Principles of Management

What is Staffing?
• Staffing can be defined as one of the most
important functions of management.
• It involves the process of filling the vacant
position of the right personnel at the right job,
at right time.
• Hence, everything will occur in the right
manner.
• 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.
 Functions of Staffing
1. The first and foremost function of staffing is
to obtain qualified personnel for different
jobs position in the organization.
2. In staffing, the right person is recruited for
the right jobs, therefore it leads to maximum
productivity and higher performance.
3. It helps in promoting the optimum utilization
of human resource through various aspects.
4. Job satisfaction and morale of the workers
increases through the recruitment of the
right person.
5. Staffing helps to ensure better utilization of
human resources.
6. It ensures the continuity and growth of the
organization, through development managers.
 Importance of Staffing
Efficient Performance of Other Functions
• For the efficient performance of other functions
of management, staffing is its key.
Optimum Utilization of Human Resources
• The wage bill of big concerns is quite high. Also, a
huge amount is spent on recruitment, selection,
training, and development of employees.
• To get the optimum output, the staffing function
should be performed in an efficient manner.
Building Higher Morale
• The right type of climate should be created for
the workers to contribute to the achievement
of the organizational objectives.
Development of Human Capital
• Another function of staffing is concerned with
human capital requirements. Since the
management is required to determine in
advance the manpower requirements.
 Manpower Planning
• Manpower Planning which is also called as
Human Resource Planning consists of putting :
• Right number of people, right kind of people
at the right place, right time, doing the right
things –
• For which they are suited for the achievement
of goals of the organization.
• Human Resource Planning has got an important
place in the arena of industrialization.
• Human Resource Planning has to be a systems
approach and is carried out in a set procedure.
The procedure is as follows:
Analysing the current manpower inventory-
Before a manager makes forecast of future
manpower, the current manpower status has to
be analysed. For this the following things have to
be noted-
– Type of organization
– Number of departments
– Number and quantity of such departments
– Employees in these work units
• Once these factors are registered by a manager,
he goes for the future forecasting.
Making future manpower forecasts-
Once the factors affecting the future manpower
forecasts are known, planning can be done for
the future manpower requirements in several
work units.
• The Manpower forecasting techniques commonly
employed by the organizations are as follows:
• Expert Forecasts, Trend Analysis, Work Load
Analysis, Work Force Analysis.
Developing employment programmes-
• Once the current inventory is compared with
future forecasts, the employment
programmes can be framed and developed
accordingly, which will include recruitment,
selection procedures and placement plans.
Design training programmes-
• These will be based upon extent of
diversification, expansion plans, development
programmes, etc.
• Training programmes depend upon the extent
of improvement in technology and
advancement to take place.
• It is also done to improve upon the skills,
capabilities, knowledge of the workers.
Importance of Manpower Planning
1. Key to managerial functions
2. Efficient utilization
3. Motivation
4. Better human relations
5. Higher productivity
 Job Design
• Job design is the process of specifying the
duties and responsibilities that will be
included in employees' roles.
• Human Resource (HR) managers aim is to
design work duties specific to the individual so
that it allows the employee to maximize their
performance and stay engaged and motivated.
 Elements of job design

• The main elements of job design that HR managers are

concerned with include:
• Tasks that employees are expected to perform in the set
time.
• Motivation - the jobs should be designed in a way that
brings motivation to employees to do their job.
• Resource allocation - the company should allocate their
resources effectively and efficiently to the specific job role,
as appropriately allocated resources can influence
innovation.
• Reward systems - both monetary and non-monetary
rewards should be incorporated into the job design as they
can motivate employees to perform better.
 Techniques of job design
• Job simplification - This means splitting one big task
into smaller parts.
• Job rotation - This is the process in which employees
are shifted from one duty to another.
• Job enrichment - This technique allows employees to
have more authority and accountability in the
organization.
• Job enlargement - This is when more duties and tasks
are added to the job role horizontally, meaning that
even though the variety of duties and tasks will
increase the employees will stay at the same
hierarchical level.
 Importance of job design

• An effectively designed job communicates all the

duties involved in the role clearly to employees so that
they understand their responsibilities and
expectations.
• A well-designed job should be structured following key
elements that involve task, motivation, resource
allocation and rewards.
• The key benefit of a well-designed job is that it will
have a positive impact on organizational goals and
objectives.
• Motivated and skilled employees are more likely to
achieve set targets.
 Recruitment and selection
• Recruitment is the process of attracting
qualified candidates for a job role and
Selection is the process of identifying and
selecting the right candidate for that job.
• Recruiting involves multiple stakeholders
including senior level employees in your company
and can cost a lot in terms of time and money.
• A few things to keep in mind to enable a smooth
hiring experience:
Integrate job postings with job description:
• Create a database of job postings and link
vacancies to well defined job descriptions and
skills.
Simplify the application process:
• You want to excite a candidate and sell the job
to them a complex application process puts
off most candidates.
• The application process should work on all
devices including mobiles, allow a seamless
experience and candidates should be able to
register once and submit their resumes to
multiple positions.
Manage your candidates effectively:
• Assign interviewers to shortlisted candidates
and automated reminders to candidates and
interviewers.
Streamline the applicant tracking process:
• Allow recruiters to accept, review and manage
resumes at a single location.
Have a robust on boarding process:
• Improve day-one readiness of new hires
by seamlessly on boarding new employees.
Maintain data on the recruitment process:
• To iteratively improve the recruitment and
selection process, meticulously maintain data
related to different parts of the process.
 Training and Development
• Training and development programs help
employees learn and acquire new skills, as
well as gain the professional knowledge
required to progress their careers.
• Training programs can be created
independently or with a learning
administration system, with the goal of
employee long-term development.
• Common training practices include orientations, classroom
lectures, case studies, role playing, simulations and
computer-based training, including e-learning.
• It can be divided into two types of programs:
Employee Training and Development
A strategic tool for improving business outcomes by
implementing internal educational programs that advance
employee growth and retention.
Management Training and Development
The practice of growing employees into managers and
managers into effective leaders by the ongoing
enhancement of certain knowledge, skills and abilities.
 Why is training and development
important?
• Successful businesses understand that it’s more beneficial and cost-
effective to develop their existing employees instead of seeking out
new talent.
• The top benefits of employee training and development programs
include:
• Increased productivity: When employees stay current with new
procedures and technologies, they can increase their overall
output.
• Reduced micromanagement: If workers feel empowered to
perform a task, they typically require less oversight and work more
independently.
• Train future leaders: Organizations must have a solid pipeline of
well-trained and innovative potential leaders to grow and adapt
over time.
• Increased job satisfaction and retention: Well-
trained employees gain confidence in their
abilities, leading to greater job satisfaction, a
reduction in absenteeism and overall employee
retention.
• Attract highly skilled employees: Top recruits are
attracted to firms with an identifiable career path
based on consistent training and development.
• Increased consistency: Well-organized training
ensures tasks are performed uniformly, resulting
in tight quality control that end users can trust.
• Ability to cross-train: Providing consistent
training creates a knowledgeable team overall
where employees can help train or assist each
other as needed.
• Added innovation: Consistently trained
employees can help develop new strategies
and products, contributing to the company’s
bottom line and continued success.
 Training and development challenges
• Recent articles and industry surveys suggest that a lot
of corporate training may be ineffective. Most training
won’t be fully retained by learners. Businesses must
build a culture of ongoing self-directed, self-motivated
learning with focused distance learning programs and
mobile "just-in-time" training.
• Organizations also have to rethink the larger
framework of what skills will be needed in the near
future. A recent meta-level IBM study predicts that
more than 120 million workers in the world’s twelve
largest economies may need to be retrained in the next
three years because of AI-enabled automation.
Several insights from the study include:
• Skilled humans fuel the global economy: Digital skills
remain vital, but soft skills have become more
important.
• Skills availability and quality are in jeopardy: The
half-life of skills continues to shrink, while the time it
takes to close a skills gap has ballooned, forcing
organizations to find ways to stay ahead of skills
relevancy.
• Intelligent automation is an economic game changer:
Millions of workers will likely require retraining and
learning new skills, and most companies and
countries are ill-prepared for the task.
• Organizational cultures are shifting: The digital
era has introduced the need for a new
business model, new ways of working and a
flexible culture that fosters the development
of critical new skills.
• The study concludes that traditional hiring and
training are no longer as effective, that
different strategies and tactics can have a
strong impact on closing the skills gap.
• Performance Appraisal refers to the regular review of
an employee’s job performance and overall
contribution to a company. Also known as an annual
review, employee appraisal, performance review or
evaluation, a performance appraisal evaluates an
employee’s skills, achievements, and growth, or lack
thereof.
• Companies use performance appraisals to give
employees big-picture feedback on their work and to
justify pay increases and bonuses, as well
as termination decisions. They can be conducted at any
given time but tend to be annual, semiannual, or
quarterly.
 Purpose of Performance Appraisals
• Performance appraisals are usually designed
by human resources (HR) departments as a
way for employees to develop in their careers.
• They provide individuals with feedback on
their job performance, ensuring that
employees are managing and meeting the
goals expected of them and giving them
guidance on how to reach those goals if they
fall short.
• Performance appraisals also help employees
and their managers create a plan for
employee development through additional
training and increased responsibilities, as well
as to identify ways that the employee can
improve and move forward in their career.
Types of Performance Appraisals :
• Most performance appraisals are top-down,
meaning that supervisors evaluate their staff
with no input from the subject. But there are
other types:
• Self-assessment: Individuals rate their job
performance and behavior.
• Peer assessment: An individual’s work group
or co-workers rate their performance.
• 360-degree feedback assessment: Includes input
from an individual, supervisor, and peers.
• Negotiated appraisal: This newer trend utilizes a
mediator and attempts to moderate the
adversarial nature of performance evaluations by
allowing the subject to present first.
• It also focuses on what the individual is doing
right before any criticism is given.
• This structure tends to be useful during conflicts
between subordinates and supervisors.