Definition of Staffing

Staffing is filling, and keeping filled, positions in the

organization structure.

The Systems Approach to Human Resource Management: An Overview of the Staffing Function

Manager Inventory Chart Satisfactory, but not promotable = oo

Personnel Actions

Situational Factors Affecting Staffing

External factors include the level of education, the

prevailing attitudes in society (such as the attitude toward work), the many laws and regulations that directly affect staffing, the economic conditions, and the supply of and demand for managers outside the enterprise.

Situational Factors Affecting Staffing cont.

Internal factors include, for example, organizational

goals, tasks, technology, organization structure, the kinds of people employed by the enterprise, the demand for and the supply of managers within the enterprise, the reward system, and various kinds of policies.

Definition of Managerial Selection

Selection is the process of choosing from among

candidates, from within the organization or from the outside, the most suitable person for the current or future positions.

Systems Approach to Selection

Position Requirements and Job Design

Selecting a manager effectively requires a clear

understanding of the nature and purpose of the position that is to be filled. An objective analysis of position requirements must be made, and the job must be designed to meet organizational and individual needs. Positions must be evaluated and compared so that the incumbents can be treated equitably. Among other factors to consider are the skills required technical, human, conceptual, and designsince these vary with the level in the organizational hierarchy and the personal characteristics desired in managers.

Skills & Personal Characteristics needed in managers

Analytical & problem solving abilitites Personal Characteristics Desire to manage Communication skills & empathy Integrity & honesty Past performance as mangers

Intragroup and Intergroup Communication

Intragroup communication is communication with

people in the same organizational unit. Intergroup communication is communication not only with other departments but also with groups outside the enterprise.

Selection, Placement, and Promotion

In the selection approach, applicants are sought to fill

a position with rather specific requirements. In the placement approach, the strengths and weaknesses of the individual are evaluated, and a suitable position is found or even designed. Promotion is a move within the organization to a higher position that has greater responsibilities and requires more advanced skills.

The Peter Principle

Managers tend to be promoted to the level of their

incompetence. Specifically, if a manager succeeds in a position, this very success may lead to a promotion to a higher position, often one requiring skills that the person does not possess.

Selection process, techniques & instruments

Validity is the degree to which the data predicts the

candidate's success as a manager. Reliability refers to the accuracy and consistency of the measurement.

Steps in Selection Process

1. 2.

3.

Completed Job Application: Requests only information that predicts the success in the job Initial screening Interview: Provides quick evaluation of applicant's suitability. Asks Questions on experience, background, salary expectation, willingness to relocate, etc. Testing: Measures applicants job skills and the ability to learn on the job. May include computer testing software, handwriting analysis, listening skills test, Team skills test, Sales ability test, etc.

Steps in Selection Process (contd.)

4. Background Investigation: Checks truthfulness of the applicants resume or application form. Calls the applicants previous supervisor (with permission) and confirms information from applicant. 5. In-Depth Interview: Finds out more about the applicant as an individual. Conducted by manager to whom the applicant will report. 6. Physical Examinations: Ensures effective performance by applicant; protects other employees against diseases; establishes health record; protects the firm against unjust workers compensation claims. 7. Job Offer: Fills a job vacancy or position. Offers a salary plus benefit package.

Interviews
Every manger hired is interviewed by one or more people. Every interviewer should be trained so that they know what they

are looking for. Interviewers should be prepared to ask right questions To improve selection, conduct multiple interviews using different interviewers It should be supplemented by data from application form, results of tests & information obtained from references.

Commonly-used Tests on Managerial Candidates

Intelligence tests
Test mental capacity & memory, speed of thought, ability to see

relationships in complex situations.

Proficiency and aptitude tests

Discover interests, existing skills, potential for acquiring skills.

Vocational tests
Indicate a candidates most suitable occupation or the areas in

which the candidates interests match

Personality tests
Reveal candidates personal characteristics and the way he/she

might interact with people.

What is an Assessment Center?

The assessment center is a technique for selecting and

promoting managers. Intended to measure how a potential manger will act in a typical managerial situations. Candidates take part in a series of exercises.

Orientation of New Employees

Orientation involves the introduction of new

employees to the enterpriseits functions, tasks, and people.

Organization
Benefits Requirements of confidentiality & secrecy

Organizational Socialization
A global view includes three aspects: Acquisition of work skills and abilities Adoption of appropriate role behaviors Adjustment to the norms and values of the work group

Managing Human Resources While Moving Toward 2020

The Economist Intelligence Unit Survey

Managing knowledge Providing services & support for customers Improving operation & production processes Developing businesses & strategies Managing marketing & sales Managing human resources & training Other areas

The contribution of the knowledge workers critical for gaining a competitive advantage