STAFFING

(Managing Human Resources in

Organization)
Meaning of Staffing
• The managerial function of staffing
involves manning the organization
structure through proper and effective
selection, appraisal and development
of the employees.
• According to Theo Haimann, “Staffing
pertains to recruitment, selection,
development and compensation of
subordinates.
Nature of 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 personnel’s- Human
resources can be efficiently managed by a
system or proper procedure, that is,
recruitment, selection, placement, training
and development, providing remuneration,
etc.
Nature of staffing function
• 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 small scale enterprise, it is
performed especially by the personnel
department of that concern.
Staffing Function/ Staffing process
• Manpower requirements- The very first step in
staffing is to plan the manpower inventory
required by a concern in order to match them
with the job requirements and demands.
Therefore, it involves forecasting and determining
the future manpower needs of the concern.
• Recruitment- Once the requirements are
notified, the concern invites and solicits
applications according to the invitations made to
the desirable candidates.
• Selection- This is the screening step of staffing in
which the solicited applications are screened out
and suitable candidates are appointed as per the
requirements.
 Staffing Function/ Staffing
process
• Orientation and Placement- Once screening
takes place, the appointed candidates are made
familiar to the work units and work environment
through the orientation programmes. Placement
takes place by putting right man on the right job.
• Training and Development- Training is a part of
incentives given to the workers in order to develop
and grow them within the concern. Training is
generally given according to the nature of activities
and scope of expansion in it. Along with it, the
workers are developed by providing them extra
benefits of in-depth knowledge of their functional
areas. Development also includes giving them key
and important jobs as a test or examination in
order to analyze their performances.
 Staffing Function/ Staffing
process
• Remuneration or compensation- It is a kind of
compensation provided monetarily to the employees
for their work performances. This is given according
to the nature of job- skilled or unskilled, physical or
mental, etc. Remuneration forms an important
monetary incentive for the employees.
• Performance Evaluation- In order to keep a track
or record of the behavior, attitudes as well as
opinions of the workers towards their jobs. For this
regular assessment is done to evaluate and
supervise different work units in a concern. It is
basically concerning to know the development cycle
and growth patterns of the employees in a concern.
Staffing Function/Staffing
process
• Promotion and transfer- Promotion
is said to be a non- monetary incentive
in which the worker is shifted from a
higher job demanding bigger
responsibilities as well as shifting the
workers and transferring them to
different work units and branches of
the same organization.
Meaning of Recruitment
• Recruitment is the process of finding
and attracting qualified candidates for
the job. It is the process of discovering
potential candidates for actual and
anticipated organizational vacancies.
The general purpose of recruitment is
to provide a pool of potentially
qualified job candidates.
Types of Recruitment
• Internal Recruitment – is a recruitment which
takes place within the concern or organization.
Internal sources of recruitment are readily
available to an organization.
• Internal recruitment may lead to increase in
employee’s productivity as their motivation level
increases.
• It also saves time, money and efforts.
• But a drawback of internal recruitment is that it
refrains the organization from new blood. Also,
not all the manpower requirements can be met
through internal recruitment. Hiring from outside
has to be done.
Internal Recruitment
• There are three sources of internal recruitment-
• Transfers
• Promotions (through Internal Job Postings) and
• Employee referrals
Types of Recruitment
• External Recruitment – External sources of
recruitment have to be solicited from outside the
organization. External sources are external to a
concern. But it involves lots of time and money.
The external sources of recruitment include –
• advertisements,
• public employment agencies,
• private employment agencies
• educational institutes,
• recommendations etc.
 Employee Selection process
• Employee Selection is the process of putting right
men on right job. It is a procedure of matching
organizational requirements with the skills and
qualifications of people.
• Effective selection can be done only when there is
effective matching.
• By selecting best candidate for the required job,
the organization will get quality performance of
employees.
• Moreover, organization will face less of
absenteeism and employee turnover problems. By
selecting right candidate for the required job,
organization will also save time and money.
 Employee Selection process
• The Employee selection Process takes place in
following order-
1.Initial screening- It is used to eliminate those
candidates who do not meet the minimum
eligibility criteria laid down by the organization.
The skills, academic and family background,
competencies and interests of the candidate are
examined during this step.
2.Application blanks- The candidates are
required to fill application blank. It contains data
record of the candidates such as details about
age, qualifications, reason for leaving previous
job, experience, etc.
 Employee Selection process
3. Written Tests- Various written tests
conducted during selection procedure are
aptitude test, intelligence test, reasoning test,
personality test, etc. These tests are used to
objectively assess the potential candidate.
They should not be biased.
4. Employment Interviews- It is a one to one
interaction between the interviewer and the
potential candidate. It is used to find whether
the candidate is best suited for the required
job or not. But such interviews consume time
and money both.
Employee Selection process
5. Medical examination- Medical tests
are conducted to ensure physical
fitness of the potential employee. It
will decrease chances of employee
absenteeism.
6. Appointment Letter- A reference
check is made about the candidate
selected and then finally he is
appointed by giving a formal
appointment letter.
Difference between Recruitment and
Selection
Basis Recruitment Selection
Objective It encourages large It attempts at
number of Candidates rejecting unsuitable
for a job. candidates.

Process It is a simple process. It is a complicated

process.

Approach It is a positive It is a negative

approach. approach.

Economy It is an economical It is an expensive

method. method.

Time Less time is required. More time is

Consuming required.
Orientation and placement
• Once the candidates are selected for the required
job, they have to be fitted as per the qualifications.
• Placement is said to be the process of fitting the
selected person at the right job or place. Once he
is fitted into the job, he is given the activities he
has to perform and also told about his duties.
• Proper Placement of employees will lower the
chances of employee’s absenteeism. The
employees will be more satisfied and contended
with their work.
• The freshly appointed candidates are then given
orientation in order to familiarize and introduce the
company to him.
Orientation and placement
• Generally the information given during
the orientation programme includes-
• Type of organizational structure
• Departmental goals
• Organizational layout
• General rules and regulations
• Grievance system or procedure
• In short, 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.
Orientation and placement
• The main aim of conducting Orientation
is to build up confidence, morale and
trust of the employee in the new
organization, so that he becomes a
productive and an efficient employee of
the organization and contributes to the
organizational success.
• The nature of Orientation program varies
with the organizational size, i.e., smaller
the organization the more informal is the
Orientation and larger the organization
more formalized is the Orientation
programme.
Training
• Training of employees takes place after
orientation takes place. Training is the
process of enhancing the skills,
capabilities and knowledge of
employees for doing a particular job. It
is continuous and never ending in
nature.
• Garry Dessler- “Training is the process
of teaching the new employees the
basic skills they need to perform the
job.”
 Ways/ Methods of training
Training is generally imparted in two ways:
1.On the job training-
On the job training methods are those which are
given to the employees within the everyday working
of a concern.
It is a simple and cost-effective training method. The
in proficient as well as semi- proficient employees
can be well trained by using such training method.
The employees are trained in actual working
scenario. The motto of such training is “learning by
doing.” Instances of such on-job training methods
are job-rotation, coaching, temporary promotions,
etc.
Ways/ Methods of training
2. 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.
• Instances of off the job training methods
are workshops, seminars, conferences,
etc.
• Such method is costly and is effective if
and only if large number of employees
have to be trained within a short time
period.
Thanks