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STAFFING FUNCTION
Amir Akbar
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HRM : Functions
B i F ii F iasic Functionsasic FunctionsStaffing : Getting people
StaffingtaffingGettingettingg g p p
Training development :Preparing themMotivation: Stimulating themH R MGoals
Trg & Devrg & DevPreparingreparingaintsaintsKeepingeepingMotivation: Stimulating themMaintenance : Keeping them
MotivationotivationStimulatingtimulating
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HRM : Functions
Activities in HRM concerned with
sourc ng an r ng qua e emp oyees
Or
Selecting right person for right job on rightt me s ca e sta ng.
Staffing function has three activities.
1-Human resource planning
2Human resource recruitment
3-Human resource Selection
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TRAINING AND DEVELOPMENTHRM : Functions
Activities related with improvement ofKnowledge skills and abilities of
employees to perform the current job and
future job well.
TRAINING :Enhancement of knowledge,
skills and abilities of employees for the
current job is called training.
Development: Enhancement of knowledge
,skills and abilities of employees for the
future challenges is called development.
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HRM : Functions
Motivation :Goal directed behavior is called motivation.
Activities in HRMconcerned with
hel in em lo ees
exert high energy levels .
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HRM :
Activities in HRM concerned with maintainingActivities in HRM concerned with maintainingemployees commitment and loyalty to the organizationemployees commitment and loyalty to the organization
Objective :Objective :
To retain productive employeesTo retain productive employees
Working environments safe and healthy
Caring for employees
reate appropr ate commun cat on programs
Employees should know what is happening around them
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EMPLOYMENT PLANNING
n important element of HRMprogramn important element of HRM programOrganization ensures that it hasRight number of peopleight number of peopleRight kind of peoplet th i ht lt the right placet the right time
Process to determine an organizations HR needsProcess to determine an organizations HR needs
ann ngann ng
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Key Questions
1. How many people are needed
2. What skills knowledge competencies requiredin future
3. Will existing H R meet the needs
4. Is further training and development needed
.
6. When will the new people be needed
7. When should training and recruitment start
. num ers are o e re uce , ow s ou s
be handled
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HR PLANNING
m
Obtaining and retaining the people
Ma ing est use o uman resources
Developing a well trained and flexible workforce
Reducing dependence on external recruitment
Steps
Forecastin uture needs
Analyzing the availability of supply of people
Monitoring the implementation of plan
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Determining Essential Skills
employees need
Information for the job analysis is used
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Job Analysis
Job nalysisProcess by which organization systematically
Tasks
Duties and res onsibilities
Physical and mental ability required
Level o decision makin
Knowledge and skills
Work environment
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Job Description
Description includes :escription includes :o it e
Duties to be performeduties to be performedDistinguishing characteristics of the jobnv ronmen a con ons o e o
Authority and responsibility of job holder
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Job Specification
Statement indicating
minimum acceptable qualifications
incumbents must possess to successfully
Job EvaluationJob Evaluation
Specifies relative value of each job in the organizationSpecifies relative value of each job in the organization
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