1.

HR PLANNING
2. HR RECRUITING
3. HR SELECTION
4. HR PLACEMENT
 WHAT IS STAFFING AND ITS PROCESS?

 Staffing is when you fill a business or organization with the appropriate staff members
to take on specific responsibilities.
 Therefore it is very important that each and every person should get right position in the
organization so as to get the right job, according to their ability, talent, aptitude, and
specializations so that it will help the organization to achieve the pre-set goals in the proper
way by the 100% contribution of manpower.

What Is The Main Objective Of Staffing?

 To build your organization with a strong team to complete the assigned roles and tasks to a good
standard.

 It’s vital that you recruit the right people as they will have a direct impact and will be
representing your brand. Their work and actions can determine how well you perform as a
business, so it’s important to have a strong workforce environment.
 COMPARE THEIR PRESENT STATE OF THE ORGANIZATION WITH THEIR FUTURE COALS. THEN
IDENTIFIES THE CHANGES IT MUST MAKE IN HR TO MEET THOSE GOALS:
FORECAST LABOR DEMAND & LABOR SUPPLY

Human resource
planning is the
ongoing process of
systematic planning
to achieve optimum
use of an
organization's human
resources
THE STRENGHTS &
WEAKNESSES OF
THEIR EXISTING HR.
 WHAT IS HUMAN RESOURCE PLANNING?

 Human Resource Planning (HRP) is the

process of forecasting the future
human resource requirements of
the organization and determining
as to how the existing human
resource capacity of the
organization can be utilized to
fulfill these requirements.
 It is the HRP process which helps the
management of the organization in
meeting the future demand of
human resource in the organization with
the supply of the appropriate people in
appropriate numbers at the appropriate
time and place.
 HRP is essential in successfully achieving
the strategies and objectives of
organization.
WORFORCE PLANNING
 PLANNING PROCESS

1.Current HR Supply: Assessment of the current human resource

availability in the organization is the foremost step in HR Planning.
2.Future HR Demand: Analysis of the future workforce requirements of
the business is the second step in HR Planning.
3.Demand Forecast: Next step is to match the current supply with the
future demand of HR, and create a demand forecast..
4.HR Sourcing Strategy and Implementation: After reviewing the
gaps in the HR supply and demand, the HR Consulting Firm develops
plans to meet these gaps as per the demand forecast created by them.
 Breaking the job into relatively easier
sub-parts with the intention to enhance
the individual’s productivity by
minimizing the physical and mental
efforts required to perform a complex
job.

An employee is shifted from one job role

to the other, with the purpose of
familiarizing him with all the verticals of an
organization.

To increase the satisfaction among the

employees by delegating higher
authority and responsibility to them
and thereby enabling them to use their
abilities to the fullest.

The horizontal expansion of jobs wherein more and more

activities, and tasks are added to the existing job scope at
the same level in the organization.
 What is the main difference between job
analysis and job design?
1. Job analysis is the study of jobs as
currently performed;
2. Job design is concerned with changing job
structures to improve efficiency.
JOB ANALYSIS METHODS
 WHAT DO
EMPLOYERS
LOOK FOR IN
A JOB?
 HR. RECRUITMENT
• Recruitment is the process of finding
candidates for the vacant position and
encouraging them to apply for it.
• Involves searching for and obtaining qualified
job candidates in such numbers that the
organization can select the most
appropriate person to fill its job needs.
• It is the set of activities used to obtain a pool
of qualified job applicants.
•
•
 SOURCES AND METHOS FOR OBTAINING JOB
APPLICANTS
INTERNAL SOURCES
1. Promotions
2. Transfers
3. Job rotation
4. Rehires & recalls
INTERNAL METHODS
1. Job posting
2. linkedin
3. Employment websites
 HR. SELECTION
• Selection means choosing the best
candidate from the pool of
applicants and offering them the
job.
• It is the process of gathering legally
defensible information about job
applicants in order to determine
who should be hired for long or
short term positions
 SELECTION TESTS
THE MOST COMMON TYPES OF
WRITTEN TEST MEASURE ABILITY
 HR. SELECTION INTERVIEW

The reliability and usefulness of

the interview really depend on
several factors:
1. DEGREE OF STRUCTURE
2. JOB RELEVANCE
3. SYSTEMATIC SCORING
4. NUMBER OF INTERVIEWERS
5. TRAINING
•
 PRELIMINARY INTERVIEW
Telephone interviews (video/teleconferencing)
• For positions that are likely to attract
overseas candidates it may be
necessary to conduct initial discussions
via telephone or video.
• Telephone interviews are normally used to
make a preliminary assessment of a
candidate.
• When conducting the interview, be aware
that the applicant is relying on clear
and specific verbal feedback in the
absence of non-verbal cues.
Reference & Background Checks
In the application form, the
candidate is asked to give the
names of 2 references.
If the candidate qualifies for the
interview then the organization
prefers to check with the
references about the personal
character of the candidate.
 MEDICAL, PHYSICAL AND POLYGRAPH TESTS
The medical exam is also a
very important step in the
selection process.

Medical exams help the

employers know if any of
the potential candidates
are physically and mentally
fit to perform their duties
in their jobs.
 Making your final hiring
decision: PLACEEMENT
Placement refers to the process
of connecting the selected
person and the employer in
order to establish an ongoing
employment relationship. In this
step the employee is given the
activities he/she needs to
perform and is told about
his/her duties.