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POM
Staffing
| Question | Answer |
|---|---|
| What is staffing | Staffing refers to the process of finding the right employee with appropriate skills, knowledge and experience and recruiting them to fill organizational vacancies |
| Purpose of Staffing | -Staffing is an HR fn which involves hr planning, recruitment, screening, selection and identifying the right person for the job. -The purpose of staff is to provide emp to those who require it and to fill organ position with a qualified cand |
| Nature of staffing | 1]qualified ppl for the job 2]Max pro n higher perform 3]boosts morale n job satis 4]growth and dvp of org 5]opt util of hr |
| Importance of staffing | 1]]optimum use of tech 2]optimum use of hr 3]increases motivation 4]Boosts morale 5]efficient perf of other fn 6]Development of human capital |
| Component/Elements of Staffing | 1]Estimating man power requirements 2]Job Analysis 3]Recruitment 4]Selection 5]Placement 6]Induction and Orientation 7]Training and Development 8]Remuneration 9]Performance Appraisal 10]Promotion and Transfer |
| What is human resource planning | The continuous process of predicting workforce requirements and developing plans to make optimum use of employees skills and aptitudes. |
| What are the objectives of human Resource Planning | 1]Forecasting workforce requirements 2]Use existing manpower productively 3]Coping with changes 4]Prepare people for future 5]Cut costs 6]Succession Planning |
| Techniques for forecasting the demand of human resource | 1]Judgmental Technique 2]Mathematical Technique |
| Judgmental Technique | Top down, unit level, delphi tech |
| Importance of staffing | 1]]optimum use of tech 2]optimum use of hr 3]increases motivation 4]Boosts morale 5]efficient perf of other fn 6]Development of human capital |
| Component/Elements of Staffing | 1]Estimating man power requirements 2]Job Analysis 3]Recruitment 4]Selection 5]Placement 6]Induction and Orientation 7]Training and Development 8]Remuneration 9]Performance Appraisal 10]Promotion and Transfer |
| What is human resource planning | The continuous process of predicting workforce requirements and developing plans to make optimum use of employees skills and aptitudes. |
| What are the objectives of human Resource Planning | 1]Forecasting workforce requirements 2]Use existing manpower productively 3]Coping with changes 4]Prepare people for future 5]Cut costs 6]Succession Planning |
| Techniques for forecasting the demand of human resource | 1]Judgmental Technique 2]Mathematical Technique |
| Judgmental Technique | 1]Managerial Judgment [unit level forecasting and top down forecast] 2]Delphi Technique [expert group concensus on a forecast through several rounds of anonymous questionnaires |
| Mathematical Techniques | 1]Extrapolation[projecting past trends] 2]Indexation[measuring emp growth by its relationship to a particular index] 2]Work-Study[calc req based on the kitna kaam, kitne log] |
| What is recruitment | Recruitment is the process of finding prospective employees and stimulating them to apply for the jobs |
| what are the internal sources of recruitment | 1]Promotion 2]Transfer 3]Demotion |
| What are external sources of recruitment | 1]Campus re 2]Casual Applicants 3]Data Bank 4]Public Employment 5]Media Advertisements 6]Professional Association Exchange 7]E-Recruitment 8]Job fair |
| What is selection | The process of choosing from the recruited pool of candidates is called selection |
| Process of Selection | 1]Preliminary screening 2]Aptitude test 3] Employment interview 4]Background investigation and reference checks 5]Health Checkup 6]Final Decision to hire |
| Big 5 Personality test | OCEAN openness, conscientiousness, extraversion, agreeableness and neuroticism |
| Types of tests | 1]Intelligence Test 2]Aptitude test 3]Personality Test 4]Work Sample Test 5]Psychometric Test [personality+apt test] |
| Training | refers to the improvement of skills, knowledge, aptitude of a person for a specific job, short term, managers as well as non managers, technical job knowledge, immediate improv |
| Development | overall growth theoretical n conceptual knowledge, managers, long term process, future based, career growth, broader |
| Recruitment Policy | 1]Manpower requirements 2] Organisational Objectives 3]Cost Factor 4]Sources of Recruitment 5]Criterion for Selection |
| On the Job methods | Job rotation, coaching, apprenticeship, vestibule training, job instr training |
| off the job methods | Case study, simulation, role play, lectures, management games, programmed instructions. |
| Performance Appraisal | process of evaluation of employees performance |
| Purpose of performance appraisal | promotion, compensation, employee development |
| Techniques of Performance Appraisal | Behaviorally anchored rating scale, Human resource acc method, assessment center method, Management by obj, 360 degree appraisal |
Created by:
shaili
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