Staffing
• “Our assets walk out of the door each evening. We have to make sure
that they come back the next morning” (as stated by Narayana
Murthy former, CEO of INFOSYS.
• The foundation of any organization is the talented and hardworking
people, who are the principal assets of any firm. It is an established
fact that the growth of an organization requires the continual 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 positions.
• MeanIng
• After planning and selection of the organization structure, the next
step in the management process is to fill the various posts provided in
the organisation. This is termed as the management of staffing
function. In the simplest terms, staffing is ‘putting people to jobs’.
• aSpectS of StaffIng There are three aspects of staffing:recruitment,
selection and training.
• It begins with workforce planning and includes different other
function like recruitment, selection,training, development,
promotion,compensation and performance appraisal of work force.
• In other words, staffing is that part of the process of management
which is concerned with obtaining, utilizing and maintaining a
satisfactory and satisfied work force
• Staffing has been described as the managerial function of filling and
keeping filled the positions in the organization structure.
• This is achieved by, first of all, identifying requirement of work force,
followed by recruitment, selection, placement, promotion, appraisal
and development of personnel, to fill the roles designed into the
organization structure
• In an existing enterprise, staffing is a continuous process because new
jobs may be created and some of the existing employees may leave
the organization.
IMportance of StaffIng
• In any organisation, there is a need for people to perform work. The staffing
function of management fulfills this requirement and finds the right people
for the right job.
• Basically, staffing fills the positions as shown in the organisation structure.
• Human resources are the foundation of any business. The right people can
help you take your business to the top; the wrong people can break your
business. Hence, staffing is the most fundamental and critical drive of
organisational performance.
• The staffing function has assumed greater importance these days because
of rapid advancement of technology,increasing size of organisation and
complicated behaviour of human beings
• Proper staffing ensures the following benefits to the organisation:
• (i) helps in discovering and obtaining competent personnel for various
jobs;
• (ii) makes for higher performance,by putting right person on the
• right job;
• (iii) ensures the continuous survival and growth of the enterprise
through the succession planning for managers;
• (iv) helps to ensure optimum utilisation of the human resources. By
avoiding overmanning, it prevents under utilisation of personnel and
high labour costs. At the same time it avoids disruption of work by
indicating in advance the shortages of personnel; and
• (v) improves job satisfaction and morale of employees through
objective assessment and fair reward for their contribution
• Staffing function must be performed efficiently by all org anisations. If
right kind of employees are not available, it will lead to wastage of
materials,time, effort and energy, resulting in lower productivity and poor
quality of products. The enterprise will not be able to sell its products
profitably.
• It is, therefore, essential that right kind of people must be available in
• right number at the right time. They should be given adequate training
• so that wastage is minimum. They must also be induced to show higher
• productivity and quality by offering them proper incentives
• Staffing Process: The prime concern of the staffing function in the
management process is the timely fulfillment of the manpower
requirements within an organisation.
• Estimating the Manpower Requirements
• Recruitment
• Selection
• Placement and Orientation
• Training and Development