STAFFING
INTRODUCTION
According to Theo Haimann ― Staffing pertains to
recruitment, selection, development and
compensation of subordinates .
In the words of Benjamin, ―It is the process involved
in identifying, assessing, placing, evaluating, and
directing individuals at work place.
NATURE OF STAFFING
1. Staffing is an important managerial function-
2. Staffing is a pervasive activity
3. Staffing is a continuous activity
4. The basis of staffing function is efficient management of
personnelS
5. Staffing helps in placing right men at the right job
6. Staffing is performed by all managers
NATURE OF STAFFING FUNCTION
Staffing is an important managerial function-Staffing function is the
most important mangerial act along with planning, organizing,
directing 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 personnel-
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 small scale enterprise, it is
performed especially by the personnel department of that concern.
EMPOLYMENT SELECTION PROCESS
1. Preliminary Interview
2. Application blank
3. Written Tests
4. Employment Interviews
5. Medical examination
6. Appointment Letter
EMPLOYMENT SELECTION PROCESS
Preliminary Interviews- It is used to eliminate those candidates who do not meet
the minimum eligiblity criteria laid down by the organization. The skills, academic
and family background, competencies and interests of the candidate are
examined during preliminary interview. Preliminary interviews are less formalized
and planned than the final interviews. The candidates are given a brief up about
the company and the job profile; and it is also examined how much the candidate
knows about the company. Preliminary interviews are also called screening
interviews.
Application blanks- The candidates who clear the preliminary interview 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.
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.
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. Moreover the competencies of the
candidate cannot be judged. Such interviews may be biased at times. Such
interviews should be conducted properly. No distractions should be there
in room. There should be an honest communication between candidate
and interviewer.
Medical examination- Medical tests are conducted to ensure physical
fitness of the potential employee. It will decrease chances of employee
absenteeism.
Appointment Letter- A reference check is made about the candidate
selected and then finally he is appointed by giving a formal appointment
letter.
STAFFING PROCESS
1. Manpower requirements
2. Recruitment
3. Selection
4. Orientation and Placement
5. Training and Development
6. Remuneration
7. Performance Evaluation
8. Promotion and transfer
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.
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 analyse their performances.
Remuneration- 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
behaviour, 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.
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
DIFFERENEC BETWEEN REQRUITMENT
AND SELECTION
Basis Recruitment Selection
Meaning It is an activity of establishing contact between It is a process of picking up more
employers and applicants. competent and suitable employees.
Objective It encourages large number of Candidates for a job. It attempts at rejecting unsuitable
candidates.
Process It is a simple process. It is a complicated process.
Hurdles The candidates have not to cross over many Many hurdles have to be crossed.
hurdles.
Approach It is a positive approach. It is a negative approach.
Sequence It proceeds selection. It follows recruitment.
Economy It is an economical method. It is an expensive method.
Time Consuming Less time is required. More time is required.
TYPES OF RECRUITMENT
1. Internal Recruitment
I. Transfers
II. Promotions (through Internal Job Postings) and
III. Re-employment of ex-employees
2. External Recruitment
I. Employment at Factory Level
II. Advertisement
III. Employment Exchanges
IV. Employment Agencies
V. Educational Institutions
VI. Recommendations
VII. Labour Contractors
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 sources are primarily three - Transfers, promotions and Re-
employment of ex-employees.
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 sources are primarily 3
Transfers
Promotions (through Internal Job Postings) and
Re-employment of ex-employees - Re-employment of ex-employees is one of
the internal sources of recruitment in which employees can be invited and
appointed to fill vacancies in the concern. There are situations when ex-
employees provide unsolicited applications also.
External Recruitment - 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.
Employment at Factory Level - This a source of external recruitment in which the
applications for vacancies are presented on bulletin boards outside the Factory or at the
Gate. This kind of recruitment is applicable generally where factory workers are to be
appointed. There are people who keep on soliciting jobs from one place to another.
These applicants are called as unsolicited applicants. These types of workers apply on
their own for their job. For this kind of recruitment workers have a tendency to shift from
one factory to another and therefore they are called as “badli” workers.
Advertisement - It is an external source which has got an important place in recruitment
procedure. The biggest advantage of advertisement is that it covers a wide area of
market and scattered applicants can get information from advertisements. Medium used
is Newspapers and Television.
Employment Exchanges - There are certain Employment exchanges which are run by
government. Most of the government undertakings and concerns employ people
through such exchanges. Now-a-days recruitment in government agencies has become
compulsory through employment exchange.
Employment Agencies - There are certain professional organizations which look
towards recruitment and employment of people, i.e. these private agencies run
by private individuals supply required manpower to needy concerns.
Educational Institutions - There are certain professional Institutions which serves
as an external source for recruiting fresh graduates from these institutes. This
kind of recruitment done through such educational institutions, is called as
Campus Recruitment. They have special recruitment cells which helps in
providing jobs to fresh candidates.
Recommendations - There are certain people who have experience in a
particular area. They enjoy goodwill and a stand in the company. There are
certain vacancies which are filled by recommendations of such people. The
biggest drawback of this source is that the company has to rely totally on such
people which can later on prove to be inefficient.
Labour Contractors - These are the specialist people who supply manpower to
the Factory or Manufacturing plants. Through these contractors, workers are
appointed on contract basis, i.e. for a particular time period. Under conditions
when these contractors leave the organization, such people who are appointed
have to also leave the concern.
