What is Staffing Process

Staffing Process

The scope of the function of staffing or functions included in it or the various activities included in process can be divided under the following heads:

(1) Determining the Requirement of Manpower:

At the first step of staffing the need for required number of employees is estimated. Under this it is ensured that able employees are available in adequate number in an organization to be placed in right position at the right time. At the time of determining the number of persons required, the possibilities regarding internal promotions, retirements, consideration.
resignations and dismissals etc.
are also taken into consideration.

(2) Recruitment:

Once the manpower requirement is determined commences . The process of recruitment includes the search of the various sources about the availability of the future employees, and encouraging them to send their applications to the enterprise. In other words, recruitment means making available the employees in order to fill various posts.

There are mostly two sources for the recruitment of employees:

(i) Internal Sources

(ii) External Sources. In the form of internal source the employees already working in the enterprise are selected to fill other posts; while the chief external sources are the following:

(3) Selection:

Under the process of selection competent applicants are selected out of a large number of them. It is important to keep in mind that the ability of the applicant and the nature of work must match. The closest matching will bring the best results. On the other hand, the absence of this close matching will increase the training expenditure and that will be a misuse of resources. It is, therefore, clear that the right man should be posted at the right job. This will result in more and better production and reduction of costs.

Selection is a long process which includes the following major steps:

(4) Placement:

After the employee has been selected, an appointment letter is given to him. After taking the appointment letter the employee reports to the officer of the department concerned that he is Ming to work in that enterprise. By doing so he is treated as an employee of the enterprise. It is now the de of the departmental officer to put him on a job where his ability can be fully utilized. Normally, it is already decided on which job he is to be put and for which he has been selected, even then the Gegatrenial officer should keep in mind that he is not put on a wrong job. With the assignment of the job, edges complete information about it. He is also introduced with the other employees and the policies use enterprise. In this way the fourth step in the process of staffing is completed.

(5) Retention:

Since the selection of the employees is in itself a long and costly process, it , zeroes, becomes essential that those employees who have been appointed in the enterprise should be set in their posts for a long time. It means that steps should be taken so that the employees do not leave se enterprise. In this direction generally the following steps are taken:

(i) Payment of Fair Remuneration: The employees should get a fair remuneration for their work. Overly this they should be given the facilities like medical treatment and insurance, leave with pay, share ports, free education for children, and promotion, etc., so that they do not leave the enterprise.

(ii) Labor Relation: Good labor relations should be established.

(iii) Safety: If the appointment has been made for some risky job, absolute security arrangements sold be made.

(6) Training:

The next step in the process of staffing is imparting training to the employees so that ser efficiency is increased. Training benefits both the enterprise and the employees. Through the zecium of training employees’ efficiency is enhanced which brightens their future prospects. Training grass security to the employees which keeps them satisfied. The enterprise gets the manifold advantages o training in the form of decrease in the production cost; the best maintenance of machines and tools; less umber of accidents, quality improvement, etc. Therefore, this part of staffing has a special significance.

(7) Performance Appraisal:

It is not sufficient to select the employees and give them training for trek attainment of the pre-determined objectives of the enterprise but it is equally important to evaluate the purges of their work. At this step the capability of every employee is judged. To judge his capability his ostial work performance is compared with the work assigned to him. If the results are unfavorable he is agene even training in order to achieve favorable results. If, however, there is no possibility of getting pourable results even after this training, the employee is put on some other work.

(8) Promotion:

Promotion is that process through which an employee gets Better Salary, Better Status, Better opportunities, Better Reputation, Better Working Environment, More Responsibility and Better Amenities. Generally, the basis of promotion is the devotion of the enjoyers to the organization, discipline, efficiency, etc. Hence, under this step in the process of staffing employees get promoted to higher posts on the basis of their capability.

(9) Transter:

Under staffing the employees are transferred from one department to another or from ne place to another. In this way their efficiency can be used to the maximum. (10) Separation:

The last step in the process of staffing is separating the employees from their job. This can be done in three ways:

(i) Retirement: Separating the employee from his job after a certain age is called

(ii) Termination: If the work of an employee happens to be unsatisfactory and there is no improvement even after giving him warning from time to time, his services are terminated.

(iii) Retrenchment: Under this an employee is permanently removed from service because of some economic difficulties in connection with the work. Apart from this modernization can also be the cause for retrenchment.

Thus, the process of staffing passes through various steps right from determining the requirement of manpower down to the process of separating employees from their work.

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