Staffing Function OF Managment PDF

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Summary

Staffing is the managerial function of recruiting, selecting, training, developing, promoting, and compensating employees. Staffing has been defined as the managerial function of filling and maintaining vacant positions in an organization's structure. This is accomplished by first determining workfo...

Description

STAFFING FUNCTION OF MANAGMENT

Staffing is the managerial function of recruiting, selecting, training, developing, promoting, and compensating employees. Staffing has been defined as the managerial function of filling and maintaining vacant positions in an organization's structure. This is accomplished by first determining workforce requirements, followed

by

assessment,

recruiting, and

selection,

development

of

placement, individuals

promotion, to

fulfil

responsibilities established into the organisational structure. In the words of Koontz and O'Donnell- “The managerial function of staffing involves manuring the organizational structure through proper and effective selection, appraisal and development of personnel to fill the roles designed into the structure.” When starting a new business, the staffing function is implemented after the planning and organising activities. After identifying what needs to be done and how it will be done, as well as after establishing an organisational structure, the management is in a position to determine the human resource requirements of the firm at various levels of management and operation. Management begins actions connected to recruiting, selecting, and training people after the quantity and categories of employees to be hired and trained have been identified. These activities are designed to meet the needs of the organisation.

STAFFING PROCESS: Staffing process in an organization involves the following steps: (i)

Estimating the Manpower Requirements: The first stage in staffing is to figure out how much personnel a company needs in order to meet the needs of the work. Workload and workforce analysis are necessary for determining the labour needs of a project. In order to determine the number of employees needed for specific occupations and the achievement of organisational goals, a workload analysis would be essential. Workforce analysis would disclose the amount and type of resources available. It would also disclose if we are understaffed, overstaffed, or appropriately staffed. Since the company's future workforce demands must be predicted, this stage is essential.

(ii)

Recruitment: Recruitment may be described as the process of identifying potential workers and encouraging them to apply for positions in a company or organisation. Recruiting may be classed into two types: A. internal sources or recruitment from within the organisation, and B. external sources or recruitment from outside the organisation.

(iii)

Selection: Selection is the process of selecting from the pool of potential job candidates that was created during the recruitment stage. Dale Yoder says that, “Selection is the process in which candidates by employment are divided into two classes those who are to be offered employment and those who are not.”

(iv)

Placement and Orientation: It is the responsibility of the organization's orientation team to introduce the selected employee to other workers and familiarise him with the organization's rules and procedures. The term "placement" refers to the employee taking up residence in the role or post for which they have been recruited.

(v)

Training and Development: Training is a tool for growing people by boosting their abilities and improving their overall skill set and performance. Training is often provided in accordance with

the nature of the activities and the potential for development within them. Training contributes to a person's entire growth. Learning is the most important consequence of training. Trainees acquire new habits, new skills, and important information that will aid them in improving their overall performance on the job.

(vi)

Performance Appraisal: In the field of management, performance evaluation is one of the oldest and most widely acknowledged global concepts. Performance evaluation refers to the process of assessing

an

employee's

present

and/or

historical

performance in relation to a set of predefined standards. The employee is required to be aware of the standards, and the superior is responsible for providing the employee with feedback on his or her performance. This is accomplished through the use of frequent evaluations and supervision of various work units within a company. As a result, the performance assessment process will involve the following steps: defining the task, evaluating performance, and delivering feedback.

(vii) Promotion and career planning: Promotions are an important element of a person's professional life. Promotion is defined as a non-monetary incentive in which a worker is transferred from a lower-

level position to a higher-level position with more responsibilities and remuneration as well. Employees who are promoted are more likely to thrive and realise their full potential.

(i)

Compensation: It is necessary for all organisations to develop pay and compensation strategies for their staff. The type of the employment (skilled or unskilled, physical or mental, etc.) determines the amount of compensation received. A significant monetary incentive for employees is provided through remuneration....