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STAFFING. - PowerPoint PPT Presentation


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STAFFING. NATURE AND PURPOSE.

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nature and purpose
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.
related to organising but
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”
importance of staffing
IMPORTANCE OF STAFFING
  • HUMAN ASSETS
  • NEVER REFLECTED ON BALANCE SHEET
  • HUMAN RESOURCE ACCOUNTING
systems approach
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

management inventory system
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.
disadvantages
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

analysis of needs
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

situational factors affecting staffing
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

**

principle of the objective of staffing
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.
principle of staffing
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

principle of open competition
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.

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