Staffing

HRM is a process that includes four functions-

• Acquiring
• Developing
– a) employee training
– b) management development
– c) career development.
• Motivating
• Retaining HR
 External & Internal Forces of HR Environment

• External Factors influencing HR

– Technological Changes
• New skills required
• Downsizing
• Collaborative work
• Telecommuting
• Internet and intranet revolution
– Economic challenges
• Suppliers
• Competitors
• Customers
• Industrial labour
– Political Factors
– Social Factors
– Legal Factors
 External & Internal Forces of HR Environment

• Internal Factors influencing HR

– Vision, Mission and objectives
– Policies
– Organization Culture
– Organization structure and nature
– Human Resource System
 Staffing : HRP
• Staffing is essentially the process of getting
the right number of qualified people into the
right job at the right time so that an
organization can meet its objectives.
• In order to realize company objectives, it is
essential to have a human resource plan.
• Human resources planning serve as a link
between human resources management and
the overall strategic plan of an organization.
 Definitions
• Wilkstorm (1971) defines it” “As a process involving;
forecasting of future requirements, inventorying the present
resources and assessing the extent to which these resources
are optimally utilized and also planning of necessary HR
programmes.
• Vetter defines it as “The process by which management
determines how the organization should move from its
current manpower position to its desired manpower position.
• Coleman defines it as “The process of determining manpower
requirements and the means for meeting those requirements
in order to carry out the integrated plan of the organization”.
 Need / Importance of Staffing

• To ensure optimum use of manpower and

capitalize on the strength of HR
• To forecast future requirements
• To face the challenges the business is facing
due to turbulent and hostile environmental
forces
• To face Rapid Technological Changes
 Recruitment
• Recruitment is understood as the process for
searching for and obtaining applicants for
jobs, from among whom the right people can
be selected.
• Recruitment of candidates is the function
preceding the selection, which helps to
expedite the selection process.
• Recruitment is the activity that links the
employers and the job seekers.
 Definition
• Edwin B. Flippo, “Recruitment is the process
of searching the candidates for employment
and stimulating them to apply for jobs in the
organization”.
 Recruitment Process

Recruitment Sources of Contacting Application To Selection

Planning recruitment sources pool Process
 Step 1-Recruitment Planning
• Number of Contacts
• Type of Contacts
 Step 2 & 3- Sources of Recruitment and
Contacting sources
• Internal Sources
• External Sources
 INTERNAL SOURCES OF RECRUITMENT
• Present employees (Promotions & Transfers)
• Former Employees
• Previous Applicants
• Employee Referrals
 EXTERNAL SOURCES OF RECRUITMENT
• Professional or Trade Associations
• Advertisements: (Radio and TV)

• Employment Agencies
– Public employment agencies
– Private employment agencies (Consultants & Contractors)
• Campus Recruitment
• Deputation
• Labour Unions
• Gate Hiring
• Walk-ins, Write-ins and Talk-ins
• Acquisitions and Mergers
• Competitors
• E-Recruiting
Merits and Demerits of 'Recruiting People from Within’ (Internal Sources)

• Merits
– Economical
– Suitable
– Reliable
– Satisfying
• Demerits
– Limited Choice
– Inbreeding
– Inefficiency
 Merits and Demerits of External Sources of Recruitment

• Merits
– Wide choice
– Injection of fresh blood
– Motivational force
– Long-term benefits
• Demerits
– Time consuming
– De-motivating
– Uncertainty
 Step 4 & 5: Application of Pool

• The ultimate objective of recruitment process is to attract

as many candidates as possible so as to have flexibility in
selection.
• When the sources of recruitment are contacted, the
organization receives applications from prospective
candidates.
• The number of applications depends upon the type of
organization, the type of jobs and the conditions in specific
HR market.
• Various application received for a particular job are pooled
together which become the basis for selection process.
 Step 6: Evaluation and Control

• Evaluation and control is required to ensure

that the process has gone well in the light of
stated objectives and costs.
The basic objective of recruitment is to attract maximum number of
suitable applicants, the cost of recruitment is on the following
items:

• Cost of salary and other perquisites of recruiters.

• Management and professional time spent on preparing job
descriptions, job specifications, advertisements, etc.
• Cost of advertisements and other recruitment methods such as
cost of campus recruitment, consultant’s fee, etc.
• Cost of producing supporting literature.
• Recruitment overheads and administrative expenses.
• Cost of overtime and outsourcing while the vacancies remain
unfilled.

The total recruitment programme should be evaluated in the light

of stated objectives and costs involved.
 Various qualitative and quantitative criteria can be developed to measure the
effectiveness of a recruitment programme. Such criteria may be of the following
nature:
• Type of organizational image that has been created in the mind of prospective
candidate.
• Number of applications received.
• Number of applicants rejected at different stages of recruitment and selection
process.
• Ratio of candidates rejected and selected.
• Ratio of candidates selected and candidates joined.
• Number of candidates joined and candidates retained over a period time.
• Performance of the candidates joined and remained with the organization.
• Costs involved in recruitment programme.

Such an evaluation may provide clue to the organization for development its
strategy for further recruitment programmes.

For example, if a particular methods reveals that candidates selected have either
not joined the organization, or they have left it within no time, the organization
may be cautious not to adopt the same method in the immediate future.
 Selection
• Selection can be used in terms of either choosing
the fit candidates or rejecting the unfit candidates
or a combination of both.
• Selection is the process of picking individuals (out
of the pool of job applicants) with requisite
qualification and competence to fill jobs in the
organization.
• The basic purpose is to choose the individual who
can most successfully perform the job, from the
pool of qualified candidate.
 Definition
• Stone defines, “Selection is the process of
differentiating between applicants in order to
identify and hire those with a great likelihood
of success in a job”.
 Selection Process

• In practice, the process differs among

organizations and between two different jobs
within the same organization. The basic idea is
to seek maximum possible information about
the candidates to ascertain suitability for the
employment.
 Selection Tests
Selection tests are used to solicit more
information about the candidates
• Achievement Test
• Intelligence Test
• Personality Test
• Aptitude test
• Interest Test
 Advantages of Selection Tests

• Selection tests are standardized and unbiased

methods of soliciting information about the
prospective employees. Thus, a person who does
not get selected on the basis of selection tests
cannot argue for the partiality in selection
process. It is to be noted that in many
organizations, impartiality in selection process is
of prime importance like public sector
organizations.
 Cont’d
• Selection tests can be used to weed out (clean) the
large number of candidates who may not be considered
for employment in the organization. Normally,
organizations receive applications from large number of
candidates seeking jobs in the organization. They all
meet the basic requirements of the jobs, but all cannot
be called for interview because it is a very time-
consuming process.
• Selection tests will provide the cut-off point above
which candidates can be called for interview. Thus, the
tests will save lot of time and money.
 Cont’d
• The tests can uncover the qualities and potentials of
prospective employees, which cannot be known by
other methods including personal interview.
• Since the people are taken in the organization not
only for the present jobs but they are promoted over
the period of time, tests provide good opportunities
to test their potentials for such promotions also.
Thus, tests are more reliable source for predicting the
overall suitability of candidates for the employment.
 Limitations of Selection Tests

• Selection test cannot make a 100% prediction of an

individual’s on the job success. At best, they just
reveal about those who have scored above cut-off
points and those who have scored below cut-off
points. Hence it is desirable to use test as only as
supplementary method of selection.
• If the number of candidate is small the use of test is
not economical. In such a case it is desirable to select
persons on the basis of interview only.
 Interview
• It is the only method of direct contact between the
candidates and the employer in which the employer can
see a candidate in" action-how he looks, his manner, his
wearing, his appearance, etc., method of interaction
and answering, etc.
• The 'interview can be used as a tool for giving
information about the organization, its policies, nature
of the work to be performed by the candidate salary
and other benefits to be offered. Negotiations, if any,
about the salary and- perks to be offered to the
candidate can also be undertaken.
 Selection :Types of interview
• Informal Interview
• Formal Interview
• Non-directive Interview
• Stress Interview
• Depth Interview
• Group Interview
• Panel Interview
• Sequential Interview
• Structures Interview
• Unstructured Interview
• Second Interviews
 Barriers to Effective Selection

• Perception
• Fairness
• Validity
• Reliability
• Pressure
 Differentiate between Recruitment & Selection

Basis Recruitment Selection

Meaning It is an activity of establishing It is a process of picking up

contact between employers more competent and suitable
and applicants. employees.

Objective It encourages large number of It attempts at rejecting

Candidates for a job. unsuitable candidates.

Process It is a simple process. It is a complicated process.

Hurdles The candidates have not to Many hurdles have to be

cross over many hurdles. crossed.
 Differentiate between Recruitment & Selection

Basis Recruitment Selection

Approach It is a positive approach. It is a negative approach.

Sequence It proceeds selection. It follows recruitment.

Economy It is an economical method. It is an expensive method.

Time Consuming Less time is required. More time is required.