Staffing & Directing RECRUITMENT PROCESS
Introduction: Staffing
• After an organization's structural design is in place, it needs
people with the right skills, knowledge, and abilities to fill in that
structure.
The right staff can carry an organization through a period of
change and ensure its future success.
Because of the importance of hiring and maintain a committed
and competent staff, effective human resource management is
crucial to the success of all organizations.
Meaning of Staffing
Staffing is the process of acquiring, deploying, and retaining a
workforce of sufficient quantity and quality to create positive impacts
on the organization’s effectiveness.
JOB ANALYSIS
Why staffing
• Entails documenting the actual or intended requirements of a job
• To ensure efficient performance of planning, organizing, that are to be performed in an organization.
directing and controlling functions of management. • This information is captured in a job description to ensure
• To ensure effective use of technology and other physical recruitment efforts are within the boundaries and objectives of the
resources. search.
• To ensure optimum utilization of human resources. To • The job specification, is also used to indicate the minimum
develop human capital. acceptable qualifications that a job applicant should possess in
• To motivate human resource for better performance. order to perform a particular job.
Nature of staffing
1. Staffing is an important managerial function
2. Staffing is a pervasive activity
3. Staffing is a continuous activity
4. The basis of staffing function is efficient management of
personnel
5. Staffing helps in placing right men at the right job
6. Staffing is performed by all managers
Functions of Staffing
1. Manpower requirements
2. Recruitment
3. Selection
4. Orientation and Placement
5. Training and Development
6. Remuneration
7. Performance Evaluation
8. Promotion and transfer
HUMAN RESOURCE PLANNING SCREENING AND SELECTION
• Human Resource planning is part of an organization’s strategic
planning, as it deals with how organizations assess the future • Recruiters or employers for organizations must be professional
supply and demand for human resource. and fair during the staff screening and selection processes.
• HR planning can be defined as identifying the number and types • They must choose candidates based on capabilities and
of employees the organization will require to meet its objective. suitability in relation to the job or task.
• Good HR planning will ensure that the organization successfully • Suitability for a job is typically assessed by looking for skills, such
achieves its goals, along with profitable returns. as communication typing and computers skills.
• For example, if the plan is to expand the workforce to produce • Qualifications may also be shown through resumes, job
more output, good HR planning will entail how to recruit, skills applications, interviews, educational or professional experience,
employees to perform the tasks well. testimony of references or in house testing.
RECRUITMENT
INTERVIEWS
• Recruitment refers to “organizational activities that influence the
number and types of applicants who apply for a job and whether • After completing the screening and selection process, shortlisted
the applicants accept jobs that are offered. candidates are contacted to attend an interview.
• Candidates will be asked questions ranging from personal to
Recruitment involves the process of general topics by the interviewer.
a) Attracting • Interviewees are also given the opportunity to ask questions.
b) Screening • Numerous tests may be held during the interview sessions.
c) And selecting qualified people for a job at an organization or • An aptitude test assesses how well a person is able to learn or
organizations acquire skills and abilities, whereas an achievement test
measures a person’s knowledge and skills.
b) issuing instructions and orders to subordinates to carry
MAKING A DECISION out their assignments as scheduled;
• This is the final stage – making a decision to choose the right c) supervising their activities
candidate who fulfils all the basic requirements of an organization d) inspiring them to meet the managers expectation and
• Once selected candidates have taken the employment test, the contribute towards the achievement of organizational
recruiter or employer may conduct reference or recommendation objectives.
checks with regard to the candidate’s potential. e) Providing leadership
• The reference could be anyone who is able to provide the
required information, such as a former employer or lecturer. CHARACTERISTICS OF DIRECTING
1. Delegate Function
NOTIFICATION AND EMPLOYMENT OFFER 2. Executive Function
• A successful candidate is notified of the decision. 3. Creative Activity
• Those who are unsuccessful might be given a simple rejection 4. Human Factor
letter or receive a telephone call to thank them for their interest 5. Pervasive Function
and time, tactfully informing them about their non selection. 6. Continuous Activity
• The successful candidate will meet up with the Hr personnel to
go through an offer letter. IMPORTANCE OF DIRECTING
• The offer letter will state the salary, benefits, starting date, job 1. It Initiates Actions
responsibilities and other important details about the job. 2. It Ingrates Efforts
3. Means of Motivation
ORIENTATION 4. It Provides Stability
• Refers to an induction process. 5. Coping up with the changes
• A well-planned orientation will help a new employee to be fully 6. Efficient Utilization of Resources
operational quickly and assimilate into an organization and its
environment. ELEMENTS IN DIRECTING
• Orientation is also used for retention purposes, especially to 1. COMMUNICATION
retain top talents who are new to an organization 2. SUPERVISION
3. MOTIVATION
IMPORTANCE OF STAFFING
4. LEADERSHIP
1. Maximum and Efficient Utilization of Resources
2. Reduces Cost of Production
3. For Job Satisfaction
4. For meeting Present and Future Needs of Employees
5. For maintaining Co-ordination among the Employees
INTRODUCTION: DIRECTING
• DIRECTING is said to be a process in which the managers
instruct, guide and oversee the performance of the workers to
achieve predetermined goals.
• Directing initiates action and it is from here actual work starts.
Direction is said to be consisting of human factors.
• In field of management, direction is said to be all those activities
which are designed to encourage the subordinates to work
effectively and efficiently.
• It helps the managers in ensuring quality performance of jobs
by the employees and achievement of
organizational goals.
• It involves supervision, communication and providing
leadership to the subordinates and motivating them to contribute
to their best of capability. In this lesson we shall learn about this
function in detail.
MEANING OF DIRECTING
• While managing an enterprise, managers have to get things done
through people.
• In order to be able to do so, they have to undertake many
activities, like guide the people who work under them, inspire and
lead them to achieve common objectives.
• The office manager can plan, organise and appoint people, but
he cannot get things done, unless he assigns specific duties to
his subordinates and motivates them to perform well.
• All these activities of a manager constitute the directing
function.
The directing function thus, involves:
a) telling people what is to be done and explaining to them how
to do it;
