ACCORDING TO THEO HAIMANN, STAFFING PERTAINS TO RECRUITMENT, SELECTION, DEVELOPMENT AND COMPENSATION OF SUBORDINATES.

THE MANAGERIAL FUNCTION OF STAFFING INVOLVES MANNING THE ORGANIZATION STRUCTURE THROUGH PROPER AND EFFECTIVE SELECTION, APPRAISAL AND DEVELOPMENT OF THE PERSONNEL'S TO FILL THE ROLES ASSIGNED TO THE EMPLOYERS/WORKFORCE.

Staffing :Meaning and Nature

AN IMPORTANT MANAGERIAL FUNCTION PLANNING AND MANAGING MANPOWER CONCENTRATES ON MATCHING THE JOBS WITH RIGHT PERSONS ONLY CAPABLE PERSONS CAN RUN THE ORGANISATION FILLING AND KEEPING THE POSITIONS AS REQUIRED BY THE ORGANISATION STRUCTURE ; FILLED WITH THE RIGHT PEOPLE IN STAFFING ALL MANAGERS PERFORM THIS JOB OF STAFFING INCLUDES RECRUITMENT ,SELECTION, TRAINING, TRANSFERS AND PROMOTION.

IMPORTANCE AND NEED FOR PROPER STAFFING

RIGHT KIND OF PEOPLE MUST FOR SUCCESS. ADVANTAGES OF PROPER AND EFFICIENT STAFFING: 1) ENSURES GREATER PRODUCTIVITY BY RIGHT MAN RIGHT JOB 2) DISCOVERS COMPETENT WORKERS AND DEVELOP THEM TO HIGHER POSITIONS 3) HELPS TO AVOID SUDDEN DISRUPTION OF WORK BY PLANNING STAFF REQUIREMENT IN ADVANCE. 4) PREVENTS UNDER UTILISATION OF PERSONNEL.

Nature of Staffing Function

STAFFING IS AN IMPORTANT MANAGERIAL FUNCTION- STAFFING FUNCTION IS THE MOST IMPORTANT MANAGERIAL ACT ALONG WITH PLANNING, ORGANIZING, DIRECTING AND CONTROLLING. THE OPERATIONS OF THESE FOUR FUNCTIONS DEPEND UPON THE MANPOWER WHICH IS AVAILABLE THROUGH STAFFING FUNCTION.

STAFFING IS A PERVASIVE ACTIVITY- AS STAFFING FUNCTION IS CARRIED OUT BY ALL MANGERS AND IN ALL TYPES OF CONCERNS WHERE BUSINESS ACTIVITIES ARE CARRIED OUT. STAFFING IS A CONTINUOUS ACTIVITY- THIS IS BECAUSE STAFFING FUNCTION CONTINUES THROUGHOUT THE LIFE OF AN ORGANIZATION DUE TO THE TRANSFERS AND PROMOTIONS THAT TAKE PLACE. THE BASIS OF STAFFING FUNCTION IS EFFICIENT MANAGEMENT OF PERSONNEL- HUMAN RESOURCES CAN BE EFFICIENTLY MANAGED BY A SYSTEM OR PROPER PROCEDURE, THAT IS, RECRUITMENT, SELECTION, PLACEMENT, TRAINING AND DEVELOPMENT, PROVIDING REMUNERATION, ETC.

STAFFING HELPS IN PLACING RIGHT MEN AT THE RIGHT JOB. IT CAN BE DONE EFFECTIVELY THROUGH PROPER RECRUITMENT PROCEDURES AND THEN FINALLY SELECTING THE MOST SUITABLE CANDIDATE AS PER THE JOB REQUIREMENTS. STAFFING IS PERFORMED BY ALL MANAGERS DEPENDING UPON THE NATURE OF BUSINESS, SIZE OF THE COMPANY, QUALIFICATIONS AND SKILLS OF MANAGERS, ETC. IN SMALL COMPANIES, THE TOP MANAGEMENT GENERALLY PERFORMS THIS FUNCTION. IN MEDIUM AND SMALL SCALE ENTERPRISE, IT IS PERFORMED ESPECIALLY BY THE PERSONNEL DEPARTMENT OF THAT CONCERN.

Staffing Process - Steps involved in Staffing

MANPOWER REQUIREMENTS- 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. RECRUITMENT- ONCE THE REQUIREMENTS ARE NOTIFIED, THE CONCERN INVITES AND SOLICITS APPLICATIONS ACCORDING TO THE INVITATIONS MADE TO THE DESIRABLE CANDIDATES. SELECTION- THIS IS THE SCREENING STEP OF STAFFING IN WHICH THE SOLICITED APPLICATIONS ARE SCREENED OUT AND SUITABLE CANDIDATES ARE APPOINTED AS PER THE REQUIREMENTS.

 ORIENTATION AND PLACEMENT- 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 AND DEVELOPMENT- 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 ANALYZE THEIR PERFORMANCES. REMUNERATION- 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.

Staffing Process - Steps involved in Staffing

Staffing Process - Steps involved in Staffing

Performance Evaluation- 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 employeesin a concern. Promotion and transfer- Promotion is said to be a nonmonetary 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.

WHY HUMAN RESOURCE MANAGEMENT IS IMPORTANT RIGHT KIND OF EMPLOYEES IN AN ORFANISATION PLAY AN IMPORTANT ROLE IN ORGANIZATIONAL SUCCESS. IN LARGE ORGANISATION. APART FROM HR MANAGERS OTHER MANAGERS ALSO INCDULGE IN SOME KIND OF HUMAN RESOURCE ACTIVITY. INTER-VIEWING, TRAIN NEW EMPLOYEES & EVALUATE PERFORMANCE. HAVING COMPETENT EMPLOYEES IS ALSO A COMPETITIVE ADVANTAGE HUMAN RESOURCES ARE PART OF VARIOUS ORGANIZATIONAL STRATIGIES. COMPETITIVE SUCCESS THROUGH GOOD EMPLOYEES CHANGE THEIR MANAGERS THINKING AND MANAGERS DEVELOP BETTER RELATIONSHIP. HRM POLICIES/PRACTICES GREATLY AFFECT THE PERFORMANCE OF THE ORGANISATION AND SO HRM NEEDS GREAT ATTENTION.

BECAUSE OF APPROPRIATE HR POLICIES AND HAVING CAPABLE EMPLOYEES INCREASES THE MARKET VALUE OF INDIVIDUAL AND ORGANISATION PERFORMANCE GOES UP. HR MANAGEMENT IS IMPORTANT BECAUSE IT CAN IMPROVE THE KNOWLEDGE, SKILLS, ABILITIES OF AN ORGANISATION. EMPLOYEES INCREASE THEIR MOTIVATION, ENHANCING THE RETENTION OF QUALITY EMPLOYEES AND ALSO ENCOURAGING NON-PERFORMERS TO LEAVE THE ORGANISATION.

HR MANAGEMENT WILL ENSURE THAT ORGANISATION HAS QUALIFIED PEOPLE TO PERFORM VARIOUS JOBS WHICH NEEDS TO BE DONE. RIGHT MAN- RIGHT JOB- MORE OUTPUT.

HUMAN RESOURCE MANAGEMENT PROCESS

THE PROCESS INVOLVES ACTIVITIES NECESSARY FOR STAFFING THE ORGANISATION AND SUSTAINING HIGH EMPLOYEE PERFORMANCE. ENVIRONMENT HRM PROCESS INFLUENCED BY EXTERNAL ENVIORNMENT, LIKE GOVERNEMENT LAWS AND REGULATION, SOCIAL BINDING, LABOUR UNIONS, RULES FOR DISABILITIES.

HUMAN RESOURCE PLANNING

RECRUITMENT

SELECTION

IDENTIFICATION /SELECTION OF COMPETENT EMPLOYESS

ORIENTATION

TRAINING

SELECTED AND UP TO DATE SKILLS AND KNOWLEDGE GIVEN

PERGORMANCE MANAGEMENT

COMPENSATION & BENEFIT

CAREER DEVELOPMENT

COMPETENET: HIGH PERFORMING EMPLOYEES CAPABLE OF SUSTAINING HIGH PERFORMANCE OVER THE LONG TERM