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Concept And Nature of Staffing

 Stafffing

• In a new enterprise, the staffing function follows the planning and organizing function.
In the case of running an enterprise, staffing is a continuous process. So, the manager
should perform this function at all times.

• Staffing is a basic function of management. Every manager is continuously engaged in

performing the staffing function. He is actively associated with recruitment, selection,
training and appraisal of his subordinates.
 performance appraisal, compensation and maintenance.

Meaning of staffing
• The term ‘Staffing’ relates to the recruitment, selection, development, training and
compensation of the managerial personnel. Staffing, like all other managerial functions,
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is the duty which the apex management performs at all times. In a newly created
enterprise, the staffing would come as a. third step— next to planning and organizing—
but in a going enterprise the staffing process is continuous.

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 Meaning of staffing
• Staffing, according to Dyck and Neubert (2012), is the Human Resource
function of identifying, attracting, hiring, and retaining people with the
necessary qualifications to fill the responsibilities of current and future jobs in
the organization.
 Staffing concept
Once the organizational goals are set, the plans are prepared and
organization is appropriately structured to pave the path for
achievement of the set goals. The next step is to provide
appropriate personnel to fill in the various positions created by the
organizational structure. The process putting people to jobs is
termed as staffing. Staffing, the management function involves
appointing appropriate personnel, developing them to meet
organizational needs and ensuring that they are a satisfied and
happy workforce.
Staffing is defined as a managerial function of filling and keeping
filled the positions in the organizational structure. The personnel
appointed are a combination of permanent employees, daily
workers, consultants, contract employees etc
 Staffing Includes
• 1. Identifying the requirement of workforce and its
planning
• 2. Recruitment and selection of appropriate personnel for
new jobs or for positions which may arise as a result of
existing employees leaving the organization.
• 3. Planning adequate training for development and
growth of workforce.
• 4. Deciding on compensation, promotion and
performance appraisals for the workforce
 The Basic Nature of staffing
The following are the basic nature of staffing:

• I. People-oriented – Staffing deals with efficient utilization of human

resources in an organization.

• II. Development-oriented – It is concerned with developing potentialities of

personnel in the organization.

• III. Pervasive function – Staffing is required in every organization. It is a major

sub-system in the total management system that can be applied to both profit
making and non-profit making organizations.

• IV. Continuous function – Staffing is a continuous and never-ending

• V. Human objectives – It develops potentialities of employees so that they
can derive maximum satisfaction from their work.

• VI. Individuals as well as group-oriented – Staffing is concerned with

employees both as individuals and as group in attaining goals.

• VII. Developing cordial working environment – It develops a cordial

environment in the enterprise where each employee contributes his best for
the achievement of organizational goals.
• VIII. Interdisciplinary nature – Staffing has its roots in social sciences. It uses concepts
drawn from various disciplines such as psychology, sociology, anthropology, and
management.

• X. Integral part of general management – Staffing is an integral part of the general

management. Every member of the management group (from top to bottom) must be
an effective personnel administrator. It renders service to other functional areas of
management.

• X. Science as well as art – Staffing is a science of human engineering. It is an organized

body of knowledge consisting of principles and techniques. It is also an art as it involves
skills to deal with people.
Characteristics of Staffing
as a Function of
Management
• 1. Related to Human Beings- The first important characteristic of staffing is its relationship with
human beings. It means that unlike planning and organizing it is not mere paper work but involves
the appointment of competent persons on various posts. Planning lays down what, when, how and
by whom work is to be done.

• 2. Separate Managerial Function- The second important characteristic of staffing is that it is a

separate managerial function. Staffing is included in the other categories of managerial functions
like planning, organizing, leading, and controlling. A little earlier, some management experts
considered that its a part of organizing. But these days, on the basis of various researches, it is
accepted as an important separate managerial function
• 3. Essential at All Managerial Levels- Staffing is essential at all managerial levels.
The Board of Directors performs the function of staffing by appointing General
Manager. The General Manager does so by appointing departmental managers,
while the departmental managers perform this function by appointing their
subordinates. The aim of establishing this department is to assist the managers at
every level in the performance of their function of staffing

• 4. Related to Social Responsibility- Staffing deals with human beings and man is a
social animal. Since it is connected with human beings, the social responsibility of
this function is born.
5. Effect of Internal and External Environment
The performance of staffing is affected by the internal and external environment of
the enterprise. The internal environment of the enterprise includes policies
connected with the employees — like the promotion policy, demotion policy,
transfer policy, etc.In this way the internal policy of the organization does affect the
function of staffing.
The external environment affecting the enterprise includes government policies and
educational environment.
7 important fuction of staffing

1. Manpower Planning

Manpower may be planned for short-term and long-

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term. The short-term manpower planning may SERVICES

achieve the objectives of the company at present

conditions. The long-term manpower planning
should be concerned with the estimation of staff
members required in future.
2. Development-
Development is concerned with the development of staff
members through adequate and appropriate training programs.

3. Fixing the Employment Standards-

It involves the job specification and job description.
These enable the management to select the personnel and train
them scientifically.
4. Sources
It is concerned with the method by which the staff members are selected. The sources may
be internal and external sources. Internal source means that a vacancy is filled up by the
company out of the staff members available within the company. The external source means
that a vacancy is filled up by the company from outside the company.

5. Selection and Placement

It includes the process of selection of the staff members. The placement includes giving a
job to a person on the basis of his ability, education, experience and the like

6. Training
The training may be arranged by the company itself. In certain cases, the staff members may
be sent out by the company to get the training.
7 Promotion

Management is optimizing the utilization of

tools, strategies, and resources to promote a
product that will generate additional
demand. To achieve this, you identify your
potential customers, decide your promotion
budget, and select your product to promote
 7 step process of staffing

Step # 1. Estimating Manpower

Requirements/Manpower Planning:
The process of manpower planning can be divided into
two parts. One is an analysis for determining the
quantitative needs of the organization, i.e., how many
people will be needed in the future. The other part is the
qualitative analysis to determine what qualities and
characteristics are required for
performing a job.
Step # 2. Recruitment and Selection:
The second step after manpower planning is recruitment and selection.
These are two separate functions, which usually go together. Recruitment
aims at stimulating and attracting job applicants for positions in the
organization.

Selection processes must begin by precisely identifying the task to be

performed and also drawing a line between successful and unsuccessful
performance.
Step # 3. Placement and Orientation:
Placement refers to place the right person on the right job. Once the
job
offer has been accepted by the selected candidate, he is placed on his
new job. Proper placement of an employee reduces absenteeism,
employee’s turnover and accident rates. Orientation/Induction is
concerned with the process of introduction or orienting a new
employee to the organization.
Step # 4. Training and Development:

It is more accurately considered as a process of skill formation

and behavioral change. It is a continuous process of the staffing
function.
Training is more effectively conducted when the actual content
of jobs for which people are being trained and developed is
known.
Development involves growth of an employee in all respects.
Step # 5. Performance Appraisal:
It means evaluating a performance employee’s current and past
performance as against certain predetermined standards.

Step # 6. Promotion and Career Planning:

Managers must encourage employees to grow and realize their full
potential. Promotions are an integral p art of people’s career. They usually mean
more pay, responsibility and job satisfaction.

Step # 7. Compensation:
It refers to all forms of pay or rewards paid to employees by the
employer/firm. It may be in the form of direct financial payments (Time based or
Performance based) like salaries and indirect payments like paid leaves
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