1.

STAFFING PLAN
The Staffing Plan defines the required human resources needed to deliver the desired project deliverables. It involves the selection and assignment of a Project Team. The Staffing Plan must provide the appropriate skill sets to manage the project and to perform the tasks that produce the specified project deliverables. It also needs to provide for any additional non-labor resources such as tools, equipment, or processes used by the project team.

1.1 Manpower Planning

Manpower planning may be defined as a process by which the management ensures that the right number and the right kind of people are at the right place and time and are doing the right things(for which they are best suited) for the achievement of organisational objectives. It is the process of developing and determining objectives, policies of procurement in relation to manpower. It requires forecasting manpower needs and planning of activities to fulfill those forecast needs. It should also consider the effect of absenteeism and labour turnover. It involves anticipating the present and future requirements of the number and quality of work force in the organisation. It has two main aspects:Quantitative Aspect It involves determination of the number of personnel required by the company. The number of employees is determined on the basis of work-load analysis and work-force analysis. Work-load analysis is based on production and sales budgets, time study and work scheduling. Work-force analysis is an analysis of the present manpower and its future potential. Qualitative Aspect It is concerned with the determination of the type of manpower required. The quality of manpower depends upon the requirements of the job, which in turn can be determined with the help of job analysis. Job analysis is a detailed and systematic study of the job to find out the nature and qualifications of the people required for efficient performance of the job. Job analysis reveals the tasks which constitute the job, the skills and knowledge required for the successful performance of the various tasks, etc. The information obtained from job analysis is usually summarised in the form of job description and job specification. Job description is a formal and organised statement of the contents of the job. It states the nature and type of a job, working conditions, duties and responsibilities of the job, etc. Job specification states the minimum human qualities i.e. knowledge, skills,experience,etc. required to perform a job efficiently. Manpower planning is a continuous process, as the work force of an organisation is subject to constant changes.

Manpower Plan structure

Modes of recruitment :
When organizations need to hire people they either do it themselves or hire recruitment agencies to do this work for them. Then recruitment agencies need to advertise and short list candidates for available jobs. Short listed candidates are then interviewed. The purpose of these is to be able to analyze the skills of the applicants keeping the job requirements in view. A list of the tasks and competencies for a job position is effective when dealing with the identification of individual competencies.

Sources of recruitment in every company

Modes of recruitment of online medical stores The job seekers can apply for the job only through two ways : 1. Recruitment Sites that list the job vacancies and you apply directly to the company. 2. The others are Recruitment Agencies. Recruitment agencies are sales driven and need people like you to fill their vacancies. You register your CV with them and have a chat about the type of work you're looking for so they can find you a suitable job. We've collected lots of website links to different recruitment sites and agencies so that you can:

browse general recruitment sites find vacation work and placements look at sector specific recruitment search the local Councils' vacancies Search for Graduate Schemes and closing dates

Recruitment agencies work in two ways: 1. by approaching companies and offering candidates from their own files 2. advertising jobs on behalf of companies and producing a shortlist of candidates for interview Advantages

Recruitment consultants are recruitment experts it's free to register with them you benefit from their contacts

Disadvantages

no control over what happens to your CV & application may be put forward for unsuitable jobs can get forgotten if you don't keep in touch with them

As with all industries, some recruitment agencies are better than others. The Recruitment and Employment Federation has a database of member recruitment agencies who have agreed to work to high standards and a strict code of practice. You can search for agencies by type of work and location.