8/8/2019 HRM(10mks)

http://slidepdf.com/reader/full/hrm10mks 1/9

8/8/2019 HRM(10mks)

http://slidepdf.com/reader/full/hrm10mks 2/9

Just like the other managerial functions, the function of staffing may be viewedas a process consisting of certain well-recognised activities. These activities are

also called elements. The activities which make up the process of staffing are

given below:

Man Power Planning Job Analysis Recruitment Selection Placement & Orientation

Training Performance Appraisal promotion & career planning Compensation Separation

Process of Staffing

8/8/2019 HRM(10mks)

http://slidepdf.com/reader/full/hrm10mks 3/9

Man power planning is the process by which an organization ensuresthat it has the right number and the right quality of people at right

place and at right time.

Steps:

Assessing current manpower situation

Forecasting future manpower requirements

Projecting supply of future manpower

Comparing forecast needs with projected supply to determine-

-Net employee requirements

Planning policies and programmes to meet manpower requirements

Evaluating manpower planning effectiveness

8/8/2019 HRM(10mks)

http://slidepdf.com/reader/full/hrm10mks 4/9

Man power planning flows in and out of an organization due to a variety of 

reasons as shown below:

Transfer out

Retirement

Voluntary Retirement

Discharge/Termination

Resignations

Retrenchment

Transfer in

Recruits in

Promotions out

Promotions In

8/8/2019 HRM(10mks)

http://slidepdf.com/reader/full/hrm10mks 5/9

Job analysis is the process of gathering, analyzing, and synthesizinginformation regarding the operations, duties and responsibilities of a specific

 job. There are two major aspects of job analysis:

Job description ,and,

Job specification

Job analysis refers to the careful study of each job to determine the following:

Tasks and responsibilities involved in a specific job.

Relation of one job to other jobs.

Conditions under which job performance is carried on, and,

Personal capabilities which a job holder must possess to performthe job efficiently such as:

Personality

Experience

Education qualification etc.

Aptitude and abilities.

8/8/2019 HRM(10mks)

http://slidepdf.com/reader/full/hrm10mks 6/9

Recruitment function is concerned with discovering the sources of 

manpower required and tapping these sources, i.e. attracting the

potential employees to offer their services to the working

organization.

Purpose:

Its purpose is to provide a sufficiently large group of eligible

candidates in order to have wide choice for the organization in

the selection of most suitable candidate.

Nature:

It is a positive activity because it encourages people to apply. For 

this purpose organization is to locate the source and publicise the

specific personnel needs so as to inform and induce the people to

apply for the job in the organisation

8/8/2019 HRM(10mks)

http://slidepdf.com/reader/full/hrm10mks 7/9

There are basically two sources of recruitment ± internal and external. The

various sources of recruitment have been shown below:

 1) Transfer

2) Promotions

3) Lay-off 

 1) Waiting list

2) Recommendations of 

present employee

3) Notices exhibited

4) Factory gate

5) Jobbers and contractors6) Personnel consultants

7) Colleges, university etc.

8) Employment exchanges

9) Media advertising

I nternal Source External Source

Sources of Recruitment 

8/8/2019 HRM(10mks)

http://slidepdf.com/reader/full/hrm10mks 8/9

8/8/2019 HRM(10mks)

http://slidepdf.com/reader/full/hrm10mks 9/9