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CHAPTER – 6Staffing
Meaning
Staffing means putting people to jobs. It begins with human resource planning and includes
different other functions like recruitment, selection, training, development, promotion and
performance appraisal of work force.
Need and Importance of Staffing
1. Obtaining Competent Personnel: Proper staffing helps in discovering and obtaining
competent personnel for various jobs.
2. High Performance: Proper staffing ensures higher performance by putting right person on the
right job.
3. Continuous growth: Proper staffing ensures continuous survival and growth of the enterprise.
4. Optimum utilization of human resources: It prevents under-utilization of personnel and
high labour cost.
5. Improves job satisfaction: It improves job satisfaction and morale of employee.
Staffing As a Part ofHuman Resource Management (HRM)
• Staffing
• Function which all managers have to perform as all managers directly deal with people
• Staffing refers to this kind of role played by all managers in small organizations.
• As organizations grow and number of people employed increases, a separate department called
the human resource department is formed which consists of specialists who are experts in dealing
with people.
• In fact early definitions of staffing focused narrowly on only hiring people for vacant positions.
But today staffing is a part of HRM which encompasses not only staffing but also a number of
other specialized services such as job evaluation, management of labour relations.
• Human Resource Management
• Involves procuring, developing, maintaining and appraising a competent and satisfied
workforce to achieve the goals of the organization efficiently and effectively.
• Its purpose is to enable every human being working in the organization to make his best
possiblecontribution..
PROCESS OF STAFFING
1. Estimating Manpower Requirement: It involves the following:
(a) Making inventory of current human resources in terms of qualification, training & skills.
(b) Assessing future human resource needs of all departments.
, (c) Developing a programme to provide the human resources. Job Analysis is an intensive way of
finding details related to all jobs.
2.Recruitment: It refers to identification of the sources of manpower availability and making
efforts to secure applicants for the various job positions in an organization.
3. Selection: It is the process of choosing and appointing the right candidates for various jobs in
an organization through various exams, tests &interviews.
4. Placement and Orientation: When a new employee reports for duty, he is to be placed on the
job for which he is best suited. Placement is very important process as it can ensure “Right
person for right job”. Orientation/Induction is concerned with the process of introducing a new
employee to the organization. The new employees are familiarized with their units, supervisors
and fellow employees. They are also to be informed about working hours, procedure for availing
leave, medical facilities, history and geography of organization and rules/regulations relating to
their wages etc.
5. Training and Development: Systematic training helps in increasing the skills and knowledge
of employees in doing their jobs through various methods.
Development involves growth of an employee in all respects. It is the process by which the
employees acquire skills and competence to do their present jobs and increase their capabilities
for higher jobs in future.
6. Performance Appraisal: It is concerned with rating or evaluating the performance of
employees. Transfers and promotions of the staff are based on performance appraisal.
RECRUITMENT
(A) Recruitment: Recruitment may be defined as the process of searching for prospective
employees and stimulating them to apply for jobs in the organization.
Sources of Recruitment
(A) Internal Sources
(B) External Sources
(A) Internal Sources of Recruitment
Internal sources refer to inviting candidates from within the organization. Following are
important sources of internal recruitment:
1. Transfers: It involves the shifting of an employee from one job to another, from one
department to another or from one shift to another shift.
2. Promotions: It refers to shifting an employee to a higher position carrying higher
responsibilities, prestige, facilities and pay.
3. Lay-Off: To recall the temporary worker for work is called Lay-Off, who were temporarily
separated from organization due to lack of work.
Advantages of Internal Sources Recruitment:
(1) Employees are motivated to improve their performance.
(2) Internal recruitment also simplifies the process of selection & placement.
(3) No wastage of time on the employee training and development.
(4) Filling of jobs internally is cheaper.
Limitation of Internal Sources
(1) The scope for induction of fresh talent is reduced.
(2) The employee may become lethargic.
(3) The spirit of competition among the employees may be hampered.
(4) Frequent transfers of employees may often reduce the productivity of the organization.
External Sources of Recruitment
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