HRM (ELECTIVE)

Strategic Staffing

The Strategic Staffing Planning &

Process
 Strategic Staffing Planning & Process
 Strategic staffing refers to a strategy of hiring smaller core
numbers of permanent employees and using temporary employees
for other, more specialized position. ... It is a process which
defines and addresses the staffing implications of strategic and
operational plans.
 Staffing start with hiring and ends up with firing. Hiring involves
determining need and inviting applications from prospective
candidates. After hiring selection is made and then the selected
candidate is places o the job. But the staffing activity wills not eng
here. It will continue throughout his career in the company in the
form of promotion, transfer, restructuring salary levels,
development, meeting grievances, and separation means
retirement, lay-off, dismissal, or resignation.
 The Strategic Staffing, Personnel
Management Process
 Determination of Needs (Job analysis)
 Selection and Recruitment

 Orientation and Training

 Performance and Appraisal

 Compensation

 Promotion

 Separation
 1. Determination of needs (Job analysis)
 Effectivemanagement first determines needs for
personnel before it make decision to hire. There is
a tendency that management values some
positions more than order. The management
should avoid such discrimination/ favoritism ‫امتیاز‬.
a. The comparison method
 It is based on guesswork. In this method comparison is
made b/w what the company is paying for a particular
position and what the industry is paying for the same
positions.
b. The job-factor method
 This method is in itself objective but subject to the
subjective judgment of the evaluator. It determines the
difficulty in the evaluation of each job. This method is
applied only in non-managerial jobs, and therefore, takes
account overtime, combat/ battle pay, and dirt money
(extra payment for odd jobs).
c. Time-san of discretion ‫ صوابدید‬method
 It according to Elliott, Jagues, suggests that the job will
be more important if it takes longer for a person’s poor
work to show up.
d. Ranking method
 All jobs are ranked in ascending order of importance of
job. Importance of job is based on knowledge; skills
scope an impact, relationship, and supervision of others.
e. Inventory chart method
 It is a concrete written evaluation of the promo ability of
the staff in the near future o at present.
f. Organizational chart method
 It is the organization skeleton that determines authority
relationships, levels of organization, delegation of
authority, and span of management its dark aspect is the
resultant inflexibility of the organization and the complex
of superiority of the upper-level staff.
g. Job Specification method
 It stresses the candidate’s education, ability, skill, and
other minimum qualities and qualification, duties and
responsibilities.
 2. Selection and Recruitment
 Once the need has been determined, recruiting start.
Recruiting refers to inviting application from prospective
candidates.
 A/c to Fulmer, lection precedes ‫استدالل سے پہلے‬
recruitment b/c if selection methods are not preset, the
recruiting process will fail. Once the applications have
been received they will be screened/selected according to
the company’s job description and specification. Then
the candidates will be interviewed tested medically check
up, and finally selected.
 3. Orientation and Training
 Orientation is a period of introduction. Many
organizations provide an official and formal
session, interview, and speeches. Group
conferences lectures, and movies are also used. In
orientation following subject are covered.
 3. Orientation and Training
1. Company history and its major operation.
2. Company policies, rules and regulations.
3. Relations with immediate boss and subordinates.
4. Rule and regulation about:
 Wages and method of payment.
 Working hours and overtime.
 Safety, health, accidents
 Holidays, leaves, and vacation.
 Reports about absenteeism and tardiness.
 Discipline and grievances ‫شکایتیں‬.
 Uniforms.
 Parking facility
 3. Orientation and Training
5. Economics and recreational services:
 Insurance plans

 Pension plan

 Games and social programs

6. Opportunities:
 Promotion, transfer

 Job security

 Suggestion system

 Rights and powers

 4. Appraisal Performance
It refers to measuring the performance of managers.
Managerial appraisal is required for the following
reasons:
 To allocate resources

 To reward employees

 To provide feedback for employees

 To create cooperative atmosphere

 To facilities communication
 4. Appraisal Performance
Modern philosophy of appraisal has three view
points:
1. Performance orientation: to make workers realize
their fault.
2. Goal orientation: to make workers keep on the
way to objectives.
3. MBO or mutual goal setting: to commit the
worker to the goals and make them feel
personality responsible.
 5. Compensation
 Compensation is the reward for the services one
has performed. Peoples should be paid according
to their performance. Wages are most important
motivating factor wages incentive way of to
release the potential of a worker. Wages alteration
can be use to increase productivity.
 5. Compensation
 Compensation includes;
Wages, salaries, bonuses, overtime payments,
allowances, increments, and other fringe benefits
and perks. Different methods may be used in
making compensation, such as: straight salary,
shift premium, piece-rate payments, time wages,
bonus payment, and commission payment. Wages
include all payments made to workers for the
service they render for others. Wages are the
reward paid to workers for their productive work.
 5. Compensation
 Compensation may also use such terminology as
fees, interest, commission, bribery (corruption),
tuition, ransom ‫تاوان‬, blackmail, tare ‫مشکل‬, toll,
tax, dues, honorarium, rent, commission, and
discount.
 6. Promotion
 Promotion is upward transfer bringing higher status
salary it has great intangible impacts which are
social, psychological and personal .it is one of the
methods of filling an opening. In such case it is
referred to as promotion from within. Employees are
promoted to the higher vacant position instead of
hiring from outside. But this method prevents a
company to have new technology, methods, and fresh
blood. But on the others hand. It raises the morale of
company employees.
 7. Separation
 Staffing cycle completes its revolution at
separation. Separation includes resignation, lay-
off, dismissal, retirement, discharge and death
which is discussed below, termination involves
pension gratuity and provident fund.
 “Japanese managerial system has life-long employment
system. Employees retire on their discretion / judgment
rather than at the will of the employer or at the
superannuation age the following are the forms of
separation”.
 7. Separation
There are following types of separation are as:
1.Resignation
2.Lay off
3.Retirement
4.Retrenchment
5.Termination
6.Death
 7. Separation
1.Resignation
 Employees may leave the company on their own
discretion. Such a voluntary leaing is referred to
as resignation. Employees may resign for better
future prospects, joining some other company, or
difference with the management of the company.
 7. Separation
2.Lay off
 It is that separation which is result of economic
and business factors during depression or seasonal
fluctuations employees are temporarily laid off
this lay off may last from some weeks to months
or even years lay off is very common among
seasonal food processing companies after stack
season is over, laid off workers are re-employed.
 7. Separation
3.Retirement
 It is compulsory separation of the employee at the
attaining certain level of age. In Pakistan
retirement age for men is 60 and for women 58. It
entails pension gratuity and provident fund. In
Japan there is no compulsory retirement.
 7. Separation
4.Retrenchment
 It is curtailing/restrict the number of employees in
a company. It is the result of over-employment or
poor business conditions. Reducing the excessive
number of employees can only be done under
government’s prescribe laws.
 7. Separation
5.Termination
 Termination is dismissal, firing, or discharge of
the employee by the company usually on
disciplinary ground. It is involuntary permanent
separation from the organization for any reason.
The employee so fired is entitled to severance
pay.
 7. Separation
6.Death
 It is another reason for separation. Companies
endeavor to provide hospitalization and medical
benefits and maintain proper working conditions
to ensure the health and protection of lives of its
employees.