STAFFING

Human Resource Management

The integration of all processes, programs,
and systems in an organization that ensure
staff are acquired and used in an effective way

Human Resource Management (Contd.)

HR is multidisciplinary: It applies the disciplines of
Economics (wages, markets, resources),
Psychology (motivation, satisfaction),
Sociology (organization structure, culture) and
Law (min. wage, labor contracts)
What HR Professionals Do?
HR planning
Recruitment & Selection
Training and development
Compensation & Performance review
Labor relations
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Human Resource Planning

Assessing Current
Human Resources

Assessing Future
Human Resource
Needs

Developing a
Program to Meet
Needs
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Human Resource Planning

The process of systematically

reviewing HR requirements to ensure
that the required number of employees,
with the required skills, are available
when they are needed

HR Planning
We have found the gap, how do we fill this void?
Internal Labour Supply
Skill Inventory
Succession Planning
Replacement Planning
Inventory Chart
Present & Future staffing situations
Helps in retention & expulsion strategy
External Labour Supply
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Job Analysis
(Functional Job Analysis, Position analysis questionnaire)
A Basic Human Resource Management Tool
Tasks

Responsibilities

Duties

Human Resource
Planning
Recruitment
Selection
Training and
Development

Job
Descriptions
Job
Analysis

Performance Appraisal
Compensation and
Benefits

Job
Specifications

Safety and Health

Employee and Labor
Relations

Knowledge

Skills

Abilities

Legal Considerations
Job Analysis for7 Teams

Definitions
Job - Consists of a group of tasks that must be
performed for an organization to achieve its goals
Position - Collection of tasks and responsibilities
performed by one person; there is a position for every
individual in an organization
Job analysis - Systematic process of determining the
skills, duties, and knowledge required for performing jobs
in an organization (functional job analysis , position
analysis questionnaire)
Job description document providing information
regarding tasks, duties, and responsibilities of job
Job specification minimum qualifications to perform a
particular job
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Recruitment
Process of locating,
identifying, and attracting
capable candidates
Can be for current or future
needs
Critical activity for some
corporations.
What sources do we use for
recruitment

Sources of Recruitment

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School
Placement

Internal
Searches

Employee
Referrals

Recruitment
Sources

Employment
Agencies

Voluntary
Applicants

Advertisements
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SELECTION
A series of steps from initial applicant
screening to final hiring of the new
employee.
Selection process.
Step 1 Completing application materials.
Step 2 Conducting an interview.
Step 3 Completing any necessary tests.
Step 4 Doing a background investigation.
Step 5 Deciding to hire or not to hire.
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Selection process
Step 1 Completing application materials.
Gathering information regarding an applicants background and
experiences.
Typical application materials.
Traditional application forms.
Rsums.
Sometimes tests may be included with application materials.
Step 2 Conducting an interview.
Typically used though they are subject to perceptual distortions.
Interviews can provide rough ideas concerning the persons fit with
the job and the organization.
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Selection process
Step 3 Completing any necessary tests.
Administered before or after the interview.
Common examples of employment tests.
Cognitive, clerical, or mechanical aptitudes or
abilities.
Personality.
Step 4 Doing a background investigation.
Can be used early or late in selection process.
Background investigations include:
Basic level checks.
Reference checks.
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Selection process
Step 5 Deciding to hire or not to hire.
Draws on information produced in preceding selection steps.
A job offer is made.
A physical examination may be required if it is relevant to job
performance.
Negotiation of salary and/or benefits for some jobs.
Step 6 Socialization.
The final step in the staffing process.
Involves orienting new employees to:
The firm.
The work units in which they will be working.
The firms policies and procedures.
The firms organizational culture.

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Performance Appraisal

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Performance Appraisal

The identification, measurement,

and management of human
performance in organizations.

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Why Conduct Performance Appraisals?

Make decisions about that person's future
with the organization
Identify training requirements
Employee improvement
Pay, promotion, and other personnel
decisions
Research
Validation of selection techniques and criteria
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