The document discusses the staffing process, which includes manpower planning, job analysis, recruitment, selection, placement and orientation, training, performance appraisal, promotion and career planning, compensation, and separation. It explains each step in the staffing process and its importance for effective human resource management. Staffing ensures that the right people are hired for the right jobs and developed to maximize their performance and potential.

1. Staffing
Sadhana Singh
Assistant Professor

2. Staffing
MEANING;
Staffing is the process of determining the
manpower requirements that could meet the
company’s objectives. This includes selecting
and appraisal candidates to fill these
requirement and orienting, training and
developing new and existing staff.
It does involves manning the organization
structure through proper and effective
selection, appraisal and development of
personnel to fill the roles designed into
structure.

3. “The managerial function of staffing involves manning the
organizational structure through proper & effective selection,
appraisal & development of personnel to fill the roles designed
into the structure ---- Koontz O’ Donnel
The Staffing function of management pertains to recruitment,
selection,training,development,appraisal and remuneration.
Personnel management or staffing is that phase of the
management which deals with the effective control and use of
manpower or human resources.” ---- Dale Yoder

4. Scope
Traditionally the role or scope of the staffing was restricted to filling
of the job position only. But today in the modern concept staffing is
much more than filling a job position
Today staffing means selection , training, development,
compensation, appraisal and providing working conditions to
employees.
Now specialized and experts (managers) are required to perform
the staffing function.
Large organizations prefer to have a separate department to carry
on staffing function, & this department is known as Personnel
Management Department or Human Resource Development
Department.

5. Need or Benefits
1. Filling the roles or injecting life in organization
This function is needed to fill the roles & job positions created by
the organizational structure. There will be no use of job positions
unless & until these are occupied by employees & staffing
function appoints these employees to fill the roles or job
positions.
2. Human emphasis
This is the only function which more emphasis to the human
element such as attitude, sincerity, loyalty, team-sprit, positive
approach etc. while selecting, appraising & developing the
employees.
3. Key to effectiveness of other functions
As all the functions are performed by human beings and human
beings joins the organization by staffing only.

6. 4. Helps in competing
Two organizations can acquire the same type of physical and
financial resources but what helps the one to win over other is its
competent staff. The organization with efficient staff can easily win
over its competitor.
5. Effective use of technology & other resources
The efficient use of the resources can be made by efficient staff
only & efficient staff comes in a organization as a result of staffing
function only.
6. Boosts up the morale of the employees.
Staffing function does not comes to an end only with appointment
of employees. It includes training, promotion, compensation etc.
All these activities help in motivating the employees & increasing
their morale.

7. 7) Availability of knowledge
The research program is conducted to find out different methods
of recruitment, selection & training of employees. Looking at the
availability of the knowledge in staffing function, there is definitely
need for it in the organization.
8) Specialization
Today the staffing function is not the routine job of all the
managers but the specialized & professionally expert managers are
given this task by creating separate department in the
organization.

8. Importance of Staffing
It helps in discovering talented & competent workers &
developing them to move up the corporate ladder.
It insures greater production by putting right man to right
job.
It avoids a sudden disruption of an enterprise’s production
run by indicating shortages of personnel, if any, in advance.
It help to prevent under-utilisation of personnel through
over manning & the resultant high labour cost & low profit
margins.
it provides information to management for internal
succession of managerial personnel in the event of an
unanticipated turnover.

9. Importance
It is considered of so much importance due to following functions.
1. Investment cost
2. Holistic approach;
3. Long term effect
4. Potential contribution or consideration
5. Investment may surpass the cost
6. Multiplier effect;

10. Staffing as a part of human resource
Management
Specialized & professional experts are appointed to perform the staffing
function.
The experts are grouped in human resource management department &
it enables increase in the scope of staffing.
The human resource management has to perform some activities
which are man power planning, selection, recruitment, deciding the
compensation, training & identification of skilled employees for
promotions, appraising the performance, etc.
Due to legal obligations also organisations cannot consider labour as
any other physical commodity, which is bought, used, exploited, &
discarded.
Human being once appointed must get good working conditions ,
humanly treatment & must be trained whenever there is need for it.
In present situation of competition an organisation can win only if it has
good & effective human resource because rest other resources can be of
same nature but human efficiency always differ.

11. Staffing process
Man Power
Planning
Job Analysis
Recruitment
Selection
Placement &
Orientation
Training
Performance
Appraisal
Promotion &
Career
Planning
Compensation
Separation

12. Staffing Process
1) Manpower planning:
Human resource planning is a forward looking function as it tries
to access in advance the manpower requirement of the
organisation.These managers try to find out number of
employees needed in the organization.
2) Job Analysis:
It means careful study of each job along with the responsibilities
involved in it .The main components of or main elements of job
analysis are.
 Task & responsibilities involved in it.
 Conditions under which job has to be performed.
 Relation of one job with another job.
 Qualifications of the individuals who have to perform to job.. The
main focus of the job analysis is on placing right person at right
place.

13. 3) Recruitment;
It can be defined as inducing or attracting more & more candidates
to apply for the job in the organisation. If it is successful then
organisation will get a large number of applications & better choice
can be made.
Recruitment can be made inside the organisation as well as from
outside the organisation depending on the nature of vacancy .
The outcome or the result of this function is to receive a large
number of applications.

14. 4) Selection;
It means choosing the most appropriate & best suitable candidates
to perform the job.
The selection process has various elements;
 Preliminary interview.
 Written test.
 Final interview.
 Medical Examination etc.
5) Placement & Orientation
Placement refers to asking the selected candidate to occupy vacant
job position in the organisation. In placement employees are
assigned a role or designation in the organisation which they have
to perform efficiently. Orientation means introduction of new
employees with the existing employees of the organisation.

15. 6) Training
It means equipping the new employee with the knowledge & skill
needed to perform the assigned to that employee. It is a very imp.
to get work done in the expected manner to have uniformity & to
improve the efficiency level of performance.
7) Performance appraisal
After training program the employees are given the jobs to be
performed. While they are performing, they are supervised &
observed & by their superiors to determine how successfully the
employees are meeting the demands of their job.
The superior prepare the performance appraisal reports
periodically for all the employees on the basis of which the future
training programs are set. & their compensation is decided.
8) Promotion & career Planning
when the employees are doing well & their performance appraisal
report is excellent then they are rewarded by assignment of higher
job position which is called promotion.

16. 9) Compensation
It means to match the salary with the contribution of the
employees. This is done by keeping government regulations,
financial capacity of the company & the compensation offered by
the competitors. It also includes the increments & other incentives
which are offered to the employees for extra contribution.
10) Separation.
The organisation loses its employees or gets separated from its
employees due to termination, retirement, or resignation of
employees.