STAFFING

STAFFING
• The term staffing can be defined as the
managerial function of hiring and developing the
required personnel to fill in various positions in an
organization.
This function involves the determination of
the size and categories of staff requirement. It is
also concerned with employing the right type of
people and developing their skills through training.
The staffing function focuses on maintaining and
improving the manpower in an organization.
 Nature of Staffing
• Staffing is an important managerial function-Staffing
function is the most important managerial act along with
planning, organizing, leading and controlling. The
operations of these four functions depend upon the
manpower which is available through staffing function.

• Staffing is a pervasive activity- As staffing function is

carried out by all mangers and in all types of concerns
where business activities are carried out.
 
• Staffing is a continuous activity- This is because
staffing function continues throughout the life of an
organization due to the transfers and promotions that take
place.
• The basis of staffing function is efficient management of
personals- Human resources can be efficiently managed
by a system or proper procedure, that is, recruitment ,
selection,placement, training and development, providing
remuneration, etc.

• Staffing helps in placing right men at the right job-It can

be done effectively through proper recruitment procedures and
then finally selecting the most suitable candidate as per the job
requirements.

• Staffing is performed by all managers- depending upon

the nature of business, size of the company, qualifications
and skills of managers, etc. In small companies, the top
management generally performs this function. In medium
and large scale enterprise, it is performed especially by the
personnel department of that concern.
 Staffing Process
 Manpower Planning/Requirements

 Recruitment/ Decruitment

 Selection

 Placement and Orientation

 Training

 Remuneration

 Performance Management

 Promotion and Transfer

 Manpower Planning/Requirements

 Analysing the current manpower

inventory- Before a manager makes forecast of
future manpower, the current manpower status has
to be analysed.
 
 Making future manpower forecasts – Once the
factors affecting the future manpower forecasts are
known,planning can be done for future manpower
requirements.
 Recruitment/Decruitment
 
 Recruitment
Locating, identifying, and attracting capable
applicants.

Recruitment is of two types-

Internal Recruitment & External Recruitment 
 Decruitment
If manpower planning shows a surplus of
employees, managers may want to reduce the
organization’s work force through decruitment.
 Employee Selection Process
Once the recruitment effort has developed a pool of
candidates, the next step in the staffing process is to
determine who is best qualified for the job. This step is
called selection or screening job applicants to ensure that
the most appropriate candidates are hired. Hiring errors can
have far reaching implications.
 
Types of Selection Devices :
 Application Forms
 Written Tests
 Performance-Simulation Tests
 Interviews
 Background Investigations
 Physical Examinations
 Placement and Orientation

Placement is said to be the process of fitting the selected

person at the right job or place . During Orientation employees are
made aware about the mission and vision of the organization, the
nature of operation of the organization, policies and programmes
of the organization.
 
There are two types of Orientation -

 Work Unit Orientation-Work unit orientation familiarizes

employee with the goals of the work unit, clarifies how his or her
job contributes to the unit’s goals, and includes an introduction to
his or her new co-workers.

 Organization Orientation-Organization orientation informs

new employee about the company’s goals ,history , philosophy,
procedures, and rules. It should also include relevant staffing
policies and maybe even a tour of the facilities.
 
Training of Employees
Training is crucial for organizational development and success.
It is fruitful to both employers and employees of an organization.
An employee will become more efficient and productive if he is
trained well.
 
Types of Training
 On the job training- On the job training methods are those
which are given to the employees within the every day working
of a concern. It is a simple and cost-effective training method.

 Off the job training- Off the job training methods are

those in which training is provided away from the actual working
condition. It is generally used in case of new
employees.
 
The benefits of training can be summed up as:
* Improves morale of employees
* Less supervision
* Fewer accidents
* Chances of promotion
* Increased productivity
 Employee Remuneration

Employee Remuneration refers to the reward or compensation

given to the employees for their work performances.
Remuneration provides basic attraction to a employee to perform
job efficiently and effectively.

There are mainly two types of Employee Remuneration

methods-

* Time Rate Method

* Piece Rate Method

 Performance Management
Managers need to know whether their employees are
performing their jobs efficiently and effectively or whether there
is need for improvement . This is what a performance
management system does-establishes performance standards
that are used to evaluate employee performance.
 
Performance Appraisal Methods –

 Critical Incidents
 Graphic Rating Scales
 Behaviourally Rating Scales
 Militiaperson Comparisons
 Objectives
 360-Degree Feedback
 Promotion and Transfer
Promotion is said to be an incentive in which the worker is shifted to
a higher job with higher salary and demanding bigger responsibilities as
well as there may be cases of shifting the workers and transferring
them to different work units and branches of the same organization this
is called transfer.
 Importance of Staffing

1. Key to other managerial functions. Staffing function is very

closely related to other managerial areas of the business. It
greatly influences the direction and control in the organization.
The effectiveness of other managerial functions depends on the
effectiveness of the staffing function.

2. Building healthy human relationships. Staffing function helps to

build proper human relationships in the organization.
Smooth human relations is the key to better communication and
co-ordination of managerial efforts in an organization.

3. Human resources development: Skilled and experienced staff is

the best asset of a business concern. The staffing function helps
developing this asset for the business. It inculcates the corporate
culture into the staff which in turn ensures smooth functioning of
all the managerial aspects of the business.
4. Long Term effect: Staffing decisions have long term effect on
the efficiency of an organization. Qualified, efficient and well
motivated staff is an asset of the organization. Staffing function
assumes special significance in the context of globalization
which demands high degree of efficiency in maintaining
competitiveness.

5. Potential contribution:Staff selection should be based on the

ability of the prospective employees to meet the future
challenges that the organization need to address. Therefore the
potential contribution of the staff in their anticipated future
roles should also be taken into account in staff selection.
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