STAFFING NATURE AND PURPOSE THE MANAGERIAL FUNCTION OF

STAFFING.

NATURE AND PURPOSE. . Ø THE MANAGERIAL FUNCTION OF STAFFING IS DEFINED AS FILLING POSITIONS IN THE ORGANISATION STRUCTURE THROUGH IDENTIFYING WORK-FORCE REQUIREMENTS, INVENTORYING THE PEOPLE AVAILABLE, RECRUITMENT, SELECTION, PLACEMENT, PROMOTION, APPRAISAL, COMPENSATION AND TRAINING OF NEEDED PEOPLE.

RELATED TO ORGANISING BUT. . Ø 1. 2. 3. 4. IS A SEPARATE FUNCTION BECAUSE: IT SHOULD INCLUDE A LOT OF KNOWLEDGE AND APPROACHES ENABLES GREATER EMPHASIS ON THE HUMAN APPROACH A GREAT DEAL OF DEVELOPMENT IN KNOWLEDGE OF STAFFING MANAGERS PUSH STAFFING ONTO “PERSONNEL”

IMPORTANCE OF STAFFING Ø HUMAN ASSETS Ø NEVER REFLECTED ON BALANCE SHEET Ø HUMAN RESOURCE ACCOUNTING

SYSTEMS APPROACH ** Ø OPEN SYSTEM APPROACH : External environment (principles) Enterprise plans Organisation plans No. and kinds Of mgrs reqd Mgmt inventory Leading & controlling External & Internal sources Analysis of Present & Future Need of mgrs Recruitment, selection. , Placement, Promotion, separation T&D, Appraisal Internal environment, personnel policies, reward system

MANAGEMENT INVENTORY SYSTEM ADVANTAGES: OVERVIEW OF STAFFING MANAGERS TO BE PROMOTED EASILY IDENTIFIED 3. INDICATES FUTURE INTERNAL SUPPLY OF MANAGERS 4. MANAGERS TO RETIRE, WHO ARE NOT EFFICIENT, WHO SHIRK WORK EASILY IDENTIFIED 5. PREVENTS HOARDING OF PROMOTABLE PEOPLE. Ø 1. 2.

DISADVANTAGES: 1. 2. 3. 4. WHICH POSITION TO BE PROMOTED TO, NOT INDICATED DATA NOT SUFFICIENT FOR A FAIR ASSESSMENT OF ALL CAPABILITIES OF INDIVIDUALS IT TAKES A LOT OF TIME AND EFFORT TO KEEP THE CHART UP TO DATE. MANAGERS MAY HESITATE TO SHOW THEIR CHARTS TO THEIR PEERS IN ORDER TO AVOID POACHING OF GOOD SUBORDINATES. BACK

ANALYSIS OF NEEDS: SYSTEMS AP SUPPLY OF MANAGERS HIGH LOW HIGH DEMAND FOR MGRS LOW SELECTION PLACEMENT PROMOTION RETRENCHMENT, OUTPLACEMENT, DEMOTIONS EARLY RETIREMENT INTERNAL: T&D, COMPENSATION EXTERNAL: RECRUITMENT TRAINING & DEVELOPMENT, IF CHANGE IN DEMAND IS EXPECTED IN THE FUTURE

SITUATIONAL FACTORS AFFECTING STAFFING: Ø Ø 1. 2. 3. 4. 5. ** EXTERNAL ENVIRONMENT INTERNAL ENVIRONMENT: PROMOTION FROM WITHIN PRINCIPLE OF OPEN COMPETITION SELECTION OF KEY MANAGERS FROM OUTSIDE RESPONSIBILITY FOR STAFFING MANAGEMENT SUPPORT IS CRUCIAL TO OVERCOMING RESISTANCE TO EFFECTIVE STAFFING

PRINCIPLE OF THE OBJECTIVE OF STAFFING Ø THE OBJECTIVE OF MANAGEMENT STAFFING IS TO ENSURE THAT THE ORGANISATIONAL ROLES ARE FILLED BY THOSE QUALIFIED PERSONNEL WHO ARE ABLE AND WILLING TO OCCUPY THEM.

PRINCIPLE OF STAFFING Ø THE CLEARER THE DEFINITION OF ORGANISATIONAL ROLES, THEIR HUMAN REQUIREMENTS, AND TECHNIQUE OF MANAGER APPRAISAL AND TRAINING, THE MORE ASSURANCE THERE WILL BE OF MANAGERIAL QUALITY. BACK

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PRINCIPLE OF OPEN COMPETITION Ø THE MORE AN ENTERPRISE IS COMMITTED TO THE ASSURANCE OF QUALITY MANAGEMENT , THE MORE IT WILL ENCOURAGE OPEN COMPETITION AMONG ALL CANDIDATES FOR MANAGERIAL POSITIONS. BACK