STAFFING

Staffing

• involves acquiring, deploying, and retaining a workforce to meet the organization's goals

• putting right people in the right roles

• Manpower Planning • Recruitment • Selection • Training and Development • Performance Appraisal • Compensation and Benefits • Employee Relations

Key Aspect of Staffing

discover talented and competent workers, ensures greater production, avoid disruption in production due to shortage of personnel, prevent under-utilization of personnel

Importance of staffing

Manpower planning

process by which a firm ensures that it has the right number of people and right kind of work at the right places and right time

Recruitment

process of identifying the sources for prospective candidate for the job

External and internal recruitment

Sources of recruitment

External sources of Recruitment

• Re-employment former employees

• Friends and relatives of present employees

• applicants at the gate

• college and technical institution

• employment exchange

• advertising the vacancy

Internal sources of Recruitment

• Promotions

• Internal Transfer

• Identify the vacancy

• Prepare job description

• advertise the vacancy

• manage the response

• shortlist application

• arrange for interviews

• conduct interview and make decision

Recruitment process

Selection

Comparison of the qualifications of the candidate with the requirements of a job and eliminates all those who do not stand up to this comparison.

Job Analysis

the process of systematically studying a job to determine its essential duties, responsibilities, and requirements.

Job Description

detailed document that outlines the duties, responsibilities, qualifications, and expectations for a specific role within an organization

• Recruitment and Selection • Training and Development • Performance Appraisal • Compensation Management • Legal Compliance

Purposes of Job Description and Job Analysis

• Filling Organizational Roles • Enhancing Productivity • Employee Development • Maintaining Workforce Stability • Achieving Organizational Goals

Purposes of Staffing

Continuous Process

• Staffing is an ongoing activity since employees leave, get promoted, or new roles emerge.

• Organizations must continuously hire, train, and develop personnel to meet changing needs.

People-Centric

Staffing focuses on managing human resources effectively, ensuring the right people are in the right roles to enhance productivity and organizational success.

Systematic approach

Staffing follows a structured process, including planning, recruitment, selection, training, and retention, ensuring efficiency and fairness in hiring decisions.

Dynamic Environment

The staffing process adapts to changes in technology, market conditions, and organizational needs, requiring flexibility in workforce management.

Interrelated with Other Functions

Staffing is connected to other management functions like planning, organizing, directing, and controlling, as employees are essential in executing all organizational activities.

Patient Complexity and Acuity

Patients with severe or critical conditions require more nursing attention, specialized skills, and time, influencing the number of nurses needed per shift.

Patient Volume

A higher number of admitted patients increases the demand for nurses to provide adequate care and prevent staff overload.

Skill Mix and Expertise

The combination of registered nurses (RNs), licensed practical nurses (LPNs), and nursing assistants affects staffing decisions, ensuring the right level of care for patient needs.

Physical Layout of the Unit –

The design and size of the unit, including the number of rooms and distance between them, impact the efficiency of nursing care and staffing requirements.

Availability of Support Services

the presence of allied health professionals, administrative staff, and technology (e.g., electronic health records) can reduce nurses' workload, influencing how many nurses are needed.

Regulatory requirements

Government laws and nursing board mandates set nurse-to-patient ratios to ensure patient safety and quality care.

Hospital Policies

Internal guidelines dictate staffing levels, shift schedules, and hiring practices based on patient needs and institutional standards

Economic Factors

Budget limitations affect nurse salaries, hiring capacity, and resource availability, influencing staffing decisions.

Work Environment

High workloads, burnout, and lack of support lead to staff shortages, while a positive environment improves retention and patient care

Fixed Staffing

Nurses work predetermined shifts with consistent schedules, ensuring stability but limiting flexibility.

Flexible Staffing

Adjusts nurse schedules based on patient census and unit needs, allowing better workload management.

Block Scheduling

Assigns nurses to set days and shifts in advance, promoting work-life balance and consistency.

Rotating Shifts

Nurses alternate between day, evening, and night shifts, ensuring 24/7 coverage but potentially causing fatigue.

Self-Scheduling

Nurses choose their own shifts within set guidelines, increasing autonomy and job satisfaction

• Workload Distribution • Shift Preferences • Communication Gaps • Role - Clarity - Resource Scarcity • Interpersonal Issues • Ethical Dilemmas • Power and Hierarchical Issues

Conflict in Nursing Staffing

• Open Communication • Structured Mediation • Empathy and Understanding • Clear Policies and Procedures - Regular Meetings • Training in Conflict Resolution • Flexible Scheduling • Supportive Leadership

Managing Nursing Staffing Conflicts