06- The Organizing function -Staffing.ppt
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The document discusses the staffing function of human resource management. It describes strategic HR planning which involves forecasting workforce needs, job analysis to understand job requirements, and developing job descriptions and specifications. It also discusses recruiting through internal and external sources, and selection which involves screening applications, testing candidates, interviews, background checks, and making job offers. The goal is to attract and hire qualified people to fill organizational roles.
![2. Recruiting (2)
Where to look for potential job candidates?
– From inside the organization :
• The development function enables an organization to have
the right number of people when they are needed
• Job positions are advertised through inter office memos,
internal communication and on the company notice board
• Some organizations maintain a Human Resource
Information System [HRIS]
– From outside the organization:
• Attracting potential job candidates through job
advertisement in the newspaper, company website and on
the internet](https://image.slidesharecdn.com/06-theorganizingfunction-staffing-230420091802-836dbcb3/85/06-The-Organizing-function-Staffing-ppt-14-320.jpg)
06- The Organizing function -Staffing.ppt
- 1. The Staffing, as part of organizing function
- 2. Basic functions of HRM HRM Goals Staffing Training And Development Motivation Maintenance
- 3. The Staffing Function • Activities in HRM related with seeking, attracting and hiring qualified people • It is made of several factors like: – Strategic HR planning – Recruiting – selection
- 4. 1. Strategic HR planning • Strategic HR planning is forecasting the future work force needs of an organization • It is a process by which an organization ensures that it has the right number and kind of people, capable of effectively and efficiently completing the organizational tasks
- 5. Forecasting the Workforce Goals and Objectives Mission Strategy Structure/ Design People •Determining the business type •Setting goals and objectives •How goals will be achieved •What jobs to be done and by whom •Matching knowledge, skills, and abilities to required job
- 6. 1. Strategic HR planning • The number of managers required in any organization depends upon its: – Size : how big or small the organization is • more people needed in big organizations and comparatively less people in small organizations – Nature: simple or complex • more people in complex and less people in simple organization
- 7. 1. Strategic HR planning –Plans for expansion • more people are needed to run new units and branches –Turnover rate of managerial employees • more people needed if turnover rate is high –Number of managers retiring in near future • People needed in their replacement –Technological changes in the organization requiring new hiring
- 8. Job Analysis • Job analysis is a systematic way of finding activities within a job • Similar activities are placed in one group • Also, the necessary knowledge and skills are identified required for the job • The purpose of job analysis is to find and make job description, job specifications and job evaluation
- 9. Outcomes of Job Analysis Job Description Job Specification Job Evaluation Job Analysis Activities to be done Importance of the job Qualification required
- 10. Job Description • Also called as the Term of Reference • A job description is a written statement of what the job holder is expected to do, how it is done, under what condition and why • It includes the job title, duties to be performed, and the authority and responsibilities of the jobholder • Example Job title: Benefits Manager Reports to: Director, Human Resource Functions: Manages employee benefits program Duties and Responsibilities: Details of the tasks
- 11. Job Specification • Job specification refers to the minimum qualification a candidate must possess to perform the job successfully • May include information on education, skills, experience, abilities, and some personal characteristics like weight and height (as in Army) • It is also in written form • The purpose of this is to encourage potential job candidates to apply • Also, to discourage non-qualifying candidates
- 12. Job Evaluation • Job evaluation specifies the relative value of each job in the organization • Provides basis for comparison for having an equal compensation program i.e. jobs requiring similar level of skills, knowledge, and abilities should be equally paid • The information is for the use of HR Department only
- 13. 2. Recruiting (1) • It is the process of seeking sources for job candidates • Its objectives are to inform the job candidates about the vacancy and to receive as many applications as possible • The more applications received, the better the chances for finding a suitable candidate. Recruitment sources are: • Internal Search: – The Internal data base of the company – Employees referral and recommendations • External Sources: – Advertisement in the newspaper, company website and internet • Colleges and Universities: • Professional Organizations in HR services • Previous applications, lay-offs, part time workers
- 14. 2. Recruiting (2) Where to look for potential job candidates? – From inside the organization : • The development function enables an organization to have the right number of people when they are needed • Job positions are advertised through inter office memos, internal communication and on the company notice board • Some organizations maintain a Human Resource Information System [HRIS] – From outside the organization: • Attracting potential job candidates through job advertisement in the newspaper, company website and on the internet
- 15. 3. Selection (1) Once we have short listed the candidates, the selection process starts, that consists of: 1. The initial screening interview: to eliminate the unmatched candidates 2. Completing the application form: company specific application form to get specific information 3. Employment tests: assignments to test the skills and abilities of the potential candidates 4. Comprehensive interview: to get in-depth information about the candidate
- 16. 3. Selection (2) 5. Background investigation: the process of verifying information candidate has provided 6. Conditional job offer: a job offer with some conditions 7. Medical or physical examination: a check-up to determine an applicant’s physical fitness for job performance 8. Permanent job offer: a formal letter offering job to the finalized candidate