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Employee Recruitment & Selection

07-Jul-2012

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Staffing

What is Staffing

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Staffing is the process of identifying the right HumanResources for an organisation in future oriented, goal

directed ways that support the business strategy of theorganisation & enhance its effectiveness.

It is manning the organization structure through proper

and effective selection, appraisal and development of thepersonnels to fill the roles assigned to theemployers/workforce.

Staffing is defined as that function of personnelmanagement which is involved in recruiting, selecting,developing, training and compensating employees ofany organization

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What is Talent Management?

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TM is the implementation of integrated strategies or

systems designed to increase workplace

productivity by developing improved processes for

attracting, developing, retaining & utilising people

with the required skills & aptitude to meet current &

future business needs.

The ability to execute business strategy is rooted in

the ability to attract, retain & develop Key Talent.

Successful talent management creates the mostenduring competitive advantage. No company can

afford to be unprepared for both the best & worst of

the times.

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Why is staffing important to anorganisation?

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Nature of Staffing Function

Staffing is an important managerial function

Staffing is a pervasive activity

Staffing is a continuous activity

The basis of staffing function is efficientmanagement of personnels.

Staffing helps in placing right men at the right job

Staffing is performed by all managers

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Challenges & Evolving of Staffing

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Traditional Methods

Associate / Employee loyalty

Mind-Set & Environment

Union Set-up

Economy

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Case Study

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Staffing ProcessSourcing & Recruiting Selecting Onboarding

Applicant

Applies for a job by responding to

ilter questions & submitting

resumes

Takes Test & is interviewedBackground check & drug

esting

Human Resource

Department

Posts Positions &

Sources Recruits

Identifies

minimally

qualified

candidates

Performs

preliminary

candidate

assessmentJob offer

accepted

Conducts job

analysis if needed

Identifies

inalists

Socialisation

Hiring ManagerDetermines Need

for position

Secures job

requisition

Interviews

finalistsContingent job offer made

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Staffing Goals

Process Goals

Outcome Goals

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Components of Strategic

Staffing Workforce Planning

Sourcing Talent

Recruiting Talent

Selecting Talent

Acquiring Talent

Deploying Talent

Retaining Talent

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WHAT IS WORKFORCEPLANNING?

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Workforce Planning (WFP) is the process ofensuring that a business has the right number

of employees; with the right knowledge, skills

and behaviours in the right place, at the right

time.

WFP is based on the premise that a company

can be staffed more efficiently if it forecastsits talent needs as well as the actual supply of

talent that is or will be available.

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Forecasting and assessment Leadership development

Recruiting

Retention

Deployment & Redeployment

Contingent workforce Potential retirements / Succession Planning

Performance management

Career path

Backfills

Internal placement. Environmental forecast

Identifying job and competency needs

Metrics.

Areas - WFP

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Steps in Workforce Planning

There is No definitive start

Environment Scan

Current Workforce Profile

Future Workforce View

Analysis and Targeted Future

Closing the gaps (Resourcing, Learning and Development,Remuneration, Industrial Relations, Recruitment, Retention,Knowledge Management, Job design.)

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Approaches to Workforce

Planning

Workforce analytics approach

Modelling approach

Segmentation approach

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Importance of Manpower Planning &

Forecasting

Key to managerial functionsCurrent & Future

requirements.

Efficient utilization

Motivation & Training Programs

Cost Management

Higher productivity

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Expert Forecasts

Trend Analysis

Work Load Analysis

Work Force Analysis

Time and motion study

Unit Forecasting

Thumb Rule

MOST (Maynard Operating Sequence Technique)

Other methods

Manpower Forecasting

Procedures