Staffing

Staffing is the managerial function of recruitment, selection, training, developing, promotion and

compensation of personnel.

Staffing may be defined as the process of hiring and developing the required personnel to fill in

the various positions in the organization. It involves estimating the number and type of personnel

required. It involves estimating the number and type of personnel required, recruiting and

developing them, maintaining and improving their competence and performance.

Staffing is the process of identifying, assessing, placing, developing and evaluating individuals at

work.

Definition:

According to 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.”

Staffing is defined as, “Filling and keeping filled, positions in the organizational structure. This

is done by identifying work-force requirements, inventorying the people available, recruiting,

selecting, placing, promotion, appraising, planning the careers, compensating, training,

developing existing staff or new recruits, so that they can accomplish their tasks effectively and

efficiently.”

1.2 IMPORTANCE

1. Staffing helps in discovering and obtaining competent and personnel for various jobs.

2. It helps to improve the quantity and quality of the output by putting the right person on the

right job.
3. It helps to improve job satisfaction of employees.

4. It facilitates higher productive performance by appointing right man for right job.

5. It reduces the cost of personnel by avoiding wastage of human resources.

6. It facilitates growth and diversification of business.

7. It provides continuous survival and growth of the business through development of

employees.

RECRUITMENT AND SELECTION

Recruiting involves attracting candidate to fill the positions in the organization structure. Before

recruiting, the requirement of positions must be cleared identified. It makes easier to recruit the

candidates from the outside. Enterprises with a favorable public image find it easier to attract

qualified candidates.

Definitions –

1. Mc Fariand, “The term recruitment applies to the process of attracting potential employees of

the company.”

2. Flippo, “Recruitment is the process of searching prospective employees and stimulating them

to apply for the jobs in the organization.”

Thus recruitment may be considered as a positive action as it involves attracting the people

towards organization.

Need of Recruitment

The need of recruitment may arise due to following situations:

1. Vacancies due to transfer, promotion, retirement, permanent disability or death of worker.

2. Creation of vacancies due to expansion, diversification or growth.

Sources of Recruitment:

The sources of recruitment may be classified as

A. Internal sources or from within the organisation

B. External sources or recruitment from outside.

A. Internal sources –

The Internal Sources of Recruitment mean hiring people from within the organization. In other

words, seeking applicants for the job positions from those who are currently employed with the

firm. In any organization, following are the most common internal sources of recruitment;
1. Transfer: Transfer means shifting an employee from one job to another, typically of similar

nature, without any change in his rank and responsibility.

2. Promotion: Promotions are the most common form of internal recruitment wherein the

employees are moved to the upper levels of the organization with more responsibility and

prestige

3. Employees Referrals: The present employees can refer their friends and family to the job.

They are well aware of the organizational culture, working conditions and job requirements. If

they find their friends or family suitable for such position can recommend their names to the

management for recruitment.

B. External sources or recruitment from outside –  

The External Sources of Recruitment mean hiring people from outside the organization. In other

words, seeking applicants from those who are external to the organization. There are several

methods for external recruiting.

1. Direct Recruitment –

Many organizations having one separate department called personnel department to select right

employees. For that organisaton may receive direct applications from the candidate. The

technical and clerical staff is appointed in this way.

2. Recruitment through the jobbers or Intermediaries – The unskilled or illiterate workers are

recruited through this method. Under this system the intermediary keeps a vital link between

workers and employers. They are always willing to supply the required number of workers.

3. Recruitment at the factory gate – Mostly unskilled workers are appointed through this

method. Under this system, large number of unemployed workers assemble at the factory gate

for employment. The factory manager, or labour superintendent or some other official may select

the necessary workers.

4. Recruitment through advertisement – This is most common method for recruiting skilled

workers, clerical staff, managerial personnel, technical personnel.

The vacancies are advertised in the popular daily newspapers and applications are invited from

the persons having required qualifications.

5. Recruitment through the recommendation of the existing employees – The existing

employees recommend the suitable names for the employment.

6. Recruitment from colleges or universities or educational institutions – This method is

used in some enterprises or Government department, when the recruitment of persons required

for administration and technical personnel.

7. Recruitment through employment exchange – The workers who want help in finding jobs

make their registration in the nearest employment office where details are recorded. Employment

exchanges are the special offices for bringing together those workers who are in need of

employment.
 Selection:

Selection is the process of choosing the most suitable person for the current position or for future

position from within the organization or from outside the organization.

The selection of managers is one of the most critical steps in the entire process of managing.

PROCESS OF SELECTION

Selection means the taking up the different workers by various acts from the application forms

invited through different sources of internal and externals.

According to Dale Yoder, “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.”

Selection Process:

Selection of workers is regarded as a policy matter. Every enterprise has its own policy for

recruitment. The following procedure is adopted.

1) Receiving and screening the Applications : After receiving the applications have to be

screened. In this process the applications of candidates without the requisite qualification are

rejected.

3) Preliminary Interview : The interviewer has to decide whether the applicant is fit for job or

not. By this interview the appearance, attitudes, behaviour of the candidate can be known easily.

4) Administering Tests : Different types of test may be undertaken. Tests are conducted for the

knowledge of personal behaviour, efficiency of work and interest. Generally, following types of

tests are conducted.

i) Achievement Test

ii) Aptitude test

iii) Trade Test

iv) Interest Test

v) Intelligence Test etc.

5) Checking References on Investigation of Previous History : Applicants are generally asked

to give names of at least two persons to whom the firm may make a reference.

6) Interviewing : Interview is the most important step in the selection process.

In interview, the intimation given in the application form is checked. Interview helps in finding

out the physical appearance and mental alertness of the candidate and whether he possesses the

required qualities.

Interviews may be of various kinds these are

1) Direct Interview

2) Indirect Interview

3) Patterned Interview

4) Stress interview

5) Systematic in – depth interview

6) Board of panel interview

7) Group interview
7) Final Selection : On the basic of results of previous interview the candidate is

informed of his/her selection for the vacant post and seeking the acceptance of job.