In any organization, staffing follows the planning and organizing functions. It is a continuous process similar to planning as well as organizing. It is initiated by the organization and kept going on to be fully effective. It includes processes such as manpower planning, recruitment, selection, training and development, promotion and compensation of the personnel. Staffing involves human resources management and although it is very important, it is often the most neglected function. If staffing is not taken care, the organization faces many problems. Careful attention must begiven to this function. This function ensures the right person for the right job. It is not just fitting someone for some job. We must carefully see the human aspect of this. We must see how the human being is developed to be most suitable for the organization. Definitions: Staffing is: “The process involved in identifying, assessing, placing, evaluating and directing individuals at work. “Staffing function is concerned with the placement, growth and development of all those members of the organization whose function is to get things done through the efforts of other individuals. The major elements of staffing are: Effective recruitment and selection. Proper classification of personnel and pay fixed to them Fitment through placement. Right man for the right job. Adequate and appropriate training for development. Satisfactory and fair transfer and promotion Sound relationship between management and workers Harmonious human relations Adequate policy and provision for retirement.
Advantages of proper staffing: It helps in recruitment of efficient staff members. It helps the proper placement of staff members according to their ability. Proper selection, training, and development of staff members will result in the maximum production in an organization. Increasing the efficiency of the workers will increase the earning capacity of the workers. Recruitment: Recruitment is the process of finding proper candidates and inducing them to apply for the jobs in the organization. The recruitment should be sound one. If it is not so, the morale of the staff will be very low and the image of the company will be tarnished. Recruitment is done through advertisements, word of mouth publicity and with the help of placement agencies. The success of any recruitment depends upon policies and procedures followed by the company while recruiting the staff members. Recruitment by Internal sources: Whenever there is a job vacancy, it can be filled up by giving a promotion to the present employee of the company. It is based on the promotion policy followed by the company. In certain cases, a same cadre staff member is deputed to the job. It is called a transfer. It is also based on transfer policy of the company. Recruitment by external sources: Advertisements, recommendations, gate applicants, employment exchange, personnel consultant, educational institutions, waiting list, unsolicited applicants, jobbers and contractors, field trips and leasing are the methods of recruitment by external sources.
Selection: Selection is the process adopted by the organization to select adequate number of persons who have required educational qualifications, skills, abilities, personality and experience. Selection process steps: Receiving and screening the applications Initial interview to know if the candidate is physically and mentally fit for the job. Blank application in a specific format to get answers for the queries from the candidates. Acts as an urgent test device. Shy candidates who are unable to express themselves in interview can answer queries in the form properly. Aid to build trust. Basis for final interview Aid to preparing waiting list. Checking references Test and interview Final selection Medical examination. Placement Orientation (providing the information regarding the organization. Proficiency test. Aptitude test Process of interview: Review of background information such as Bio data, and the job for which he has applied. Preparation of questions in the area in which the applicant is interested. The questions are asked in an understandable way, one by one. Putting the applicant at ease. Drawing out the best applicant.
Kinds of interview: Direct interview
Indirect interview
Patterned interview
A number of standard questions are framed well in advance, which are to be put before the applicant. The answers are written near the questions. These are used for verification purpose when answers are given by the applicant during the interview.
Stress interview: Irritating questions are put before the applicant by the interviewer. If any applicant gets angry then he is considered as unfit for the job. Systematic in-depth interview: Board or panel interview: Group Interview: It may be otherwise called group discussion (GD) or house party technique. Promotion may be defined as the placement of an employee to a better job which results in extending prestige, salary, powers, duties, responsibilities. It requires more knowledge and skills to perform the job. Higher posts and key posts are filled up by the management through promotion policy. This promotion policy persuades the employees to be loyal to the management. The basis for promotion may be competence or seniority. Seniority refers to the service of more number of years in the same organization. Competence refers to the accomplishment of a particular job more effectively than the other employees. Whenever the management fixes competence as the basis for promotion, all the employees including seniors are ready to increase their knowledge and skills to get promotion. If the promotion is denied to senior people, they do not devote full attention to their jobs. Unfit persons may be eligible for promotion if only seniority is the basis for promotion. Hence, seniority should be the basis for promotion for a job which does not require much competence. Competence should be the basis for the job which requires professional skills. Transfer: Whenever a vacancy is to be filled up internally, it is filled up by transfer of the same cadre person in the organization. In many cases, transfers motivate the people because they may not be enjoying the work in earlier positions. Job Rotation: The vacancy can also be filled up by job rotation. Due to the change in job, the employee gets refreshed and motivated because he is able to increase his competence and to contribute better because of his experience so his ideas are fresh and innovative. Job rotation also improves multi-skills in the organization.
Advantages of proper staffing: It helps in recruitment of efficient staff members. It helps the proper placement of staff members according to their ability. Proper selection, training, and development of staff members will result in the maximum production in an organization. Increasing the efficiency of the workers will increase the earning capacity of the workers. Recruitment: Recruitment is the process of finding proper candidates and inducing them to apply for the jobs in the organization. The recruitment should be sound one. If it is not so, the morale of the staff will be very low and the image of the company will be tarnished. Recruitment is done through advertisements, word of mouth publicity and with the help of placement agencies. The success of any recruitment depends upon policies and procedures followed by the company while recruiting the staff members. Recruitment by Internal sources: Whenever there is a job vacancy, it can be filled up by giving a promotion to the present employee of the company. It is based on the promotion policy followed by the company. In certain cases, a same cadre staff member is deputed to the job. It is called a transfer. It is also based on transfer policy of the company. Recruitment by external sources: Advertisements, recommendations, gate applicants, employment exchange, personnel consultant, educational institutions, waiting list, unsolicited applicants, jobbers and contractors, field trips and leasing are the methods of recruitment by external sources.
Selection: Selection is the process adopted by the organization to select adequate number of persons who have required educational qualifications, skills, abilities, personality and experience. Selection process steps: Receiving and screening the applications Initial interview to know if the candidate is physically and mentally fit for the job. Blank application in a specific format to get answers for the queries from the candidates. Acts as an urgent test device. Shy candidates who are unable to express themselves in interview can answer queries in the form properly. Aid to build trust. Basis for final interview Aid to preparing waiting list. Checking references Test and interview Final selection Medical examination. Placement Orientation (providing the information regarding the organization. Proficiency test. Aptitude test Process of interview: Review of background information such as Bio data, and the job for which he has applied. Preparation of questions in the area in which the applicant is interested. The questions are asked in an understandable way, one by one. Putting the applicant at ease. Drawing out the best applicant.
Kinds of interview: Direct interview
Indirect interview
Patterned interview
A number of standard questions are framed well in advance, which are to be put before the applicant. The answers are written near the questions. These are used for verification purpose when answers are given by the applicant during the interview.
Stress interview: Irritating questions are put before the applicant by the interviewer. If any applicant gets angry then he is considered as unfit for the job. Systematic in-depth interview: Board or panel interview: Group Interview: It may be otherwise called group discussion (GD) or house party technique. Promotion may be defined as the placement of an employee to a better job which results in extending prestige, salary, powers, duties, responsibilities. It requires more knowledge and skills to perform the job. Higher posts and key posts are filled up by the management through promotion policy. This promotion policy persuades the employees to be loyal to the management. The basis for promotion may be competence or seniority. Seniority refers to the service of more number of years in the same organization. Competence refers to the accomplishment of a particular job more effectively than the other employees. Whenever the management fixes competence as the basis for promotion, all the employees including seniors are ready to increase their knowledge and skills to get promotion. If the promotion is denied to senior people, they do not devote full attention to their jobs. Unfit persons may be eligible for promotion if only seniority is the basis for promotion. Hence, seniority should be the basis for promotion for a job which does not require much competence. Competence should be the basis for the job which requires professional skills. Transfer: Whenever a vacancy is to be filled up internally, it is filled up by transfer of the same cadre person in the organization. In many cases, transfers motivate the people because they may not be enjoying the work in earlier positions. Job Rotation: The vacancy can also be filled up by job rotation. Due to the change in job, the employee gets refreshed and motivated because he is able to increase his competence and to contribute better because of his experience so his ideas are fresh and innovative. Job rotation also improves multi-skills in the organization.