STAFFING.

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STAFFING.
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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.

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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

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IMPORTANCE OF STAFFING

• HUMAN ASSETS
• NEVER REFLECTED ON BALANCE SHEET
• HUMAN RESOURCE ACCOUNTING

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SYSTEMS APPROACH

• OPEN SYSTEM APPROACH

External environment (principles)
Enterprise plans
Leading controlling
External Internal sources
Organisation plans
No. and kinds Of mgrs reqd
Recruitment, selection., Placement, Promotion, sep
aration
TD, Appraisal
Analysis of Present Future Need of mgrs
Mgmt inventory
Internal environment, personnel policies, reward
system
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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.

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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.
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ANALYSIS OF NEEDS
SYSTEMS APPROACH
SUPPLY OF MANAGERS
LOW
HIGH
HIGH
INTERNAL TD, 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
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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

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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.

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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.
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THE END.
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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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