The term staffing is concerned with the

recruitment, selection, placement, training,

growth and development of all the members of
the organisation. The managerial function of
staffing aids in the better performance of an
organisation by identifying the right type of
people with the right combination of skills,
attitudes and interests.
According to TEO HAIMAN staffing function is
to concerned with the placement, growth and
development of all those members of the
organisation whose function is to get things
done through the efforts of other individuals.
Accordingly, the staffing function of
management is a very significant one specially
in the light of continuous and dynamic
developments in the field of technology. The
staffing function is important to the following
reasons.
Heavy investment
Inter-related effort
Human resources as assets
Long term effect
Loss may Surpass investments
Staffing is the traditional management function
of attracting and selecting the best people and
putting them on jobs where their talents and
skills can be best utilized. The various steps
involved in staffing process are as follows:
Man Process Planning
Recruitment
Selection
Placement and Orientation
Training
Performance appraisal
Promotions
Compensation
Manpower planning is concerned with forecasting
the future manpower needs of the organization for
various categories of activities over a specified
period. The process of manpower planning can be
divided into two parts. One is an analysis for
determining the quantitative needs of the
organization and other is the qualitative analysis to
determines what qualities and characteristics are
required for performing a job. The former is called
the quantitative aspect of manpower planning and
the latter is called qualitative aspect of manpower
planning.
Recruitment is concerned with the identification of
sources from where the personnel can be employed
and motivating men to offer themselves for
employment. It is the process of searching for
prospective employees and stimulating them to
apply for jobs in the organization.
SOURCES OF RECRUITMENT
INTERNAL

1) Transfer
2) Promotion
3) Recalling the
laid off
employees
EXTERNAL

1) Advertisement
2) Personnel Consultant
3) Jobbers or Contractors
4) Factory gate
5) University or colleges
6) Waiting list
7) Employment exchanges
8) Labour unions
Selection is a deliberate effort of the organization to
select a fixed number of personnel from a large number
of applicants. It is the process of identifying the most
suitable and promising candidates from the list of
recruited persons. Selection involves a careful screening
and scrutiny of candidate who have applied for the job.
1) Srutiny of application
STEPS IN SELECTION PROCESS
2) Preliminary Interview
3) Specilized blank application forms
4) Tests
5) Interview
6) Checking References
7) Medical Examination
8) Final Selection