CHAPTER - 6

STAFFING
MEANING:-
Staffing involves finding the right person for the right job having the right qualification, doing the right job at right time.
IMPORTANCE/NEED/BENEFITS/ADVANTAGES OF STAFFING:-
GP Ok hone se Firm Higher Incentive deti hai
G - Growth of enterprise: By appointing efficient staff, staffing ensures continuous survival and growth of the enterprise.
P - Placing right person at right job: Staffing ensures higher performance.
O - Optimum utilisation of human resources: We can find out the number of employees and type of employees required in the
organisation.
K - Key to effectiveness of other function: Because all the functions are performed by human beings and human beings join the
organisation from staffing only.
F - Filling the roles by obtaining competent person: Staffing function is needed to fill the job position.
H - Help in competing: The organisation with efficient staff can easily win over its competitors.
I – Improves job satisfaction and moral of the employee: Staffing function does not end only with appointment of employees it
includes training, promotion etc.
PROCESS OF STAFFING:
Estimate karna manpower requirement (work load, work force, comparison) uss hesab se recruitment karna, recruitment
karne ke baad selection karna, selection karne ke baad proper placement and orientation dena, phir unko training and uska
development karna.
STAFFING AND HUMAN RESOURCES MANAGEMENT
Generally when this functions are carried out at small scale level in small organisation by every manager, we call it as staffing
function by line managers but when these functions are performed at large scale in big organisation there is a need to create a
separate department called human resource department.
Staffing is a part of human resource management.
The present day human resource management concept includes the following activities:
♥ Human resource planning.
♥ Employing people.
♥ Carrier growth.
♥ Performance appraisal.
♥ Motivation.
♥ Compensation.
♥ Providing social security.
♥ Review and audit.
COMPONENTS/ELEMENTS/ASPECTS OF STAFFING:
Recruitment: Recruitment means inducing or attracting more and more candidates to apply for vacant job positions in the
organisation.
Sources of recruitment:
Internal: The vacant job positions are filled by inducing the existing employees of the organisation. It has some advantage such
as economical, motivates existing employees, less amount spent on training. Some of the disadvantages are no fresh nor new
ideas, limited choice, not suitable for new organization. Methods of internal recruitment are Transfer or promotion
External: When candidates from outside the organisation are invited. Some of the advantages are fresh talent, wider choice,
qualified personnel, latest technology knowledge. Some of the disadvantages are morale of the existing employees goes down,
lengthy process, expensive, new employees may not adjust in the organisation. Methods of external recruitment are direct
recruitment, casual callers, advertising, employment exchanges, placement agencies and management consultant, campus
recruitment, recommendation from present employees, labour contracts, advertising on television, web publishing.
SELECTION: Selection can be defined as discovering most promising and most suitable candidate to fill up the vacant job
position in the organisation.
Selection process:
♣ Preliminary screening: It is done to eliminate unqualified and misfit candidates.

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♣ Selection test: The organisation prefer to conduct written test to find out the practical knowledge of the candidates.
The common type of test are intelligent test, aptitude test, personality test, trade test, interest test.
♣ Employment interview: To conduct the final interview a panel of expert is called.
♣ Checking references and background: In the application form the candidates is asked to give the names of two
references.
♣ Selection decision: The managers select the most suitable candidates.
♣ Medical examination: Medical test is conducted of the candidate selected.
♣ Job offer: In the letter the date of joining, terms and conditions of jobs etc are mentioned.
♣ Contract of employment: When the candidate accepts the job offer it refers to signing of contract of employment.
TRANING AND DEVELOPMENT
Training means equipping the employee with the required skill to perform the job. Development refers to overall growth of the
employee.
Need for Training and development:
Me BAHAR nahi jata hu
M - Managing manpower need: In this case organisation hire untrained people and train them with the required skill according
to their organisation’s need.
B - Better performance: The performance of trained employees is always better than the performance of untrained employee.
A – Attitude formation: The training and development aim at moulding the employees so that they can develop positive
attitude for the organization.
H - Help to adapt changes: Training helps the employees to adapt environmental changes.
A – Aids in or help in solving operational problems: While performing various activities in the organisation, the organisation
faces various problems lack of team work, dissatisfaction of employees etc
R - Reduce learning time: A trained employee takes less time in learning the job as compared to untrained employee.
Benefit to employees
♦ Better carrier option.
♦ Earning more.
♦ Boost up the morale of employees.
♦ Less chances of accidents.
METHODS OF TRAINING
♥ On the job training: when the employees are trained while they are performing the job then it is known as on the job
training.
♥ Off the job training: Off the job training means training the employees by taking them away from their work position
which means employees are given a break from the job and sent for training.
The common and the popular technique of training under on the job training are:
♠ Apprenticeship programme/training: In the apprenticeship programme, a master worker or a trainer is appointed
who guides the worker or learner regarding the skill of job.
♠ Internship: Internship is an agreement between the professional institutes and the corporate sector where
professional institutes send their students to various companies so that they can practice the theoretically knowledge
acquired by them through professional institutes.
♠ Induction and orientation training: Induction or orientation is a process of receiving and welcoming an employee
when he first joins the company and giving him the basic information he needs to settle down quickly and happily and
start work. The objective is to overcome his/her shyness or nervousness, build up confidence, sense of belongingness
and loyalty.
The common and the popular technique of training under off the job training are:
VESTIBULE SCHOOL: Vestibule school means duplicate model of organization. A dummy model of machinery is prepared and
instead of using original machinery employees are trained on dummy model.

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