STAFFIN

{ MANAGEMENT
G
ACTIVITY }
 Group members :

Abhinav jain
Komal redkar
Mayur rahate
Naresh
Prasad sawant
Prachi telwane
STAFFING
Basically STAFFING Means RIGHT PEOPLE at RIGHT
POSITION at RIGHT TIME.

Staffing is the function by which managers build an

organization through the recruitment , selection, and
development of the individuals as capable employees.

DEFINITION
MEANING
NATURE OF STAFFING
 Important managerial function
 Pervasive & continuous activity
 Efficient management of personals
 Helps in placing right person at right job
 Perform by all managers
IMPORTANCE OF
STAFFING

 Key to managerial functions

 Building sound human organisations
 Human resource as an asset
 Increase in productivity
 Implementation of plans
 FACTORS AFFECTING
STAFFING
Internal Factors

External Factors
INTERNAL FACTORS

 Promotion policies
 Support to top management
 Technology used
 Future growth plans
 Image of organization
EXTERNAL FACTORS
 Competition
 Labour policies
 Pressure from socio-political groups
 Education standards
FUNCTIONS OF STAFFING

 Man Power Planning

 Development
 Fixing the Employment Standards
 Sources
 Selection & Placement
 Training
STAFFING PROCESS
Recruitment

Selection

Placement
ELEMENTS OF STAFFING
 Recruitment & Selection
 Interview
 Training& Development
 Performance Appraisal
 Job Analysis
RECRUITMENT
Recruitment is a process of searching
for prospective employees and stimulating
them to apply for job.

DEFINITION
MEANING
SOURCES OF RECRUITMENT

 Internal Sources

 External Sources
INTERNAL SOURCES
Internal
advertiseme
nt
Employee
Retired recommend
ation

Transfe Internal
r sources

Departme
ntal exam
Promotio
n
EXTERNAL SOURSES
External
factors

Management
consultant

Walk in Advertise
interview ment

Campus
recruitment
SELECTION

Selection can be defined as process of choosing

the right person for the right job.

Meaning
Definition
SELECTION PROCESS
Job analysis

advertisement

Application blank/ form

Written test

Interview

Medical examination

Initial job offer

Acceptance/ rejection letter

Final offer/ letter of appiontment

induction
INTERVIEW
Candidates who have successfully cleared the test are
called for an interview. The entire responsibility for
conducting the interview lies with the HR department
i.e. they look after the panel of interviewers,
refreshments, informing candidates etc.

DEFINITION
MEANING
PERFORMANCE APPRAISAL
Performance appraisal defined as the systematic
description of employee’s job relevant, strength,
weakness. Performance appraisal may be conducted once
in every 6 months or once in a year.

DEFINITION
MEANING
PERFORMANCE
APPRAISAL
 Helps in salary increase
 Improves quality of an employee

 Brigs out facilities available in employee

 Minimizes communication gap

 Basis for promotion

 Training needs identified

 Helps In transfer decision

 Grievances of employees eliminated

 Increases Job satisfaction

TRAINING & DEVELOPEMENT

It is any attempt to improve current or future employee performance

by increasing an employee’s ability to perform through learning,
usually by changing the employee’s attitude or increasing his or her
skills and knowledge.

T & D need = Standard performance – Actual performance.

JOB ANALYSIS
 Job analysis is process of studying & collecting information
relating to the operation & responsibility of specific job.

Job analysis

Job Description Job Specification