Staffing in Organization

The foundation of any organization is the talented and hard working

People, who are the principal assets of any firm. It is an established fact

that the growth of an organization requires the regular infusion of

quality staff. Thus, adequate staffing or the provision for appropriate

human resources is an essential requirement for any organization’s

success. It is therefore, believed that an organization can achieve its

objectives only when it has the right persons in the right position.

By: Trilochan Bhalla

Staffing is the process of fillingpositions/posts in the organization withadequate and qualified personnel .

Staffing is the process of acquiring, deploying, andretaining a workforce of sufficient quantity andquality to create positive impacts on theorganization's effectiveness


Definition

According to McFarland,

According to Koontz, O’Donnell and Heinz

Weihrich,

“Staffing is the function by which managers build an organizationthrough the recruitment, selection, and development of individuals ascapable employees.”

“The management function of staffing is defined as filling position in theorganization structure through identifying workforce requirements,inventorying the people available, recruitment, selection, placement,promotion, appraisal, compensation, and training of needed people.”


Efficient Performance

Effective Use of Technology

Optimum Utilisationof Human Resources

Development of Human Capital

Motivation of Human Resources


Efficient Performance

Staffing is the key to the efficient performance of

other functions of management. If an organization

does not have competent personnel, it can’t perform

planning, organization and control functions properly.


Effective Use of Technology

It is the human factor that is instrumental

in the effective utilization of latest

technology, capital, material, etc. the

management can ensure right kinds of

personnel by performing the staffing

function.


Optimum Utilization of Resources

The wage bill of big concerns is quite high. They

also spend money on recruitment, selection,

training and development of employees. In order

to get the optimum output from the personnel, the

staffing function should be performed in an

efficient manner.


Development of Human Capital

The management is required to determine the

manpower requirements well in advance. It has

also to train and develop the existing personnel for

career advancement. This will meet the

requirements of the company in future.


Motivation of Human Resources

The behavior of individuals is shaped by many

factors such as education level, needs, socio-

cultural factors, etc. that is why, the human aspect

of organization has become very important. The

workers can be motivated through financial and

non-financial incentives.


Management Function

Pervasive Function

Part of Human Resourse Management

Deals With Active Reason

Continuous Function


Staffing is an important management

function that appoints people at different

posts to run the organization


People are the most important asset that converts

inputs into outputs. People are appointed at all

levels (top, middle, low) in all functional areas (

production , finance, marketing, personnel).staffing

ensures that right persons are appointed at the right

job so that organization can efficiently achieve its

objectives.


Staffing function is and important part of human

resource management. Human resource

management ensures that competent people

perform organizational activates. It deals with the

set of organizational activates that attract, develop

and maintain and effective workforce. The

requirements of human resource management are

filled through staffing as staffing appoints people at

the desired jobs.


Staffing deals with the most important resource

(people) that converts inactive resources (raw

materials) into productive outputs. It deals with the

live resource (people) without whom

organization’s resources would remain as resources

only. They will not be converted outputs.


Staffing is a continuous managerial function.

People deep leaving and joining the organization.

Departments and organizations grow and, therefore,

need for people keeps arising. Hiring, training and

compensating people (staffing) are, therefore,

continuously performed by managers.


Management Function

Pervasive Function

Part of Human ResourseManagement

Deals With Active Reason


India has Usually Some Extra supply of unskilled workers then highly qualified people.

Companies start to change their staffing policy and prefer less talented people.


Child labor is prohibited.

Provision are there relating to reservations for physically handicapped people.

Legal provision affects the staffing policy of an organization.


Employment of women for job involving physical exertion is usually avoided

Women are not offered jobs involving continuous travelling.


Employers have to face pressures from political parties or politicians as new recruitment.

Concept of Employment to “Sons of the soil” is getting popular in all countries.

External Influences affect the staffing policy of business unit.


Size of Organization

Organizational Behavior

Organizational Business Plan


Small organization cannot have same staffing practices which a large organization may have.

It may not be able to attract highly talented staff. Even if it tries to do so it may increase the staffing

cost.


Organization image also affects the staffing practices. Organizational image depends upon facilities to staff for training and development

promotional policies if all these factors are positive then organization will attract more candidates.


Organizational business plan directly affect the staffing function because it determines the type of

personal that may be required in future.

On the basis of business plan growing organization may need more staff in the future and declining organization will have to shunt out its staff and stagnating organization will work for retaining

its staff .


Estimating Manpower Requirement

Recruitment

Selection

Placement & Orientation

Training & Development

Remuneration

Performance & Evaluation


Promotion & Transfer

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.


Once the requirements are notified, theconcern invites and solicits applicationsaccording to the invitations made to thedesirable candidates.

Recruitment is the Process whereconcerned with the identification ofsources from where the personal can beemployed and motivating them to offerthemselves for Employment.


This is the screening step of staffing inwhich the solicited applications arescreened out and suitable candidates areappointed as per the requirements.

Selection is the Process ofdifferentiating between applicants inorder to identify those with a greaterlikelihood of success in a Job.


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 is a part of incentives given to the workers inorder to develop and grow them within the concern.Training is generally given according to the nature ofactivities and scope of expansion in it. Along with it, theworkers are developed by providing them extra benefitsof in depth knowledge of their functional areas.Development also includes giving them key and importantjobs as a test or examination in order to analyses theirperformances.


It is a kind of compensationprovided monetarily to theemployees for their workperformances. This is givenaccording to the nature ofjob- skilled or unskilled,physical or mental, etc.Remuneration forms animportant monetary incentivefor the employees.


In order to keep a track or record of thebehaviour, attitudes as well as opinions of theworkers towards their jobs. For this regularassessment is done to evaluate and supervisedifferent work units in a concern. It is basicallyconcerning to know the development cycle andgrowth patterns of the employees in a concern.


Promotion is said to be a non-monetary incentive in whichthe worker is shifted from ahigher job demanding biggerresponsibilities as well asshifting the workers andtransferring them todifferent work units andbranches of the sameorganization.


Recruitment means to estimate the available vacancies inthe organization and to make arrangements for theirselection and appointment.

Recruitment is a positive function in which publicity is givento the jobs available in the organization and interestedcandidates are encouraged to submit applications for theselection.

In the recruitment, a pool of eligible and interestedcandidates is created for the selection of most suitablecandidates.



External sources of recruitment have to be solicited from outside

the organization. External sources are external to a concern. But

it involves lot of time and money. The external sources of

recruitment include - Employment at factory gate,

advertisements, employment exchanges, employment agencies,

educational institutes, labour contractors, recommendations etc.


• Outside people bring in new ideas

• Larger pool of workers from which to find the best candidate

• People have a wider range of experience

•Longer process•More expensive process due to advertising and interviews required•Selection process may not be effective enough to reveal the best candidate


Campus Recruitment (Interview).

Press Advertisement.

Recruitment through Management Consultants and Private Employment Exchanges.

Deputation of Personnel.

Management Training Schemes.

Walk-ins, Write-ins and talk-ins.


It is a recruitment which takes place within the concern ororganization. Internal sources of recruitment are readilyavailable to an organization. Internal recruitment may leadto increase in employee’s productivity as their motivationlevel increases. It also saves time, money and efforts. TheInternal Recruitment includes- Promotion & Transfer.


•Cheaper and quicker to recruit•People already familiar with the business and how it operates•Provides opportunities for promotion with in the business – can be motivating.

•Limits the number of potential applicants•No new ideas can be introduced from outside•May cause resentment amongst candidates not appointed


Promotions

Transfers

Internal Notifications(Advertisement)

Former Employees


Selection is the process of differentiating between applicants

in order to identify and hire those with a greater likelihood of

success in a job.

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.

Proper screening of candidates takes place during selection

procedure. All the potential candidates who apply for the

given job are tested.


ProcessPremilinary Interviews

Application Blanks

Written Test

Employment Interviews

Medical Examination

Appointment Letter


RECRUITMENT SELECTION

To attract maximum number To choose best out of theof candidates. available candidates.

It creates application pool It is a rejection processas large as possible. where few are selected.

Techniques are not very Highly specialized techniquesintensive. are required.

Outcome is application Outcome is the

Recruitment V/s Selection


Staffing is the most vital asset with an organization, without which it cannot move ahead in the competitive world. It can be

equated with HR management as both have same sort of objectives. Staffing is an open system approach. It is carried out within the enterprise but is also linked to external environment.


Thank You !!!

Recruiting & HR

Staffing in Organization