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STAFFING.

STAFFING. NATURE AND PURPOSE.

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STAFFING.

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  1. STAFFING.

  2. NATURE AND PURPOSE.. • THE MANAGERIAL FUNCTION OF STAFFING IS DEFINED AS FILLING POSITIONS IN THE ORGANISATION STRUCTURE THROUGH IDENTIFYING WORK-FORCE REQUIREMENTS, INVENTORYING THE PEOPLE AVAILABLE, RECRUITMENT, SELECTION,PLACEMENT,PROMOTION, APPRAISAL, COMPENSATION AND TRAINING OF NEEDED PEOPLE.

  3. RELATED TO ORGANISING BUT.. • IS A SEPARATE FUNCTION BECAUSE: • IT SHOULD INCLUDE A LOT OF KNOWLEDGE AND APPROACHES • ENABLES GREATER EMPHASIS ON THE HUMAN APPROACH • A GREAT DEAL OF DEVELOPMENT IN KNOWLEDGE OF STAFFING • MANAGERS PUSH STAFFING ONTO “PERSONNEL”

  4. IMPORTANCE OF STAFFING • HUMAN ASSETS • NEVER REFLECTED ON BALANCE SHEET • HUMAN RESOURCE ACCOUNTING

  5. SYSTEMS APPROACH ** External environment (principles) • OPEN SYSTEM APPROACH : Enterprise plans Leading & controlling External & Internal sources Organisation plans No. and kinds Of mgrs reqd Recruitment, selection., Placement, Promotion, separation T&D, Appraisal Analysis of Present & Future Need of mgrs Mgmt inventory Internal environment, personnel policies, reward system

  6. MANAGEMENT INVENTORY SYSTEM • ADVANTAGES: • OVERVIEW OF STAFFING • MANAGERS TO BE PROMOTED EASILY IDENTIFIED • INDICATES FUTURE INTERNAL SUPPLY OF MANAGERS • MANAGERS TO RETIRE, WHO ARE NOT EFFICIENT, WHO SHIRK WORK EASILY IDENTIFIED • PREVENTS HOARDING OF PROMOTABLE PEOPLE.

  7. DISADVANTAGES: • WHICH POSITION TO BE PROMOTED TO, NOT INDICATED • DATA NOT SUFFICIENT FOR A FAIR ASSESSMENT OF ALL CAPABILITIES OF INDIVIDUALS • IT TAKES A LOT OF TIME AND EFFORT TO KEEP THE CHART UP TO DATE. • MANAGERS MAY HESITATE TO SHOW THEIR CHARTS TO THEIR PEERS IN ORDER TO AVOID POACHING OF GOOD SUBORDINATES. BACK

  8. ANALYSIS OF NEEDS: SYSTEMS APPROACH *** SUPPLY OF MANAGERS LOW HIGH HIGH INTERNAL: T&D, COMPENSATION EXTERNAL: RECRUITMENT SELECTION PLACEMENT PROMOTION DEMAND FOR MGRS TRAINING & DEVELOPMENT,IF CHANGE IN DEMAND IS EXPECTED IN THE FUTURE RETRENCHMENT, OUTPLACEMENT, DEMOTIONS EARLY RETIREMENT LOW

  9. SITUATIONAL FACTORS AFFECTING STAFFING: • EXTERNAL ENVIRONMENT • INTERNAL ENVIRONMENT: • PROMOTION FROM WITHIN • PRINCIPLE OF OPEN COMPETITION • SELECTION OF KEY MANAGERS FROM OUTSIDE • RESPONSIBILITY FOR STAFFING • MANAGEMENT SUPPORT IS CRUCIAL TO OVERCOMING RESISTANCE TO EFFECTIVE STAFFING **

  10. PRINCIPLE OF THE OBJECTIVE OF STAFFING • THE OBJECTIVE OF MANAGEMENT STAFFING IS TO ENSURE THAT THE ORGANISATIONAL ROLES ARE FILLED BY THOSE QUALIFIED PERSONNEL WHO ARE ABLE AND WILLING TO OCCUPY THEM.

  11. PRINCIPLE OF STAFFING • THE CLEARER THE DEFINITION OF ORGANISATIONAL ROLES, THEIR HUMAN REQUIREMENTS, AND TECHNIQUE OF MANAGER APPRAISAL AND TRAINING, THE MORE ASSURANCE THERE WILL BE OF MANAGERIAL QUALITY. BACK

  12. THE END.

  13. PRINCIPLE OF OPEN COMPETITION • THE MORE AN ENTERPRISE IS COMMITTED TO THE ASSURANCE OF QUALITY MANAGEMENT , THE MORE IT WILL ENCOURAGE OPEN COMPETITION AMONG ALL CANDIDATES FOR MANAGERIAL POSITIONS. BACK

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