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Staffing

What is staffing?
Staffing refers to the managerial function of employing and developing human resources for carrying out the various managerial and non-managerial activities in an organization.
What does staffing involves?
Staffing involves determining the man power requirement, and the methods of recruiting, selecting, training and developing the people for various positions created in the organization.
Why is staffing considered a continious process?
Staffing is considered to be a continuous process because the organization need to retain and update its personnel is a never ending exercise. The managers have to keep a regular watch on the number and composition of the personnel needed by the organization, because the requirement of manpower keeps on changing and expanding with the expansion of activities and additions of new departments and work units. Nowt only that, at any point of time, some people will be leaving, retiring, getting promotion or transferred.
The benefits of good staffing are as follows –

  1. It helps in getting right for the right job at the right time. The function of staffing enables the manager to find out as to how many workers are required and with what qualifications and experience.
  2. Staffing contributes to improved organizational productivity. Through proper selection the organization gets quality workers, and through proper training the performances level of the workers can be improved.

    3. <liIt helps in providing job satisfaction to the employees keeping their morale high. With proper training and development programme their efficiency improves and they feel assured of their career advancements.

  3. Staffing maintains harmony in the organization. Through proper staffing, individuals are not just recruited and selected but their performance is regularly appraised and promotions made on merit. For all these, certain rules are made and are duly communicated. This fosters harmony and peace in the organization
What is staffing part of?
Staffing is part of Human resource management.
What is HRM?
HRM is the art of procuring, developing and maintaining suitable persons to achieve the goals of an organization in an effective way. It is the way of optimizing human competence at the workplace so that the goals of an organization are accomplished effectively.
How does HRM contributes to an organization?
HRM is that part of the management process which develops and manages the human element of the enterprise considering their knowledge, skills, creative abilities, talents and potential for contributing to the organizational objectives.
What are the components of Human Resource Management?
Human resource management includes human resource planning, recruitment, selection placement and training of workers, performance appraisal, motivation of work force, remuneration of workers, welfare of employees.
What does the process of staffing starts with?
Staffing starts with ascertaining the required number of various categories of employees for the organization. It is known as manpower planning.
What decisions are made during manpower planning?
Man power planning decides the kinds of staff and the number of staff required for the organization. This is done through several methods, like job analysis, workload analysis etc.
Once the manpower planning has been done, what are the next step taken in the process of staffing?
Once the manpower planning has been done, the next step in staffing is recruitment exercise i.e. finding out the available manpower from internal and external resources.
What is the final step in staffing of resources?
Once the available man power has been identified the next step is to select the right person from the available man power through test and interviews and make appointments. This is followed by their placement on the jobs and necessary introduction of the work environment and the rules of compensation, promotion, transfer etc.
What are the steps involved in the process of staffing?
Staffing involves the following steps –

  1. Man power planning
  2. Job Analysis
  3. Recruitment
  4. Selection
  5. Placement
  6. Induction
  7. Training and development
  8. Performance appraisal
  9. Compensation
  10. Promotion and Transfer
What is man power planning?
Man power planning refers to the process of estimating the manpower requirement of an organization.
What considerations are made during man power planning?
While estimating the manpower requirement, the management generally keeps in mind the available infrastructure including the technology, production schedule, market fluctuation, demand forecasts, government’s policies and so on. It tentatively defines the kinds of staff as well as the number of staffs needed for the organization.
What is the focus of the man power planning?
The focus of the man power planning is to get right number of qualified talent at the right time.
What is job analysis?
Job analysis helps in determining the qualifications, skills and experience required for various categories of employees.
What are the steps done during job analysis?
Jbb analysis involves –

  1. Identification of each job in terms of duties and responsibilities
  2. determining the abilities and skills that are required for performing the job.
What does the term recruitment means?
Recruitment is the process of finding and attracting suitable applicants for employment.
What are the sources of recruitment?
There are two types of sources available for recruitment –

  1. Internal sources
  2. External sources
What are the internal sources that an organization has ?
In any business, existing employees expect that they will have chances of promotion and will be considered for higher positions before outsiders are considered. Manager, therefore may promote and transfer some of the existing employees to fill the vacant positions.
What are the advantage of internal recruitment?
The advantage of internal recruitment is that it is easier for managers to fill vacancies as they are conversant with the abilities and skills of their subordinates and have records of their performances. Employees also feel happy as their work performance is recognized by management through promotion.
What is the drawback of internal recruitment?
The organization gets deprived of the benefit of inducting fresh blood into its system.
What is the need of external recruitment?
Existing employees may lack the required skill, initiative and qualification needed for the jobs involved. Hence, managers have to recruit some persons from outside the organization. The workers ad office employees at the lower level are often recruited from outside the organization.
What are the various external sources of recruitment?
The various external sources of recruitment are as follows –

  1. Media advertisements
  2. Employment Exchanges
  3. Educational Institutions
  4. Unsolicited Application
  5. Recruitment at the Factory Gate
  6. Referrals
  7. Private Employment Agencies
How are advertisements use to employ people?
Most people put advertisements in newspapers about vacancies in the organizations. The advertisement contain details about the job, its nature, the qualification required to do the job, how to apply etc.T The job advertisements are also given in magazines like Employment Nes, Rozgar Samachar etc. There are job advertisement also available in electronic media like television and Internet. Such advertisements normally get a very good response from the prospective candidates.
What are employment exchanges?
Employment exchanges have been set up by the government to bring together job seekers and employers who are looking for employees. Those who are i need of employment get themselves registered with the local employment exchanges which keep a record of all such persons in detail who require help in finding jobs.
How are jobs created in employment exchange?
The employer informs about the vacancies to the nearest employment exhcange. The employment exchange, in turn identifies the names of the qualified employment seekers already registered with it, and forwards them to the employer for consideration.
How do educational institutes help in employing people?
Companies or big organizations today maintain a close liasion with universities, vocational institutes and management institute for the recruitment of their staff. As and when the need arises, the companies send or more of their senior execuitves to the institutions of repute imparting such professional or technical education to students. These executives take the interview of the interested candidates and select the suitable candidate as per their requirement. This process is known as campus interview.
How does unsolicited applicants find jobs?
There are people looking for jobs and they often apply on their own initiative. They assume that certain vacancies are likely to arise and apply without references to any job advertisement. Managers keep a record of such applications and contact the suitable candidates when they need them.
What is meant by recruitment at the factory gate?
Recruitment at factory gate is done in case of factory workers to be recruited on daily wages. Such workers gather in the morning at the factory gat to serve aas casual workers. Very often existing regular employees go on leave, and their vacancies are filled up by recruitment at the factory gate. These casual workers having served in the factory for some time may be considered regular employment at some stage.
What are referrals?

Often the management gets references about interested workers from different sources like workers union, previous employees, existing employees, clients of the organization etc. These sources are important because their recommendations are made by people who are associated with the organisation and are fully conversant with its requirements.
How do private employment agencies function?
In urban areas, a number of private organizations have started functioning as employment agencies. These agencies register with them the names of the individuals who are seeking employment and try to arrange job interview for such candidates. Companies often get in touch with such agencies to provide them the details of suitable candidates for various jobs.
When does the selection process starts?
When an adequate number of applications or names of interested candidates have been collected through the recruitment exercise, the selection process starts.
What is the selection process?
Selection refers to the process of choosing the most suitable person from among the list of interested candidates. It involves going through the qualification and experience of all candidates and matching them with the expectations for the job so as to decide on the most suitable ones for the job. The entire process goes through a number of steps which may be called as selection procedure.
What steps are carried out during the selection process?
The selection procedure consists of a number of steps in logical order to identify the candidates who are to be finally appointed. These steps are –

  1. Screening the applications
  2. Holding tests
  3. Selection interview
  4. Checking references
  5. Medical examination of the candidates
  6. Issue of appointment letter
What is the next expectation once the application has been recieved from the candidate?
Once the application has been recieved from the candidate through recruitment process, the same must be examined to decide which ones deserve to be considered and followed up. Normally, the candidates are asked to apply in their own handwriting on a plain paper. Sometimes the job advertisement mentions the particulars to be given in the application.
What does screening process involves?
Screening process involves checking the contents of the applications so as the ascertain whether or not the minimum eligibility conditions in respect of age, experience qualifications and skills are fulfilled by the candidates who have applied for the job.
Who does the screening?
Screening of the job is done by senior officer of the company or by a screening committee.
What is the purpose of screening?
The purpose of screening is to prepare a list of eligible candidates who are to evaluated further. Candidates not eligible are thereby excluded from further consideration.
What is the next step post screening?
Once the applicants are screened, eligibile candidates are asked to appear for slection tests. These tests are made to discover and meausre the skills and abilities of the candidates in terms of the requirements of the job.
What is meant when a person passes the screening test?
When a person passes the screening test, it does not means that he or she will be employed. It implies that all those who have passed the test are qualified for further processing and those who have failed are not to be considered.
On what does the nature of test depends?
The nature of test depends on the nature of the job. For clerical jobs, for example – an intelligence and aptitute test may be arranged which may include test of general knowledge, test on quantiative problems , and test of reasoning power and vocabulary. For industrial workers and technical hands, performance test may beorganised. For example, to judge the speed and accuracy of typing, candidates may be given a standard paragraph to type. Similary, candidates for an auto mechanic ob may be asked to replace a poston. This is known as skill or trade test.
What is interview?
Interview is the most important part of the selection procedure. It serves as ameans of checking the information given in the application form and making an overall assessment of the candidate’s suitability for the job.

What happens in an interview?
In an interview, the candidate has a face-to-face interaction with the employer or representatives of the employer, where they try to judge the ability of the candidates. They also get an opportunity to go into the details of the candidate’s background which helps a lot in assessiing the candidates suitability.

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AvantikaTanubhrt

I am blogger by chance turned into passion, a businessperson with vision and a data analyst as learner!

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