Chapter 4 STAFFING By Nasser A Kadasah Chapter

Chapter 4 STAFFING By : Nasser A. Kadasah

Chapter 5 will cover: 4. 1 PERSONAL MANAGEMENT 4. 3 ESTABLISHING ORGANIZATION STRUCTURE 4. 4 RECRUITMENT AND SELECTION 4. 6 CONCEPT OF HUMAN RESOURCE DEVELOPMENT (HRD)

Definition of Staffing S Staffing involves effective recruitment, selection, placement, approval, and development of people to : S Occupy the roles in the organization structure.

4. 1 PERSONNEL MANAGEMENT S Personnel management or human resource management (HRM) concerned with people at work and their relationships within the enterprise. S Development of human resources is essential for any organization that would like to be dynamic and growth-oriented.

4. 3 ESTABLISHING ORGANIZATION STRUCTURE S 1 - Establishing structural guidelines: the structure should be compatible with the external environment, consistent with and supportive to organization’s critical goals and strategies

4. 3 ESTABLISHING ORGANIZATION STRUCTURE S 2 - Job Designing: the determination of a particular individual’s work related responsibilities. S 3 - Departmentation: group the jobs in some logical arrangement.

4. 4 RECRUITMENT AND SELECTION S This function has 6 steps: S 1 - Job description S 2 - Application forms S 3 - Employment tests S 4 - Interviewing S 5 - Physical examination S 6 - Induction or orientation

4. 4 RECRUITMENT AND SELECTION 4. 4. 1. Job Description: S Job description is a combination of short statements that describe both the work to be performed and the essential requirements of the particular jobs. S Such as: job title, job responsibilities, job knowledge, mental and physical requirements, qualification and experience.

4. 4 RECRUITMENT AND SELECTION 4. 4. 2. Application forms: S Application forms is the most universal mechanism used to screen the applicants to be called for interview and other tests for selection purposes.

4. 4 RECRUITMENT AND SELECTION 4. 4. 3. Employment tests: S Employment tests is essential part of the selection programme. S An employee test measures selected psychological factors such as ability to reason, capacity for learning, temperament, specific aptitudes tests. S Such tests as: achievement tests, aptitude tests, intelligence tests, and personality tests.

4. 4 RECRUITMENT AND SELECTION 4. 4. 4. Interviewing: S Interviewing: is a conversation directed to a definite purpose between an applicant and the interviewer and most of the interaction between these two is carried on by gestures, postures, facial expressions and other communicative behavior.

4. 4 RECRUITMENT AND SELECTION 4. 4. 5. Physical Examination: S Physical examination: or medical checkup has to be carried out for the freshly recruited people. S In many organizations, it is a must and it denotes the physical well being of an employee.

4. 4 RECRUITMENT AND SELECTION 4. 4. 6. Induction or Orientation Training: S Induction or orientation training: is concerned with the process of welcoming the new employees. S Or orienting a new employee to the organization and its procedures, rules, and regulations.

4. 6 CONCEPT OF HUMAN RESOURCE DEVELOPMENT (HRD) S HRD IN ORDER TO: S 1 - Acquire or sharpen capabilities required to perform various functions associated with their present or expected future roles. S 2 - Develop their general capabilities as individuals and discover and exploit their inner potentials.

4. 6 CONCEPT OF HUMAN RESOURCE DEVELOPMENT (HRD) S HRD IN ORDER TO: S 3 - Develop an organization culture in which supervisor-subordinate relationships, teamwork, and collaboration among subunits are strong and contribute to the professional well-being, motivation, and pride of employees.

4. 6. 2 GOALS OF HRD S 1 - Improve the capabilities of each employee as an individual. S 2 - Improve the capabilities of each employee in relation to his present roles. S 3 - Improve the capabilities of each employee in relation to his expected future roles.

4. 6. 2 GOALS OF HRD S 4 - Improve the relationship between each employee and his supervisor. S 5 - Improve the team spirit and functioning in every organizational unit. S 6 - Improve collaboration among different units of the organization.

4. 6. 4 HRD SUBSYSTEMS S Performance appraisal S Potential appraisal and development S Feedback and performance coaching S Career planning

4. 6. 4 HRD SUBSYSTEMS S Training S Organizational Development (OD) S Employee welfare S Human resources information S Quality of work life