The process in which we hire and develop the required personnel so that they can fill in various positions in the organization is known as staffing. It involves the estimation of the number and the type of personnel that is required, developing and recruiting them, and maintaining and improving the competence and morale of each.
It refers to that part of management that focuses on the recruitment, selection, placement, and development of each employee. It involves allocation, conservation, scientific and systematic procurement, utilization, and development of human resources.
Satisfied and satisfactory work can be maintained, developed, and acquired through staffing. There are a few importance of staffing that must be remembered for employment and recruitment case studies help or to solve critical business strategies on the topic, which is as follows:
- Huge Investment: Considerable investment in terms of money, time, and efforts are required for the creation and maintenance of a competent and dedicated workforce. Depending upon how the staffing function is carried out, the return on investment in the development and procurement of staff can be high or low. Return on investment in human resources can be maximized with the help of efficient and effective staffing.
- Long-term Implications: There are long-term effects when we invest in human resources. Hence, decisions in the area of staffing are critical, especially in the case of managerial personnel. Moreover, advancement in technology and other changes leads human resources to become obsolete.
- Multiplier Effect: The most valuable asset of any organization is the people. Other assets such as machinery and equipment, land and building, money, and materials become productive after people have used them. Hence, there is a multiplier effect on all parts of the organization due to the quality of human resources. The growth and success of an organization are not possible without proper staffing.
- Key to Other Functions: An organization is called an empty shell of job positions without people. Life into the organization can be injected through staffing when the right person for the right job is provided. The controlling functions and effectiveness of directing have their dependence upon staffing. An organization can work successfully in the changing environment when competent and dedicated staff are hired and developed.
- Liberalization and Globalization: In the modern era of global competition, for the business to succeed, skillful management of human resources has become essential. Moreover, moral, serious, and legal issues are involved in the utilization, acquisition, and discharge of employees. While we are performing various activities of staffing function, due care is to be required on the right side of ethics and laws.
- Holistic Approach: In an organization, the contribution of a person has its dependence not only on his motivation and competency but also on the motivation and competence of his subordinates and superiors and also on the facilities which are provided to him. To nurture people and build a sound human organization, a holistic approach is necessary so that the job performance and satisfaction of every person can be high.
Few steps are to be kept in mind during the process of organizing, and that would offer vital guidance for the company’s human resource department. The steps are as follows:
1. Human Resource Planning (Manpower Planning): The forecasting and determining the kind and number of manpower which is required by the organization in the future is through the process called staffing.
Keeping in view the plans and present activities and plans such as demand forecasts, production schedules, market trends, etc., the manpower needs of an organization are estimated.
It aims at obtaining the right number of qualified people at the right time. The workforce analysis and the workload are estimated with the help of manpower requirements. The types and number of human resources are assessed with the help of workload analysis which is required for performing various jobs.
The type and number of human resources already working in the organization are revealed through the workforce analysis.
2. Recruitment: The sources of required personnel are identified and the people are induced to apply for jobs in the organization. The staff can be recruited within the organization as well as from outside.
3. Selection: The right candidates for various job positions in the organization are chosen and appointed through the process of staffing. A few stages are associated with the process of employee selection. The best-suited candidates for the vacant job are selected.
4. Placement: The selected candidates are put on the right jobs. Each selected person is assigned an appropriate job. The selected candidates have placed an appropriate job after they have joined an organization.
The candidates are matched with the jobs in the organization through the process of placement. To ensure that the employees get personal satisfaction and that the efficiency of work is high, the square pegs are fit into the square holes that are, the right person to the right job.
The requirement of the employees, as well as that of the organization, should be considered while the job is assigned to the new employee. Absenteeism and labor turnover can be reduced with the help of correct placement.
5. Orientation: For the candidates to feel at home in the new environment, the newly appointed candidates are introduced and familiarized with their workgroups, jobs, and the organization. It is possible when we provide him the information on the superiors under whom he will work, the facilities and benefits available, the requirements of the job, and the rules and regulations he should observe. The employee can feel at home and the initial nervousness on his part can be reduced with the help of a systematic orientation program.
6. Training and Development: For an employee to perform their jobs efficiently, the skills, job knowledge, and attitudes of an employee are improved regularly.