Staffing

STAFFING

 Defined

as filling and keeping filled, positions in the organization structure

 Done

by

 identifying

workforce requirements,  inventorying the people available,  and recruiting, selecting, placing, promoting, appraising, planning the careers of, compensating, and training or otherwise developing both candidates and current jobholders so that they can accomplish their tasks effectively and efficiently 2

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THE SYSTEMS APPROACH TO HUMAN RESOURCE MANAGEMENT : AN OVERVIEW OF THE STAFFING FUNCTION 4

 The

present and projected organization structure determines the number of managers required.

 The

demand is compared with the available talent through the management inventory and analysis is done.

 On

the basis of the analysis recruitment, selection, placement, promotion are carried out.

 Staffing

affects leading and controlling , requires an open-system approach and carried out within the enterprise.

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Factors Affecting the Number and Kinds of Managers Required

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 Size

and complexity of the organization

 Plans  Rate

for expansion

of turnover of managerial personnel

 The

ratio between the number of managers and the number of employees does not follow any law 8

Determination of Available Managerial Resources:

The Management Inventory

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Analysis of the Need for Managers: External And Internal Information Sources

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Internal Factors  Personnel

policies

 The

organizational climate

 The

reward system

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External Factors

Economic factors Technological Factors

ORGANIZATION

Social Factors Political Factors

Legal Factors

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 Competitors  So

recruit from same job pool.

consider:

 Trends

in labor market  The demographics  Composition of the community wrt knowledge & skills of labor pool.  Attitude towards the company.

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Personnel Actions Based On Manager Supply And Demand Within The Enterprise

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Supply of Managers HIGH LOW HIGH

LOW

Selection Placement Promotion

Internal: Training and development Compensation External: Recruitment

Change in company plans. Training and development Outplacement if change in demand is Layoffs expected in the future. Demotions Early Retirement 16

Other Important Factors in the Systems Approach to Staffing

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A

number of candidates may have to be recruited.

 Attracting

 Managers  Process

 Aim

qualified candidates.

or potential managers are selected.

of choosing the most suitable ones.

– to place people in positions that allow to

 Utilize

personal strengths  Overcome weaknesses by getting experience  Get training in skills which need improvement  Often

results in promotion.

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FACTORS AFFECTING STAFFING

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EXTERNAL ENVIRONMENT Affect

in various degrees Grouped into: 1. Educational 2. Socio-cultural 3. Legal-political 4. Economic constraints or opportunities 20

Equal Employment Opportunity 

Laws passed for EEO prohibit employment practices that discriminate based on:      

Race Color Religion National origin Sex Age



Based on federal, state and local news



Recruitment and selection for promotion must be in compliance with these laws 21

Women in Management 

Women made significant progress in obtaining reasonable positions in last decade. --excellent example of Indira Nouie- CEO of PepsiCo.



Reasons for development: Laws governing fair employment practices Changing societal attitudes Desire of companies to project favorable image by placing women in managerial positions

1. 2. 3.

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Staffing In International Environment 

Should recognize worldwide changes

Sources for staffing positions in international operations: 1. Managers from home country. 2. Managers from host country. 3. Managers from third country. 

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INTERNAL ENVIRONMENT The

Internal factors concern :

 staffing

managerial positions from personnel within the firm as well as from the outside  determining the responsibility for staffing  recognizing the need for top management support in overcoming resistance to change

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Promotion from Within Originally, promotion from within implied :

 





workers proceeded into frontline supervisory positions and then upward through the organizational structure Thus, a firm was pictured as recieving a flow of nonmanagerial employees from which future managers emerged.

”When a president retires or dies, we hire a new officer” 25

Promotion Within Large Companies 



A policy of promotion from within is quite suitable for a very large company. Large businesses and nonbusiness organizations have so many qualified people, that promotion withing almost follows the policy of open-competition .

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Policy of Open Competition 





Managers must decide whether the policy of promotion from within must outweigh the policy's shortcomings. It gives the firm the opportunity to secure the services of the best-suited candidates. Better and honest means of ensuring managerial competence

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Responsibility for Staffing 





Responsibilty lies with manager at each level Ultimate responsibilty lies with CEO and top executives Tasks   

Developing policy Assigning execution to subordinates Ensuring proper application 28

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