Staffing in Organization

The foundation of any organization is the talented and hard working
People, who are the principal assets of any firm. It is an established fact
that the growth of an organization requires the regular 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 position.
By: Trilochan Bhalla

Staffing is the process of filling
positions/posts in the organization with
adequate and qualified personnel .
Staffing is the process of acquiring, deploying, and
retaining a workforce of sufficient quantity and
quality to create positive impacts on the
organization's effectiveness

Definition
According to McFarland,
According to Koontz, O’Donnell and Heinz
Weihrich,
“Staffing is the function by which managers build an organization
through the recruitment, selection, and development of individuals as
capable employees.”
“The management function of staffing is defined as filling position in the
organization structure through identifying workforce requirements,
inventorying the people available, recruitment, selection, placement,
promotion, appraisal, compensation, and training of needed people.”

Efficient
Performance
Effective Use of
Technology
Optimum Utilisation
of Human Resources
Development of
Human Capital
Motivation of
Human Resources

Efficient Performance
Staffing is the key to the efficient performance of
other functions of management. If an organization
does not have competent personnel, it can’t perform
planning, organization and control functions properly.

Effective Use of Technology
It is the human factor that is instrumental
in the effective utilization of latest
technology, capital, material, etc. the
management can ensure right kinds of
personnel by performing the staffing
function.

Optimum Utilization of Resources
The wage bill of big concerns is quite high. They
also spend money on recruitment, selection,
training and development of employees. In order
to get the optimum output from the personnel, the
staffing function should be performed in an
efficient manner.

Development of Human Capital
The management is required to determine the
manpower requirements well in advance. It has
also to train and develop the existing personnel for
career advancement. This will meet the
requirements of the company in future.

Motivation of Human Resources
The behavior of individuals is shaped by many
factors such as education level, needs, socio-
cultural factors, etc. that is why, the human aspect
of organization has become very important. The
workers can be motivated through financial and
non-financial incentives.

Management Function
Pervasive Function
Part of Human Resourse
Management
Deals With Active
Reason
Continuous Function

Staffing is an important management
function that appoints people at different
posts to run the organization

People are the most important asset that converts
inputs into outputs. People are appointed at all
levels (top, middle, low) in all functional areas (
production , finance, marketing, personnel).staffing
ensures that right persons are appointed at the right
job so that organization can efficiently achieve its
objectives.

Staffing function is and important part of human
resource management. Human resource
management ensures that competent people
perform organizational activates. It deals with the
set of organizational activates that attract, develop
and maintain and effective workforce. The
requirements of human resource management are
filled through staffing as staffing appoints people at
the desired jobs.

Staffing deals with the most important resource
(people) that converts inactive resources (raw
materials) into productive outputs. It deals with the
live resource (people) without whom
organization’s resources would remain as resources
only. They will not be converted outputs.

Staffing is a continuous managerial function.
People deep leaving and joining the organization.
Departments and organizations grow and, therefore,
need for people keeps arising. Hiring, training and
compensating people (staffing) are, therefore,
continuously performed by managers.

Management Function
Pervasive Function
Part of Human Resourse
Management
Deals With Active Reason

 India has Usually Some Extra supply of
unskilled workers then highly qualified people.
 Companies start to change their staffing
policy and prefer less talented people.

Child labor is prohibited.
Provision are there relating to reservations for
physically handicapped people.
Legal provision affects the staffing policy of
an organization.

 Employment of women for job involving
physical exertion is usually avoided
 Women are not offered jobs involving
continuous travelling.

 Employers have to face pressures from political
parties or politicians as new recruitment.
 Concept of Employment to “Sons of the soil” is
getting popular in all countries.
 External Influences affect the staffing policy of
business unit.

Size of Organization
Organizational Behavior
Organizational Business
Plan

Small organization cannot have same staffing
practices which a large organization may have.
It may not be able to attract highly talented staff.
Even if it tries to do so it may increase the staffing
cost.

Organization image also affects the staffing
practices. Organizational image depends upon
facilities to staff for training and development
promotional policies if all these factors are positive
then organization will attract more candidates.

Organizational business plan directly affect the
staffing function because it determines the type of
personal that may be required in future.
On the basis of business plan growing organization
may need more staff in the future and declining
organization will have to shunt out its staff and
stagnating organization will work for retaining
its staff .

Estimating Manpower Requirement
Recruitment
Selection
Placement & Orientation
Training & Development
Remuneration
Performance & Evaluation
Promotion & Transfer

The very first step in staffing is to
plan the manpower inventory
required by a concern in order to
match them with the job
requirements and demands.
Therefore, it involves forecasting
and determining the future
manpower needs of the concern.

Once the requirements are notified, the
concern invites and solicits applications
according to the invitations made to the
desirable candidates.
Recruitment is the Process where
concerned with the identification of
sources from where the personal can be
employed and motivating them to offer
themselves for Employment.

This is the screening step of staffing in
which the solicited applications are
screened out and suitable candidates are
appointed as per the requirements.
Selection is the Process of
differentiating between applicants in
order to identify those with a greater
likelihood of success in a Job.

Once screening takes place, the
appointed candidates are made familiar
to the work units and work environment
through the orientation programmes.
Placement takes place by putting right
man on the right job.

Training is a part of incentives given to the workers in
order to develop and grow them within the concern.
Training is generally given according to the nature of
activities and scope of expansion in it. Along with it, the
workers are developed by providing them extra benefits
of in depth knowledge of their functional areas.
Development also includes giving them key and important
jobs as a test or examination in order to analyses their
performances.

It is a kind of compensation
provided monetarily to the
employees for their work
performances. This is given
according to the nature of
job- skilled or unskilled,
physical or mental, etc.
Remuneration forms an
important monetary incentive
for the employees.

In order to keep a track or record of the
behaviour, attitudes as well as opinions of the
workers towards their jobs. For this regular
assessment is done to evaluate and supervise
different work units in a concern. It is basically
concerning to know the development cycle and
growth patterns of the employees in a concern.

Promotion is said to be a non-
monetary incentive in which
the worker is shifted from a
higher job demanding bigger
responsibilities as well as
shifting the workers and
transferring them to
different work units and
branches of the same
organization.

 Recruitment means to estimate the available vacancies in
the organization and to make arrangements for their
selection and appointment.
 Recruitment is a positive function in which publicity is given
to the jobs available in the organization and interested
candidates are encouraged to submit applications for the
selection.
 In the recruitment, a pool of eligible and interested
candidates is created for the selection of most suitable
candidates.

External sources of recruitment have to be solicited from outside
the organization. External sources are external to a concern. But
it involves lot of time and money. The external sources of
recruitment include - Employment at factory gate,
advertisements, employment exchanges, employment agencies,
educational institutes, labour contractors, recommendations etc.

• Outside people bring in new ideas
• Larger pool of workers from which to find the best candidate
• People have a wider range of experience
•Longer process
•More expensive process due to advertising and interviews required
•Selection process may not be effective enough to reveal the best candidate

 Campus Recruitment (Interview).
 Press Advertisement.
 Recruitment through Management Consultants and Private
Employment Exchanges.
 Deputation of Personnel.
 Management Training Schemes.
 Walk-ins, Write-ins and talk-ins.

It is a recruitment which takes place within the concern or
organization. Internal sources of recruitment are readily
available to an organization. Internal recruitment may lead
to increase in employee’s productivity as their motivation
level increases. It also saves time, money and efforts. The
Internal Recruitment includes- Promotion & Transfer.

•Cheaper and quicker to recruit
•People already familiar with the business and how it operates
•Provides opportunities for promotion with in the business – can be
motivating.
•Limits the number of potential applicants
•No new ideas can be introduced from outside
•May cause resentment amongst candidates not appointed

 Promotions
 Transfers
 Internal Notifications(Advertisement)
 Former Employees

Selection is the process of differentiating between applicants
in order to identify and hire those with a greater likelihood of
success in a job.
By selecting best candidate for the required job, the
organization will get quality performance of employees.
Moreover, organization will face less of absenteeism and
employee turnover problems. By selecting right candidate for
the required job, organization will also save time and money.
Proper screening of candidates takes place during selection
procedure. All the potential candidates who apply for the
given job are tested.

Process
Premilinary Interviews
Application Blanks
Written Test
Employment Interviews
Medical Examination
Appointment Letter

RECRUITMENT SELECTION
 To attract maximum number To choose best out of
the
of candidates. available
candidates.
 It creates application pool It is a rejection
process
as large as possible. where few are
selected.
 Techniques are not very Highly specialized
techniques
intensive. are required.
Recruitment V/s Selection

Staffing is the most vital asset with an organization, without
which it cannot move ahead in the competitive world. It can be
equated with HR management as both have same sort of
objectives. Staffing is an open system approach. It is carried out
within the enterprise but is also linked to external environment.

Staffing in Organization

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