Staffing Notes
STAFFING
An organization achieves its objectives only when it has right men in right positions. It is not by chance that some organizations get men of their choice while others do not. A person joins an organization just because of its paying capacity but also for its attitude towards its personnel, its recruitment policy, its training & executive developmental policy, performance evaluation, merit rating, promotion & transfer policy etc.
Staffing is defined as the process involved in identifying, assessing, placing, evaluating and developing individuals at work. The processes involved in it may be grouped under the major heads of:
a) Job Analysis, b) Manpower Planning, c) Recruitment and Selection, d) Training, e) Manpower Development and f) Performance Appraisal
Job Analysis: Manager requires information about jobs before recruiting and placing people on it. Job analysis helps in determining the major characteristics and dimensions of a job.
Main steps in the process of Job Analysis: 0 Identification and isolation of the component task in a job. 1 Examine how tasks are performed. 2 Examine why tasks are performed as they are. 3 Examine when and why the tasks are performed. 4 Identify the main duties involved, both regular and occasional, and scale the duties according to their difficulty, frequency and importance to the job as a whole. 5 Identify the main areas of responsibility (e.g., responsibility for work assignments, responsibility of the work of other people, responsibility for money, material etc.) 6 Note prevailing working conditions in respect of physical, social and financial aspects of the job. Physical environment - temperature, noise, humidity, dirt, danger etc. Social environment - Whether in teams, shifts, isolated work. Financial conditions - Basic wage, bonus, incentive schemes, fringe benefits etc. 7 Identify the personal demands which a job makes on an individual incumbent. Physical
An organization achieves its objectives only when it has right men in right positions. It is not by chance that some organizations get men of their choice while others do not. A person joins an organization just because of its paying capacity but also for its attitude towards its personnel, its recruitment policy, its training & executive developmental policy, performance evaluation, merit rating, promotion & transfer policy etc.
Staffing is defined as the process involved in identifying, assessing, placing, evaluating and developing individuals at work. The processes involved in it may be grouped under the major heads of:
a) Job Analysis, b) Manpower Planning, c) Recruitment and Selection, d) Training, e) Manpower Development and f) Performance Appraisal
Job Analysis: Manager requires information about jobs before recruiting and placing people on it. Job analysis helps in determining the major characteristics and dimensions of a job.
Main steps in the process of Job Analysis: 0 Identification and isolation of the component task in a job. 1 Examine how tasks are performed. 2 Examine why tasks are performed as they are. 3 Examine when and why the tasks are performed. 4 Identify the main duties involved, both regular and occasional, and scale the duties according to their difficulty, frequency and importance to the job as a whole. 5 Identify the main areas of responsibility (e.g., responsibility for work assignments, responsibility of the work of other people, responsibility for money, material etc.) 6 Note prevailing working conditions in respect of physical, social and financial aspects of the job. Physical environment - temperature, noise, humidity, dirt, danger etc. Social environment - Whether in teams, shifts, isolated work. Financial conditions - Basic wage, bonus, incentive schemes, fringe benefits etc. 7 Identify the personal demands which a job makes on an individual incumbent. Physical