Staffing and Human Resource Management Notes


The following terms are defined in the context of staffing:

  • STAFFING: Process of recruiting people.

  • RECRUITMENT: Finding the most competent applicant.

  • SELECTION: Choosing the suitable personnel based on qualifications.

  • APPLICANT: Someone applying for the job.

  • HUMAN RESOURCE: Deals with staffing and training of employees.

  • JOB VACANCY: Entity which has not been filled.

  • WORKFORCE: Individuals engaged in a job.

  • PERFORMANCE: Accomplishing a task in an organization.

  • EFFICIENT: Attaining utmost productivity.

  • ORGANIZATION: Body of individuals sharing the same purpose.

STAFFING

  • Staffing is a critical organizational function that consists of the process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the effectiveness of the organization.

  • Staffing is a basic function of management. Every manager is continuously engaged in performing the staffing function, actively associated with recruitment, selection, training, and appraisal of subordinates.

  • These activities are performed by chief executives, departmental managers, and foremen in relation to their subordinates. Thus, staffing is a pervasive function of management and is performed by managers at all levels.

  • According to Dyck and Neubert (2012), staffing is the Human Resource function of identifying, attracting, hiring, and retaining people with the necessary qualifications to fill the responsibilities of current and future jobs in the organization.

  • Koontz and O’Donnell define staffing as "the managerial function of staffing involves manning the organizational structure through effective and proper selection, appraisal, and development of personnel to fill the roles designed into the structure."

NATURE OF STAFFING

  1. It is the responsibility of every manager.

  2. It is a continuous function performed by every manager to ensure the successful functioning of their department and to develop their successors.

  3. It is a dynamic and never-ending process. With changes in the size and environment of the organization, changes take place in personnel.

  4. Human resources expect and deserve dignity. The success of the staffing functions lies in involving every individual in the organization in the task of achieving organizational goals.

  5. It is a difficult function with problems of social, philosophical, and psychological nature.

  6. It is an essential part of the management process.

TWO COMPONENTS OF STAFFING

  1. Recruitment: The process of identifying and attracting people with the necessary qualifications.

  2. Selection: Choosing who to hire.

STEPS OF STAFFING

  1. Identifying job position vacancies, job requirements, as well as workforce requirements.

  2. Checking the internal environment of the organization for human resources.

  3. External recruiting.

  4. Selecting those with essential qualifications for the job opening.

  5. Placing selected applicant.

  6. Training of human resources.

  7. Evaluating performance.

  8. Promoting.

  9. Planning of employee’s career.

  10. Compensating human resources.

FUNCTIONS OF STAFFING

  1. The first and foremost function of staffing is to acquire both qualified and competent personnel for various job positions in the organization.

  2. In staffing, the right applicant is recruited for the right jobs; therefore, it leads to maximum productivity and higher performance.

  3. It helps in promoting the optimum utilization of human resources through various aspects.

  4. Job satisfaction and morale of the workers increases through the staffing of the right person.

  5. Staffing helps guarantee better utilization of human resources.

  6. It ensures the continuity and growth of the organization, through development managers.

IMPORTANCE OF EFFECTIVE STAFFING

  • Ensures that the organization has the right talent to achieve its goals.

  • Improves employee productivity and performance.

  • Enhances employee satisfaction and engagement.

  • Reduces turnover and associated costs.

  • Builds a positive organizational culture.

HUMAN RESOURCE INVENTORY

  • Also known as the skill inventory, comprehensively lists down the basic information on all the employees, like their education, experience, skills, age, gender, salary-related data, job preference, and special achievements.

  • It is a vital tool used in HR planning and policymaking.

The information contained in the human resources inventory should be relevant to the current job position and can also be used by recruiters to consider the individual for other job openings that might come up in the future.

The basic premise of maintaining a current skills inventory is to identify if there are gaps between the current level of skills and relevant knowledge possessed by the employees and the Knowledge, Skills, and Abilities (KSA’s) needed to meet future business goals.

This aids the HR managers to make better decisions in several areas, including but not limited to:

  • Hiring qualified staff for meeting current as well as future needs of various business departments.

  • Allocation of the right employee to the right job.

  • Ensuring organizational success by efficient staffing.

  • Analyzing current deficits and taking up the right training programs to bridge the skill gaps.

  • Strategizing a workforce plan for the future needs of the business.

SAMPLA HUMAN RESOURSE INVENTORY FORMAT

  • Name of Employer:

  • Position:

  • Age and Gender:

  • Educational Attainment:

  • Job Experiences: (cite experiences form most recent)

    • Job Title

    • Company

    • Date Hired:

    • Department:

    • Salary:

    • Exclusive Years:

  • Special Achievement

  • Skills: