY
it creates a drastic effect on a
employee’s commitment to the firm,
to encourages a loyal workforce. It
also improves employee retention, in
doing high cost of recruitment, hiring
and training.
 BENEFITS OF A STRONG EMPLOYMENT
RELATIONS
3. CONFLICT REDUCTION
When a work environment is efficient and
friendly, the extent of conflict within the
workplace is reduced. Fewer conflict results in
the employees being able to concentrate on
the tasks at hand and they are more
productive.
 REWARDS SYSTEM

it is designed for employee

development and raising motivation
with the purpose if achieving better
and more visible results.
Thank You
For Your Attention