Staffing

Hithesh kumar

Meaning

Staffing refers to the continuous process of finding, selecting evaluating and developing a working relationship with current or future employees. The main goal of staffing is to fill the avarious roles within the company with suitable candidates.

Process of staffing

• Manpower Planning: Manpower planning is the quantitative and qualitative measurement of the manpower that is required in an organisation. 
• Recruitment: Recruitment is the process of finding the potential employees of an organisation and persuading them to apply for the available positions in the organisation.
• Selection: Selection is the process of shortlisting of potential candidates and eliminating the candidates that are not suitable for the positions available in the organisation.
• Placement: Placement refers to the process of introducing an employee to the job for which he was hired in the organisation.
• Development: Development refers to the opportunity of growth of the employees in the organisation.
• Promotion: Promotion is referred to as the process of giving the employees a raise in salary, designation or both.
• Transfer: Transfer is the process of shifting of an employee from one position to another in the organisation without any monetary benefit, or any increase in the responsibilities.
• praisal: Appraisal is the process of checking the progress of the work done by the subordinates.
• Determination of Remuneration : The remuneration of an employee is very important for sustenance

Advantages of staffing

1. It helps in getting the right person for the right position in an organization.

2. It helps in improving the organisational productivity as proper selection process, increases the quality of employees, which coupled with training results in better productivity.

3. It keeps employee morale high and also provides them job satisfaction.

4. It helps in maintaining a harmonious working environment inside the organisation.

​

Recruitment

Recruitment is the process of finding the potential employees of an organisation and persuading them to apply for the available positions in the organisation. If the recruitment process is followed scientifically, then it will result in better wages, high morale and higher productivity among the employees.

Methodes of recruitment

Internal sources

• Transfer- Transfer involves the shifting of an employee from one job to another. At time of transfer, it is ensured that the employee to be transferred to the new job is capable of performing it.
• Promotion- Many companies follow the practice of filing higher jobs by promoting employees who are considered fit for such positions.

External sources

• Direct Recruitment- An important sources of recruitment is direct recruitment by placing a notice on the notice board of the enterprise specifying the details of the jobs available. It is also known as recruitment at factory gate.
• Unsolicited Application- Many qualified persons apply for employment to reputed companies on their own initiative. Such applications are known as unsolicited applications. They serve as good source of manpower.

​

​

• Advertisement- Advertising the job has become a fashion of the day with the large scale enterprises, perticularly when the vacancy is for a higher post or when there are a large number of vacancies. This helps in informing the candidates spread over different parts of the country.
• Employeememt agencies- Employment exchanges are selected private agencies provide a nationwide service in attempting to match personnel demand and supply. They bring the job givers in contact with the job seekers.
• Educational institution- Many big operations maintain a close.liaison with the colleges, vocational institutes and management institutes for recruitment of various jobs.
• Labour Contacters- Workers are recruited through labour contractors who are themselves employees of the organisation.
• Recommendations- Applicants introduced by friends and relatives may be prove to be a good source of recruitment.Indeed, many employers prefer to take such a person because of something about their background is known.

Selection

Selection is the process of shortlisting of potential candidates and eliminating the candidates that are not suitable for the positions available in the organisation. The purpose of selection is to hire the right candidate for the right position, which will lead to efficient running of operations for the organisation.

Process of selection

• Preliminary Interview -This is a very general and basic interview conducted so as to eliminate the candidates who are completely unfit to work in the organisation. This leaves the organisation with a pool of potentially fit employees to fill their vacancies.
• Receiving Applications -Potential employees apply for a job by sending applications to the organisation. The application gives the interviewers information about the candidates like their bio-data, work experience, hobbies and interests.
• Screening Applications - the applications are received, they are screened by a special screening committee who choose candidates from the applications to call for an interview. Applicants may be selected on special criteria like qualifications, work experience etc.
• Employment Tests-Before an organisation decides a suitable job for any individual, they have to gauge their talents and skills. This is done through various employment tests.

Intelligence test- Intelligence tests are used to judge the mental capacity of the applicant.

Aptitude test- Aptitude means the potential which an individual has for learning the skills required to do a job efficiently.

​

Profficiency tests- It designesd to measure the skills already aquried by the individuals. They also known as performance, occupational or trade test.

Intrest test- Intrest test identify patterns of interest in those ares in which the individual shows special concern, fascination and involvement.

Personlity test- Personality tests probe for the qualities of the personality as a whole, the combination of aptitude, intrest and usual mood and temperament

Interview- It is used to secure more information about the candidate like to find out the suitability of the candidate, to seek the more information about the candidate and to give him accurate picture of the job with detail terms and conditions and some idae of organisational policies.

• Medical Examination- The pre- employment physical examination or medical test is essencial because it serves to ascertain the applicant’s capabilities to meet the requirements; it servers to protect the organisation against the unwarranted claims against the workmen’s componsation act or against the law of suits or damages; and it helps to prevent the communicable deseases entering the organisation
• Reference Checking- Prior to the final selection, the prospective employer normally makes an investigation on the reference supplied by the applicants like education personal reputation, finacial condition , policy record etc.
• Final Selection- After a candidate has cleared all hurdles in the selection procedure, he is formally appinted by issuing him an appointment letter by concluding with him a agreement.

Placement

The candidates selected for appointment are to be offered specific jobs. There must be matching between the requirements of the job and the qualities of the employee concerned.

Placement: Placement refers to the process of introducing an employee to the job for which he was hired in the organisation. The employee will be provided with a basic orientation about the company and its work areas.

​

Placement

• Transfer- Transfer means shifitng of an employee from one job to another one uniti to another, or one shift to another and may involve a new geographical location.

Types of transfers

1. Production transfer – When there is a need of manpower in one department and there is surplus manpower in the other.
2. Remedial Transfers – These transfers are made to ratifiy the situation caused by faulty selection and payment procedures.
3. Versatile transfers – These are helps to increase versatility of the Employees from one job to another and one department to another.
1. Promotion – It involves placement of an employee to a position having higher pay, increased responsibilities, more privileges, increased benefits and greater opportunities.

Training and development

Training is the process of providing the newly recruited employees an idea about the type of work that they are going to do and how to do that. This falls under the training department.

training is an essential part of hiring as it helps keep the employees updated on the way of work in an organisation. Also due to advances in technology, newer technologies will evolve, that makes it necessary for employees to be updated with the latest development.

Development refers to the opportunity of growth of the employees in the organisation. The organisation must provide ample opportunities for the development of the employees, without which the employees may become frustrated

Methodes Of Training

On The Job Training

This is the most common method of training in which a trainee is placed on a specific job and taught the skills and knowledge necessary to perform it.

• Job rotation- This training method involves movement of trainee from one job to another gain knowledge and experience from different job assignments. This method helps the trainee under­stand the problems of other employees.
• Coaching Underr this method, the trainee is placed under a particular supervisor who functions as a coach in training and provides feedback to the trainee. Sometimes the trainee may not get an opportunity to express his ideas.
• Special Projects- special project assignments denote a highly useful training technique, under which trainees are assigned a project that is closely related to their jobs. Sometimes, a number of trainee executives are put together to work on a project directly related to their functional areas. 
• Commitee Assignment- Under this method, an ad hoc committee is constituted and assigned a subject to discuss and make recommendations. Th committee has assigned objectives and responsibilities related to the work of organization.

​

Off the job training

Off-the-job training is conducted in a location specifically designated for training. It may be near the workplace or away from work, at a special training center or a resort Conducting the training away from the workplace minimize distractions

• Special courses- The executives may be required to attend special courses which are formally organised by the enterprise with the help of experts from educational institutions.
• Case study- It is a written description of an actual situation in the past in same organisation or somewhere else and trainees are supposed to analyze and give their conclusions in writing. 
• Role playing- During a role play, the trainees assume roles and act out situations connected to the learning concepts. It is good for customer service and training. This method is also called ‘role-reversal’, ‘socio-drama’ or ‘psycho-drama’.
• Conference- A conference is a group meeting conducted according to an organised plan in which the members seek to develop knowledge and understanding by obtaining a considerable amout of oral participation.
• Management games- Trainees divide into five- or six-person groups, each of which competes with the others in a simulated marketplace. Each group typically must decide, for example. how much to spend on advertising.how much to produce,how much inventory to maintain, 

​

Performance Appraisal

A performance appraisal is a regular review of an employee's job performance and overall contribution to a company. Also known as an annual review, performance review or evaluation, or employee appraisal, a performance appraisal evaluates an employee's skills, achievements, and growth--or lack thereof.

Methods Of Performance Appraisal

• Unstructured Appraisal- Under this, the appraiser is required to write down his impression about the person being appraised in an unstructured way.
• Ranking- Ranking is a simple process of planning employees in a rank according to their job performance. It permits comparison of all employees in any single rating group regardless the type of work. The other difficulty wa this methode is that it does not indicate the degree of difference between the first man and second man and so on.
• Forced distribution- The forced distribution system is devised to force the appraiser to fit the employees being appraised into pre-determined range of scale. This method obviously eliminates the room for subjective judgement on the part of supervisors.
• Graphic rating scale- Under this method, scales are established for a number of specific facores and qualities. Five degree are established for each factor and general definition appear at points along the scale.
• Critical incident- It means a significant act by an employee exceeding or filing any of the requirements of his job.

Internal mobility

Internal mobility refers to the movement of employees across different roles within an organization. Publications throughout the industry, including Harvard Business Review, Forbes, and SHRM agree that internal mobility is the most efficient path towards organizational success.

We can also give following examples for internal mobility

1. Promotion
2. Transfer

Internal mobility

Advantages of internal mobility

• Reduce the time to hire
• Need not give much instructions about the company
• Cost less
• Strengthen Employees Engagement

Disadvantage of internal mobility

• Leave a gap in your existing workforce
• Create resentment among employees and managers
• Limit your pool of applicants
• Result in inflexible culture

Leadership

Leadership is the art of motivating a group of people to act toward achieving a common goal. In a business setting, this can mean directing workers and colleagues with a strategy to meet the company's needs.

Features of leadership

1. Increase productivity.
2. Retain your people.
3. Increase employee engagement.
4. Make better decisions.
5. Implement an effective leadership style.

Qualities of a good leader

• Vision- Perhaps the greatest quality any leader can have is vision - the ability to see the big picture of where the organization or team they are working within is headed, what it's capable of, and what it will take to get there.
• Inspiration- This means maintaining a positive yet realistic presence within the organization helping team members stay motivated and engaged, and remember what it is that they are working for.
• Strategic & Critical Thinking- A good leader will be able to think critically about the organization or team they work within, and develop a clear understanding of its strengths, weaknesses, opportunities, and threats 
• Interpersonal communication -It means being able to demonstrate empathy, engaging in active listening, and building meaningful working relationships with those around you, whether they are a peer or a direct report.
• Authenticity & Self-Awarenes - one of the key ways to become a great leader is to be self-aware enough to understand your strengths and your flaws, and to build an authentic leadership style that's true to who you are and how you do your best work. 

​

Qualities of a good leader

• Open-Mindedness & Creativity- Being a good leader means being open to new ideas, possibilities, and perspectives, and understanding that there's no "right" way to do things
• Flexibility- Leadership also means being adaptable and nimble when the situation calls for it. Nothing ever goes according to plan - whether you encounter minor roadblocks or large obstacles, you will need to be prepared to stop, reassess, and determine a new course of action
• Responsibility and dependability- This means displaying those traits in your individual work, but also demonstrating them in your interactions with others. 
• Patience & Tenacity- A good leader knows how to take the long view, whether it's of a strategy, a situation, or a goal. Being able to take on any bumps in the road and persist on without getting frustrated or defeated is key—from small projects to corporate vision, patience is a trait that is essential to strong leadership.
• Continues improvement- They'll always be willing to help team members find ways to develop new skills or improve upon a weakness, be able to identify and implement strategies for helping the organization as a whole grow, and, perhaps most importantly, be able to look inward and identify the areas they would like to work on - and then act on them.

Types of leadership

• Autocratic leadership - With an autocratic approach, leaders take complete control and tend to make decisions for the team, rather than asking for their input. Work is fairly structured and there is little room for creativity or innovative thinking.
• This type of leader can make quick decisions for their team as they are solely in charge. Also, there is a clear line of demand if an employee wants to raise a query or issue.
• However, if a leader discourages input from their employees, this may have a negative impact on team morale and create resentment. People have different levels of expertise and the leader could easily ignore the solution from a team member due to their reluctance to ask others for ideas.

​

Types of leadership

• Democratic leadership - Members of the team take a more collaborative approach with democratic leadership. Unlike autocratic leadership, creativity is encouraged and even rewarded with this type of leader.
• As more ideas are flowing around the team, group members are more committed, meaning productivity is higher.
• On the other hand, some team members may not have the industry expertise to contribute to the decision making. Also, select employees may feel like their input is overridden by other members of the team or simply ignored, which could lower morale.

​

Types of leadership

• Laissez-fair leadership - Laissez-faire is a French term that translates to ‘leave alone’, as that is essentially what the leader does. They take a hands-off approach, giving the group members complete freedom to make decisions.
• This type of leadership would benefit a team who are highly skilled and value their own independence, rather than having someone micro-manage every task.
• However, a big disadvantage of this type of leadership is that the leader isn’t technically leading. It could be perceived that they are avoiding their responsibility and may not take accountability for their team, blaming individuals if a task goes wrong.

​

Types of leadership