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L6 Staffing

Staffing is a key function of Human Resource Management (HRM) that involves hiring, retaining, and enhancing employee effectiveness to meet organizational goals. The process includes job analysis, recruitment, selection, training, appraisal, and compensation, with a focus on matching workforce requirements to organizational needs. Effective staffing practices are essential for retaining skilled employees and minimizing turnover, which can disrupt operations and increase training costs.

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13 views

L6 Staffing

Staffing is a key function of Human Resource Management (HRM) that involves hiring, retaining, and enhancing employee effectiveness to meet organizational goals. The process includes job analysis, recruitment, selection, training, appraisal, and compensation, with a focus on matching workforce requirements to organizational needs. Effective staffing practices are essential for retaining skilled employees and minimizing turnover, which can disrupt operations and increase training costs.

Uploaded by

ayesha.nasir.rph
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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STAFFING

DEFINITION
It is one of the activities of Human resource management
HRM is hiring the people, their retention and enhancing their effectiveness in
achieving organizational goals
Planning, identifying work force requirements and recruiting, placing,
promoting, appraising and compensating are the activities of HRM
Its other significant activities includes employees training and
developing job holders so that tasks are accomplished effectively
and efficiently
Filling of organizational roles demands special knowledge and
approaches for selection, appraisal, career planning and manager
development
In some organizations, staffing is delegated to managers as well.
However, in such instances, HRM provides special and valuable
assistance.
PROCESS OF HRM
Various elements of HRM are
1. Job analysis
2. Human resource planning
3. Staffing
4. Development and evaluation
5. Compensation
JOB ANALYSIS
Collection of information's concerning the purpose of specific job, its major
duties, conditions of its performance, and the knowledge, skills and abilities
needed to perform it effectively
It helps in developing the job descriptions
Job description is the strongly related to job specifications
Job specification is statement of education, previous work experience, skills
and abilities required to perform a specific job
Both of these help for complete understanding regarding job and qualifications
required for it
DETERMINATION OF PERSONNEL REQUIRED

In a pharmaceutical industry a number of or variety of personals are required


These includes
1. Teaching personals
2. Skilled
3. Unskilled staff
Organizational workload should be matched with the number of employees
In a small organization, large number of staff will make you
organization to fall
Same is the case if you have large organization and staff is less
The number of personals depends upon
1. Scope and range of products produced
2. Workload
3. Spectrum of duties
4. Degree of automation
STAFFING
Combined activity to attract and select individuals
for positions to achieve organizational goals
RECRUITMENT
Process of finding and attempting to attract potential job candidates
capable of effectively filing job vacancies
For recruiting job description and job specifications are critical
There are two types of recruitments
1. External recruitment
2. Internal recruitment
EXTERNAL
RECRUITMENT
By national news paper , social media etc
External candidates are encouraged to apply and fill the vacant
posts in organizations
INTERNAL
RECRUITMENT
Practice of notifying the vacant post at organization notice board
Some organizations offer individuals on internship training to fill the
vacant post obviously after recognition of one is hardworking, training
and competencies
Both of styles have its merits and demerits
MERITS AND DEMERITS
SELECTION
Process of determining which job candidate best suits organizational
needs
Based on
1. Competency
2. Moral character
For this a job application form is so designed that it contains all the
credentials of newly hired employee
The vital information includes
Personal history
Education
Previous job
Skills etc
Information are matched with job descriptions
Selection interview
Employment test
Simulation exercise (simulating detailing)
Are major selection methods
Interview is an in-depth conversation conducted
For purpose of assessing a candidate's knowledge and capabilities
DEVELOPMENT AND
APPRAISAL
Individuals after selection become part of organization
Interest of an organization and employees go parallel for enhancing
individual knowledge and skills or abilities
A selected individual wants to enhance his experience to enhance his
worth
And organization wants to enhance effective ness of organization
To achieve its purpose organization have different development plans
TRAINING
Training and development is planned effort to facilitate
employees learning of job-related behaviors to improve their
performance
Pharmacists selected for pharmaceutical marketing are
compulsorily trained for their jobs
Training in production is not that necessary as in marketing
department
TYPES OF TRAINING
Various types of training are
1. Orientation training (formal information about that organization and job)
2. Skill training (providing specialized knowledge and developing facility)
3. On job training (learning simultaneously during performance of jobs)
APPRAISING
Expectation for employee performance Appraising is used for
Measuring 1. Merit pay increase
Evaluation and recording the employee 2. Planning for true performance goals
performance relatively to those
expectations 3. Determining training needs

Provision of feedback is also included in 4. Observation of promotional


appraisal potential of employees

Critical for management


COMPENSATION
Direct return or reward in cashable form given to an individual per month
for time worked
Direct returns are wages and payments paid as remuneration for time spent
on working called work time
These consists of basic pay; merit increase and bonuses
Compensation also have some indirect benefits which includes workers
welfare plans, services and income supplements
RETAINING EFFECTIVE
WORKFORCE
Retaining effective work force is a collaborative responsibility of HRM,
administration and management
Employees with learning, experience and acquiring skills become more
valuable
Other organizations want to hire such individuals and individuals also
want to earn some more by joining some other organizations
Quitting one organization and joining other is called as turn over
Turnover of skilled person is harmful for an organization e.g., disruption
temporary of work and difficulty of hiring personals of same capabilities
are some common problems
New employees require to gain same skills and need much time for that
Sometimes excessive training is needed for new employee
Worker’s turnover can be reduced by skill matched compensation and good
employee management relations
Management should allow to effectively handle employees usual
conflicting responsibilities of work and family

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