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STAFF
ING
Mrs. Sneha Prakash
Final year M.Sc (N)
Navodaya College of
Nursing, Raichur
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STAFFING
INTRODUCTION
Staffing is that part of the process of management which is concerned with obtaining,
utilizing and maintaining a satisfactory and satisfied work force. It is the process of identifying,
assessing, placing, evaluating and developing individuals at work. Staffing is a very important
function of the management. No organization can be successful unless it can fill and keep filled
the various positions with the right type of employees.
DEFINITION
(Mc Farland)
PURPOSE OF STAFFING
• To establish and maintain sound personnel relation at all levels of the organization
• To make effective use of personnel to attain the objectives of the organization
NATURE OF STAFFING
SIGNIFICANCE OF STAFFING
The need for staffing has increased due to the following reasons
• Increasing size of organizations
In a large organization there are several positions. Systematic programmes
for the selection, training and appraisal of employees are required for efficient
functioning of the enterprise.
• Advancement of technology
Significant improvements have taken place in technology. In order to
make use of the latest technology, the appointment of right type of persons is
necessary. Right personnel can to procured, developed and maintained for new
jobs only if the management performs its staffing function effectively.
• Trade unionism
Efficient system for staffing has become necessary to negotiate effectively
with organization of executives. With the spread of education, executives have
become increasingly aware of their prerogatives. Collective bargaining has
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CHARACTERISTICS OF STAFFING
ELEMENTS OF STAFFING
The elements of staffing are
• Procurement
Employment of proper number and kind of personnel is the first function of
staffing this involves:
1. Manpower planning
It is the process of determining current and future manpower needs in
terms of the number and quality of the personnel.
2. Recruitment
It implies locating sources of acceptable candidates.
3. Selection
It involves choice of right type of people from the available candidates.
This requires evaluating various candidates and selecting those that match the
needs of the organization.
4. Placement
It means assigning specific jobs to the selected candidates.
• Development
After placing the individual on various jobs it is necessary to train them so that
they can perform their jobs efficiently. Proper development of personnel is essential to
increase their skill in the proper performance of their jobs. Development involves
orientation, counseling and training of the personnel. Orientation is the socializing
process of adjusting newly hired employees in the organization. Training is the process of
improving the knowledge and skills of personnel.
• Compensation levels
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• Integration
It involves developing a sense of belonging to the enterprise. Sound
communication system is required to develop harmony and team spirit among employees.
Effective machinery is required for the quick and satisfactory redressal of all problems
and grievances of employees, it is essential to motivate employees towards the
accomplishment of organizational goals. Discipline and labour relation are important
elements of integration.
• Maintenance
It involves provision of such facilities and services that are required to maintain
the physical and mental health of employees. These include measures for health, safety
and comfort of employees. Various welfare services may consists of provision of
cafeteria, restrooms, group insurance, recreation club, education of children of employees
etc.
Recruitment
Selection
Separation
Training and development
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Performance appraisal
Employment decisions
Recruitment
In this step, management will attempt to identify and attract candidates to meet the
requirements of anticipated or actual vacancies. The actual recruitment of potential employees is
traditionally done through newspaper and professional journal advertisement.
Selection
Following recruitment, those candidates who have applied for the position advertised
must be evaluated and one chosen whose credentials match job requirements. The steps in
selection process include completing an application form, interview and physical examination.
Through training and development the organization tries to improve the employee’s
ability to contribute to the organization’s effectiveness. Training is concerned with improvement
of the employee’s skills. Development is concerned with the preparation of the employ for
additional responsibility.
Performance appraisal
A system designed to measure the actual job performance of an employee compared to
designated performance standards.
Employment decisions
Employment decisions in the areas of monetary rewards, transfers, promotions and
demotions will be made based on the outcome of the performance appraisal.
Separation
Voluntary turnover, retirements, layoffs and terminations must also be a concern of
management.
FACTORS INFLUENCING STAFFING
Staffing is basically a dynamic process and is affected by a variety of factors, both
external and internal. Staffing function is affected by various elements of management process
but at the same time it affects other elements also.
For example: planning of an organization decides the number and type of personnel required. At
the same time number and type of personnel also affect what the organization can do. Thus
staffing is affected by different factors which can be grouped into two categories, external and
internal.
External factors
There are various external factors which have their impact on staffing policy, and an
organization does not have control over these factors.
1. Legal factors
There are various legal provisions which affect the staffing policy of an
organization. Various acts which provide restrictions to free recruitment are Child
Labour Act 1986, Employment Exchange Act 1959, Factories Act 1948 and Mines Act
1952. Besides provision regarding mandatory employment of certain categories of
personnel such as SC/ST, OBC etc impinge upon staffing policy of an organization.
2. Socio-cultural factors
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Various socio-cultural factors affect the extent to which the organization can
employ certain categories of personnel for certain job.
For example: our socio-cultural factors almost prevent the employment of women in
certain manufacturing operations such as operations involving physical exertion etc.
3. External influences
There are various forces in the environment which exert pressures on the
employing organizations. These pressures may be from the political structure in the form
of emphasis on ‘sons of the soil’ or pressure for appointing certain individuals, pressure
from the community to which the promoters of an organization belongs.
Internal factors
Besides the various external factors, there are various internal factors which affect
staffing. They are
1. Organizational business plan
Organizational business plan directly affects staffing function because it
determines the type of personnel that may be required in future. Based on the business
plan organizations may be divided into three categories: growing, stagnating and
declining.
A growing organization undertakes various new projects either in the same line
of business or different business. Such an organization requires more personnel in future
besides maintaining its existing personnel.
A stagnating organization adopts stability strategy in which growth does not
come by way of additional investment but by making the present investment more
effective. Such an organization focuses more on retaining its present personnel by
offering them suitable rewards and financial incentives.
A declining organization focuses on reducing its business operation by divesting
those businesses which do not match with its core competence. Such an organization
goes for downsizing personnel by offering voluntary retirement scheme and pays below
average financial incentives.
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2. Size of organization
Size of an organization is the factor which determines the degree of
attractiveness to the prospective candidates. A small organization cannot have the same
staffing practices which a large organization may have.
3. Organizational image
Organizational image is an important factor for attracting personnel for selection.
The image of an organization in human resource market depends on its staffing practices
like facilities for training and development, promotional avenues, compensation and
incentives and work culture.
CONCLUSION
Staffing is the process of filling all positions in the organization with adequate and
qualified personnel. The staffing function assumed great importance due to increase in size of
organizations, rapid advancement of technology and growing complexity of human behavior. In
recent years there has been considerable development of knowledge in the field of staffing. The
overwhelming role resources in organizations have been recognized. As a result management
human resources have become a vital area of management.
REFERENCES
1. Gupta C.B “Management And Organization” fourth edition (1999), Sultan Chand and
Sons Publishers, page no: 4.3-4.7
2. Prasad LM “Principles And Practice Of management” seventh edition (2007), Sultan
Chand and Sons Publishers, page no:536-541
3. en.wikipedia.org/wiki/Staffing