STAFFING
1 Define Staffing.
Staffing is that part of the process of management which is concerned with obtaining, utilising and maintaining a satisfactory and satisfied work force.
2 State the benefits of staffing.
• Helps in discovering and obtaining competent personnel for various jobs;
• Makes for higher performance, by putting right person on the right job;
• Ensures the continuous survival and growth of the enterprise through the succession planning for managers.
• Helps to ensure optimum utilisation of the human resources.
• Improves job satisfaction and morale of employees through objective assessment and fair reward for their contribution.
3 What does Human Resource Management include and state its duties?
Human Resource Management includes many specialised activities and duties which the human resource personnel must perform.
These duties are:
• Recruitment i.e., search for qualified people
• Analysing jobs, collecting information about jobs to prepare job descriptions.
• Developing compensation and incentive plans.
• Training and development of employees for efficient performance and career growth.
• Maintaining labour relations and union management relations.
• Handling grievances and complaints.
• Providing for social security and welfare of employees.
• Defending the company in law suits and avoiding legal complications.
4 Explain the steps or stages in the process of Staffing.
1) Estimating the Manpower Requirements:
• Various job positions are created. For the performance of each job there is a need to appoint person with a specific set of educational qualifications, skills, prior experience and so on.
• Thus, understanding manpower requirements is not merely a matter of knowing how many persons we need but also of what type.
2) Recruitment:
• Recruitment may be defined as the process of searching for prospective employees and stimulating them to apply for jobs in the organisation.
• Both internal and external sources of recruitment may be explored. Internal sources may be used to a limited extent. For fresh talent and wider choice external sources are used.
3) Selection:
• Selection is the process of choosing from among the pool of the prospective job candidates developed at the stage of recruitment.
• The selection process serves two important purposes: (i) it ensures that the organisation gets the best among the available, and (ii) it enhances the self -esteem and prestige of those selected and conveys to them the seriousness with which the things are done in the organisation.
4) Placement and Orientation:
• The employee is given a brief presentation about the company and is introduced to his superiors, subordinates and the colleagues. He is taken around the workplace and given the charge of the job for which he has been selected.
• Orientation is, thus, introducing the selected employee to other employees and familiarising him with the rules and policies of the organisation. Placement refers to the employee occupying the position or post for which the person has been selected.
5) Training and Development:
• Every one must have the opportunity to rise to the top. The best way to provide such an opportunity is to facilitate employee learning.
• Organisations have either in house training centers or have forged alliances with training and educational institutes to ensure continuing learning of their employees.
• By offering the opportunities for career advancement to their members, organisations are not only able to attract but also retain its talented people.
6) Performance Appraisal :
• Performance appraisal means evaluating an employee’s current and/or past performance as against certain predetermined standards.
• The performance appraisal process, therefore, will include defining the job, appraising performance and providing feedback
7) Promotion and career planning :
• Managers need to design activities to serve employees’ longterm interests also. They must encourage employees to grow and realise their full potential.
• Promotions are an integral part of people’s career. They refer to being placed in positions of increased responsibility, mean more pay, responsibility incentives, commissions and and job satisfaction. bonuses and indirect payments like employer paid insurance
8) Compensation :
• Compensation refers to all forms of pay or rewards a worker may be paid according to performance of the employees.
• It may be the number of units produced byin the form of direct financial him/her. There are many methods payments like wages, salaries, to calculate the compensation under various incentive plans to reward performance.
5 What is Recruitment?
• Recruitment refers to the process of finding possible candidates for a job or a function. It has been defined as ‘the process of searching for prospective employees and stimulating them to apply for jobs in an organisation.’
• Sources of Recruitment :
Internal Sources: There are two important sources of internal recruitment, namely, transfers and promotions.
(i) Transfers: It involves shifting of an employee from one job to another, one department to another or from one shift to another, without a substantivechange in the responsibilities and status of the employee. It may lead to changes in duties and responsibilities, working condition etc., but not necessarily salary. Transfer is a good source of filling the vacancies with employees from overstaffed departments. It is practically a horizontal movement of employees.Shortage of suitable personnel in one branch may be filled through transfer from other branch or department.
(ii) Promotions: Business enterprises generally follow the practice of filling higher jobs by
promoting employees from lower jobs. Promotion leads to shifting an employee to a higher
position,
carrying higher responsibilities, facilities, status and pay. Promotion is a vertical shifting of
employees.
6 State the Merits and demerits of Internal Sources.
Merits of Internal sources:
• Employees are motivated to improve their performance. A promotion at a higher level may lead to a chain of promotion at lower levels in the organisation.
• Internal recruitment also simplifies the process of selection and placement. The candidates that are already working in the enterprise can be evaluated more accurately and economically.
• Transfer is a tool of training the employees to prepare them for higher jobs. Also people recruited from within the organisation do not need induction training.
• Transfer has the benefit of shifting workforce from the surplus departments to those where there is shortage of staff.
• Filling of jobs internally is cheaper as compared to getting candidates from external sources.
Demerits of Internal Sources
• The scope for induction of fresh talent is reduced. Hence, complete reliance on internal recruitment involves danger of inbreeding’ by stopping ‘infusion of new blood’ into the organization.
• The employees may become lethargic if they are sure of timebound promotions;
• A new enterprise cannot use internal sources of recruitment. No organisation can fill all its vacancies from internal sources;
• The spirit of competition among the employees may be hampered; and
• Frequent transfers of employees may often reduce the productivity of the organisation.
7 Explain the most commonly used External sources of recruitment.
• Direct Recruitment: Under the direct recruitment, a notice is placed on the noticeboard of the enterprise specifying the details of the jobs available. Jobseekers assemble outside the premises of the organisation on the specified date and selection is done on the spot. The practice of direct recruitment is followed usually for casual vacancies of unskilled or semiskilled jobs.
• Casual Callers: Many reputed business organisations keep a database of unsolicited applicants in their offices. Such jobseekers can be a valuable source of manpower. A list of such jobseekers can be prepared and can be screened to fill the vacancies as they arise.
• Advertisement: Advertisement in newspapers or trade and professional journals is generally used when a wider choice is required. Most of the senior positions of industry as well as commerce are filled by this method.
• Employment Exchange: Employment exchanges run by the Government are regarded as a good source of recruitment for unskilled and skilled operative jobs. Employment exchanges help to match personnel demand and supply by serving as link between jobseekers and employers.
• Placement Agencies and Management Consultants: In technical and professional areas, private agencies and professional bodies appear to be doing substantive work. Placement agencies provide a nationwide service in matching personnel demand and supply. Such agencies charge fee for their services and they are useful where extensive screening is required.
• Campus Recruitment: Many big organisations maintain a close liaison with the universities, vocational schools and management institutes to recruit qualified personnel for various jobs. Recruitment from educational institutions is a well established practice of businesses. This is referred to as campus recruitment.
• Recommendations of Employees: Applicants introduced by present employees, or their friends and relatives may prove to be a good source of recruitment. Such applicants are likely to be good employees because their background is sufficiently known.
• Labour Contractors: Labour contractors maintain close contacts with labourers and they can provide the required number of unskilled workers at short notice. Workers are recruited through labour contractors who are themselves employees of the organisation.
• Advertising on Television: The practice of telecasting of vacant posts over Television is gaining importance these days. The detailed requirements of the job and the qualities required to do it are publicised alongwith the profile of the organisation where vacancy exists.
• Web Publishing: Internet is becoming a common source of recruitment these days. There are certain websites specifically designed and dedicated for the purpose of providing information about both job seekers and job opening. In fact, websites such as ww.naukri.com, www. jobstreet.com etc., are very commonly visited both by the prospective employees and the organisations searching for suitable people.
Sub Topic: Induction Training
Induction training is a type of training given to help a new employee in settling down quickly into the job by becoming familiar with the people, the surroundings, the job and the business. The duration of such type of training may be from a few hours to a few days.
The induction provides really a good opportunity to socialize and brief the newcomer with the company’s overall strategy, performance standards etc. If carefully done, it saves time and cost (in terms of effectiveness or efficiency etc.).
Please click on below link to download CBSE Class 12 Business Studies Staffing Worksheet Set B
