STAFFING

PRESENTED BY:
SHRADDHA TIWARI
STAFFING
Staffing is the process of acquiring, deploying, and retaining a
workforce of sufficient quantity and quality to create positive impacts
on the organizations effectiveness.
Staffing includes:
1) Acquiring
2) Deploying
3) Retaining


Acquisition: Is the recruitment process lead to the employment of staff.
It includes:
a) Planning: Numbers of employees needed and their attributes (knowledge, skills
and abilities) for effectively meet job requirements.
b) Recruitment process: Hire employees Internal and External recruitment.
c) Selection: Techniques and methods of assessment to identify the most suitable
candidates for a particular job.

Deployment: Involves deciding the people recruited will be allocated to specific
roles.(Right person for right job). It can be done through external and internal recruitment,
promotion or reorganization.


Retaining: Stopping/Managing the outflow of employees from organisation i.e minimising
the loss to organisation due to outflow of valued employees.





Below are some of the most helpful metrics:

Number of qualified applicants by source
Number of new-hires by source
Percentage of top performers hired
Ratios (i.e. resumes/applications to phone interviews; phone interviews to in-person
interviews; in-person interviews to offers)
Quality of hire metrics (i.e. performance, turnover, tenure, manager satisfaction,
length of time to promotion)

Evaluation of employees:
BENEFITS OF RECRUITMENT FOR COMPANY
Allocating appropriate time and resources to select the right person
for the role is likely to have many positive effects:
Good employees have a higher retention rate.
High performing employees provide superior client service
generating higher client satisfaction.
More capable employees are confident and able to cope with
multiple tasks and adapt more quickly to new roles.
Capable employees work well in a team and need less attention from management.
Once they commence work they will require fewer hours of hands-on supervision.
High performing employees will be interested in ongoing learning and self
development.
Good employees will most likely have more and better ideas that improve
productivity and work practices.
Good employees can inspire and develop other staff.


BENEFIT FOR EMPLOYEES
Holiday
Company Pension Scheme
Life Assurance
Healthcare Scheme
Sickness Pay
Training
Employee Well-Being Programme
INTERNATIONAL RECRUITMENT
International Recruitment Procedure is designed to make it
convenient, easy and efficient for organisation to successfully hire
foreign workers and professionals.
With our 9-Step Process, you can confidently rely for recruitment and
be assured.
9 STEPS OF INTERNATIONAL RECRUITMENT PROCESS
1: DEFINING YOUR INTERNATIONAL RECRUITMENT NEEDS
2: FOREIGN LABOUR SOURCING
3: SHORT LISTING
4: INTERVIEW & FINAL SELECTION
5: CONTRACT PREPARATION
6: FOREIGN WORKER APPLICATION
7: LOGISTICS SUPPORT
8: PRE-EMPLOYMENT ORIENTATION
9: COUNSELLING SUPPORT

WHY PEOPLE LEAVE ONE ORGANISATION AND JOINT OTHER
ORGANISATION?
Relationship with boss
Bored and unchallenged by the work itself
Relationships with co-workers
Opportunities to use skills and abilities
Contribution of work to the organizations business goals
Autonomy and independence
Meaningfulness of job
Organizations financial stability
Overall corporate culture
Managements recognition of employee job performance

ABB RECRUITMENT PROCESS
VOLVO RECRUITMENT PROCESS
RECRUITMENT METHOD
1. Using Head Hunters

2. Cross National Advertising

3. E Recruitment

TYPES OF RECRUITMENT
1) INTERNAL RECRUITMENT: Internal sources refer to recruiting employees from
within the organization.
There are two aspects of recruitment under internal sources. They are as follows:
a) Promotions
b) Transfers

Methods Of Internal Recruitment
Job Posting
Employee Referrals

EXTERNAL RECRUITMENT: External recruitment is concerned with generating a
pool of qualified candidates through external sources of employment.
Under it, following methods of recruitment are adopted.
1) Direct Recruitment
2) Advertising
3) Employment Agencies
4) . Schools, Colleges And Universities

Selection techniques
Consideration of both job and organizational requirements and cultural
requirements of various countries is important
Techniques adopted by the MNCs are
Screening the applicants background
Testing the candidates ability to adapt to the new culture and
environment
Investigate the family situations of the potential candidate vis--vis, the
foreign cultures and the environment

Using database to track the international managers
Using international graduate training program
Using assessment centre
Assessing the capacity of the manager to adjust to the foreign culture