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Elements or Components of Staffing

This document outlines the key elements of staffing which include manpower planning, job analysis, recruitment and selection, training and development, and performance appraisal. It provides definitions and descriptions of each element. Manpower planning ensures the right number and type of employees. Job analysis studies jobs and develops descriptions. Recruitment finds applicants and selection identifies successful hires. Training teaches skills in the short-term and development provides conceptual knowledge long-term. Performance appraisal measures goal accomplishment and identifies strengths/weaknesses.

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Fatima Faizan
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2K views2 pages

Elements or Components of Staffing

This document outlines the key elements of staffing which include manpower planning, job analysis, recruitment and selection, training and development, and performance appraisal. It provides definitions and descriptions of each element. Manpower planning ensures the right number and type of employees. Job analysis studies jobs and develops descriptions. Recruitment finds applicants and selection identifies successful hires. Training teaches skills in the short-term and development provides conceptual knowledge long-term. Performance appraisal measures goal accomplishment and identifies strengths/weaknesses.

Uploaded by

Fatima Faizan
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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ELEMENTS OR COMPONENTS OF STAFFING

Manpower planning

Job analysis

Recruitment and selection

Training and Development

Performance appraisal

Manpower planning

Manpower planning is the process by which an organization ensures that it has the
right number and the kind of people, at the right place, at the right time, capable of
effectively and efficiently completing those tasks that will help the organization
achieve its overall objectives.

Job analysis

Job analysis is the process of studying and collecting information relating to the
operations and responsibilities of a specific job. The immediate products of this
analysis are job descriptions and job specifications.

RECRUITMENT & SELECTION

Recruitment:
Recruitment is the process of finding and attracting capable applicants for
employment. The process begins when new recruits are sought and ends when their
applications are submitted. The result is a pool of applicants from which new
employees are selected.

Selection:
Selection is the process of differentiating between applicants in order to identify
and hire those with a greater likelihood of success in a job.

TRAINING & DEVELOPMENT


Training:
Training is a short term process utilizing a systematic and organized procedure
by which non managerial personnel learn technical knowledge and skills for a
definite purpose.

Development:
Development is a long term educational process utilizing a systematic and
organized procedure by which managerial personnel learn conceptual and
theoretical knowledge for general purpose.

PERFORMANCE APPRAISAL

Determines strengths and weaknesses of a manager.


Measures performance in accomplishing goals and plans
Integral part of organization
Basis of determining who is promotable to higher position
Recognize legitimate desire of employees for progress
Essential for effective management

A MODEL OF PERFORMANCE APPRAISAL

Skills/Activities/Output

Performance Appraisal System

Reward/Training/Punishment

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