Staffing
Staffing fills and keeps filled positions in the organisation. Includes HR planning, recruitment, selection, training, development, performance evaluation, and compensation. The right people in the right jobs at the right time.
HR Planning
Estimates future people needs. Steps: analyse current workforce (skills inventory), forecast future needs (business plans, expansion, retirement), identify gaps, develop action plans. Job analysis: Job description (duties, responsibilities) and Job specification (qualifications, skills, experience).
Recruitment
Internal: promotions, transfers, referrals — motivation, lower cost, known capabilities. External: advertisements (Kantipur, MeroJob, RojgarNepal), campus recruitment, agencies, social media (LinkedIn). Nepal: personal networks still play significant role alongside formal channels.
Selection
Steps: (1) Application screening. (2) Preliminary interview. (3) Selection tests (aptitude, personality, technical). (4) In-depth interview. (5) Reference checks. (6) Medical examination. (7) Final selection and offer. Nepal’s labour laws prohibit discrimination based on gender, caste, ethnicity, religion.
Training and Development
Training: current job skills. Development: future roles. On-the-job: coaching, mentoring, job rotation, apprenticeship. Off-the-job: classroom, workshops, seminars, case studies, online courses. Kirkpatrick’s 4 levels: Reaction, Learning, Behaviour, Results.
Performance Appraisal
Methods: Rating scales (simple but subjective), 360-degree feedback (comprehensive), MBO (objective-based), Critical incident (specific behaviours). Common errors: halo effect, recency effect, leniency/strictness bias, central tendency.
Compensation
Direct: salary, overtime, bonuses, commissions. Indirect: provident fund, gratuity, medical insurance, Dashain bonus, leave. Nepal mandates: minimum wage Rs 17,500/month, 10% PF, annual Dashain bonus (1 month salary), maternity/paternity leave. Must be internally equitable and externally competitive.
Summary
Staffing ensures right people in right positions through HR planning, recruitment, selection, training, appraisal, and compensation. Success depends on the quality and motivation of people.
Selection Process Flowchart
| Step | Activity | Purpose | Tools Used |
|---|---|---|---|
| 1 | Application Screening | Filter unqualified candidates | CV review, minimum qualifications check |
| 2 | Preliminary Interview | Assess basic suitability and communication | Short interview (15-20 min), phone screen |
| 3 | Selection Tests | Measure abilities objectively | Aptitude test, personality test, technical test, GD |
| 4 | In-depth Interview | Evaluate skills, experience, cultural fit | Structured/panel interview, behavioural questions |
| 5 | Reference Check | Verify claims, assess past performance | Contact previous employers, academic institutions |
| 6 | Medical Exam | Ensure physical fitness for the job | Health checkup at designated hospital |
| 7 | Final Selection & Offer | Choose best candidate, negotiate terms | Appointment letter, salary negotiation |
Training Methods Comparison
| Method | Type | Description | Best For |
|---|---|---|---|
| Coaching | On-the-job | Senior employee guides junior one-on-one | Skill development, personalised learning |
| Job Rotation | On-the-job | Employee moves through different departments | Broadening experience, cross-functional understanding |
| Apprenticeship | On-the-job | Learning a trade under a master craftsperson | Technical skills, manufacturing |
| Classroom Lecture | Off-the-job | Instructor-led teaching in a formal setting | Theoretical knowledge, large groups |
| Case Study | Off-the-job | Analysing real business situations | Decision-making, analytical skills |
| Role Play | Off-the-job | Acting out workplace scenarios | Customer service, negotiation, conflict resolution |
Nepal Labour Law Provisions
| Provision | Requirement |
|---|---|
| Minimum Wage | Rs 17,500/month basic (revised periodically by government) |
| Provident Fund | 10% employer + 10% employee contribution |
| Gratuity | One month salary per year of service (after 3+ years) |
| Dashain Bonus | One month’s salary before Dashain festival (mandatory) |
| Annual Leave | 18 days paid leave per year |
| Sick Leave | 12 days per year (with medical certificate for 3+ days) |
| Maternity Leave | 98 days (60 days paid) |
| Working Hours | 8 hours/day, 48 hours/week maximum |
Exam Tips
Tip 1: Selection process steps in order is a very common question — know all 7 steps. Tip 2: On-the-job vs off-the-job training comparison with 3+ methods each is frequently tested. Tip 3: Performance appraisal methods (rating scales, 360-degree, MBO, critical incident) with merits and limitations. Tip 4: Nepal labour law provisions (minimum wage, PF, gratuity, Dashain bonus) are guaranteed exam content for BBS. Tip 5: Kirkpatrick’s 4 levels of training evaluation (Reaction, Learning, Behaviour, Results) is commonly asked in short-answer format.