Staffing refers to the continuous process of finding, selecting, evaluating and developing employees. It involves estimating manpower requirements, recruitment of candidates, selection of suitable candidates, placement and orientation of new employees, training and development, performance appraisal, promotion and career planning, and compensation. The overall goal of staffing is to fill roles in a company with qualified candidates and build a motivated workforce through development and rewards.

1. SAGE UNIVERSITY, INDORE
2022-23

2. WHAT IS STAFFING?
Staffing refers to the continuous process of finding, selecting
evaluating and developing A working relationship with current
or future employees. The main goal of
staffing is to fill the various roles within
the company with suitable candidates.

3. IMPORTANCE OF STAFFING
• Efficient Performance of Other Functions
• Effective Use of Technology and Other Resources
• Optimum Utilization of Human Resources
• Development of Human Capital
• The Motivation of Human Resources
• Building Higher Morale

4. STEPS
OF
STAFFING PROCESS

5. ESTIMATION OF MANPOWER REQUIREMENTS
The first step in the staffing process is to find the number
and type of human resources required.
Every job design differs in an organizational structure and
demands a deferring skill set, expertise and experience. So,
managers must assess the required manpower considering
all the influential factors.
To find out the requirement, the managers can perform
the analysis in three stages:
1. WORK LOAD ANALYSIS
2. WORK FORCE ANALYSIS
3. COMPARISON
STEP:1

6. RECRUITMENT
The second step after estimating the requirement is finding the
sources of manpower supply. It includes identifying, attracting
and inviting the applications as per the job requirement.
The manager aims to attract a large pool of qualified candidates.
So, the company can select the
most skilled and desirable employee to fill the vacancy.
Briefly, recruitment is searching, encouraging the prospecting
employees and attracting them to apply.
STEP:2

7. SELECTION
The next step is selecting and appointing
the most suitable candidate from the
applications received.
It involves both selecting the deserving
candidate and rejecting the unsuitable
ones.
For this reason, Selection is called a
Negative Procedure.
STEP:3

8. PLACEMENT AND ORIENTATION
Post selection, the company assign roles and responsibilities to the
selected candidates. It is the most crucial stage because the wrong
placement of candidates may hamper the firm’s productivity.
Placement is the assignment of work to the selected candidates. It
ensures placing the right candidate in the right job.
Orientation refers to the sessions organized to familiarise and
introduce new employees to the organization and colleagues.
STEP:44

9. TRAINING AND DEVELOPMENT
This stage consists of two parts, training the candidates and
overall development of the candidates. But Training and
Development are altogether two different things.
Training is inducing and enhancing the necessary skills required
to perform the job proficiently.
Whereas Development is the enhancing the personality of
employees as a person.
STEP:5

10. PERFORMANCE APPRAISAL
Employee performance evaluation begins as soon as the training finishes. During the assessment, the
management considers the employee’s past and present performance against standards.
These standards can be as per predefined as well as creative criteria. Post evaluation, efficient
employees are recognized and awarded with rewards based on their performance.
Some Methods of Performance Appraisal
1.Ranking Method
2.Paired Analogy
3.Correlation Method
4.Grading Methods, etc
STEP:6

11. PROMOTION AND CAREER PLANNING
Based on the evaluation done in the previous step, the
promotion of employees takes place. It can be in the form
of an increment in the responsibility or the current
financial structure.
STEP:7

12. COMPENSATION
Compensation is the reward and incentives given to the employees in return for their work. It
covers all forms of payment to the employees like:
•Salaries
•Incentives
•Bonuses
•Stock Options
•House Rent Allowances (HRA), etc
The management must provide fair and equitable compensation to all its employees. And consider
various factors like labour laws, company laws, etc., during settlement.
STEP:8