Staffing & Recruitment

STAFFING
By- FFMs
Sonali Subhadarshini
Abhijit Nayak
Bibek Kumar
Tanushree Behera
Gayatri Bhatta
Under the guidance of:
Prof. Sainik Som

Contents
Definition
Concept
Objective
Need
Process
Human Resource planning
Recruitment
Disadvantages
Advantages
Compensation
Methods of training
Training
Selection tests
Methods of selection
Factors influencing recruitment
Sources of recruitment

Definition
 The process involved in identifying, assessing, placing,
directing and evaluating individuals at work is called
staffing.
 Staffing involves matching jobs with people.

Concept
 Focuses on recruitment and selection.
 Right people, right job, right compensation.
 Important function of human resource management.
 Deals with living, thinking and feelings of people.
 Continuous function for growth of an organisation

Objective
Primary Objective:
 To know the effectiveness of recruitment and selection process in an organisation.
Secondary Objective:
 To know the importance of human resource planning.
 To understand the function and process of recruitment.
 To know the methods of selection.
 To understand importance of training and compensation.

Need!
 To increase the effectiveness of different
recruiting techniques and sources for all types of
job applicants in the organization.
 To identify the various sources of recruitment.
 To obtain number of efficient employees in order to help the organisation to achieve its goals
and objective.

Process
TransferSeparation
Performance
appraisal
Training and
development
Induction
and
orientation
SelectionRecruitment
Man power
planning

Human Resource planning
The process of ensuring the right number and kinds of employees, at right place, at right time,
capable of effectively and efficiently competing those tasks that help the organisation achieve its
goals.
Objective:
 Optimum utilization of available human resource.
 Forecast future skill requirement of the organisation.
 To design management development programme.

Human resource planning (contd.)
Benefits:
 Reduces labour turn over.
 Reduces cost of recruitment.
 Give emphasis on training and development.
 Efficiency of employees as well as the organisation increases.
Functions:
 To indicate how many people to be selected.
 To decide number of people to be promoted.
 To know number of employees to retire.
 To maintain manpower information system.

Recruitment
Function:
 Locate the source of manpower.
 Hire right people, for right post in right time.
 Determining the present and future manpower requirement.
 To keep under qualified and over qualified people away from selection through proper
selection criteria.
 Enhance effectiveness of the organisation through effectiveness of employees.

Recruitment (contd.)
Process:
 Defining the job and its required specification.
 Establishing the profile of the required persons.
 Making vacancy known to candidates and sources.
 Receiving the documenting application.
 Designing and using the application form.
 Selecting the candidates.
 Final checks and notification.
 Induction.

Sources of recruitment
• Internal
• External
 Transfer.
 Promotions.
 Job rotation.
 Re-employment of ex-employees.
 Employee exchanges.
 Advertisement.
 Employee agencies.
 Employment at factory level.

Internal source
Benefits:
 Improves the moral of employees.
 Employees get social recognition.
 Employees familiar with organisation are familiar with the
policies and practices of the same in a different place.
 Recruitment cost is low.
 Promotes loyalty among employees.

Internal source (contd.)
Limitations:
 Discourages new people entering the organisation.
 Difficult to find required manpower.
 Source is limited.
 Assured promotion reduces employee’s focus on their development.
 Reduction of organisation efficiency.

External source
Benefits:
 More innovative, dynamic and experienced employees.
 Large pool of candidates to choose.
 Chances of getting worthy candidates.
 Young and challenging employees are employed.
 Competitive spirit amongst employees is developed.

External source (contd.)
Limitations:
 Costlier than internal source.
 Turnover increases.
 Dissatisfaction among internal candidates increases.
 Orienting new employees consumes time.

Factors influencing recruitment
• Strategic plans:
 Generating the required human resources.
 Investing in human resource development and performance.
• Organizational policies:
 Ensuring Safe Work Environments
 Sustaining High-Performing Employees.
• Recruitment Criteria:
 Candidate’s personality and charisma.
 Communication skills and the knowledge of foreign languages are also very important.

Methods of selection
 Initial screening interview.
 Completion of application form.
 Employment tests.
 Comprehensive interview.
 Background investigation.
 Physical examination.
 Final employment decision.

Selection tests
 Performance test.
 Intelligence test.
 Aptitude test.
 Personality test.
 Situational test.
 Group discussion.
 Personal interview.

Training
Objective:
 Training increases the skill set of employees.
 Training helps in organisational output.
 Trained employees perform better than non-trained
employees.
 Reduces the employment turnover and high profit.
 Helps for optimum utilization of resources.

Methods of training
On-the-job training method:
 Apprenticeship.
 Job rotation.
 Internship.
 Delegation.

Methods of training (contd.)
Off-the-job training method:
 Case study method.
 Vestibule training.
 Lecture method.

Simulation (ACMEE)
A WHY (Aim of the training.)
C WHAT (Content of the training.)
M HOW TO (Methods of training.)
E WHERE AND WHO (Execution of training.)
E HOW WAS (Evaluation of the training programme.)

Compensation
Function:
 Attract. Retain and motivate employees.
 Decides number and type of people needed.
 Motivates employees to put their best effort.
 Increases productivity of employees.
 Acts as a reward.

Compensation (contd.)
Objective:
 Motivate and encourage high quality work from employees.
 Discourage overtime work by the employees.
 Increase the satisfaction level of employees.
 Recognize individual capability and proficiency.

Structure:
 Capability of the organisation to pay.
 Cost of living in city/town.
 Productivity of employee.
 Requirements of the job.

Good compensation plan:
 Payment calculation should be as per work and experience.
 Attract, retain and motivate workers.
 Meet basic as well as upper needs of workers.
 Based on merits.

Advantage
 Growth of enterprise.
 Placing right candidate at right job.
 Increasing competitive environment.
Example:
Mindfire opened its Bhubaneswar branch in 2009. from the very beginning it had only 55
employees but all of them were capable of enhancing the company’s growth. This shows that the
proper recruitment trends to growth of company because of right candidates for right job. Now a
days it has almost 200 employees with excellent skill of software development as compare to
other companies.

Disadvantage
 Backdoor process.
 Recruiting over qualifies and under qualifies candidates.
Example:
Sometimes the unskilled candidates are chosen by the backdoor process, who may unfit to
organisational need and goal instead of the skilled person who is unable to pay.

“People are definitely a company’s greatest asset. It doesn’t make any difference whether the
product is CAR or COSMETICS. A company is only as good as the people it keeps…”
- Mary Kay Ash

Staffing & Recruitment

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