Steps involved in the process of staffing of an organization are: 1. Estimating Manpower Requirements 2. Recruitment 3. Selection 4. Placement and orientation 5. Training and Development 6. Performance Appraisal 7. Promotion 8. Compensation 9. Separation!
Staffing is one of the most important managerial function which helps in obtaining and fulfilling various positions in the organisation with most suitable and capable persons.
In this process the following steps are involved.
1. Estimating Manpower Requirements:
Before starting the work, the manpower requirement of the organisation is assessed. Here, two aspects need to be taken into account while determing the requirement of manpower i.e. Type of Employees & Number of Employees. Also the job requirement, desired qualification, relationship between different jobs etc. is clearly drawn out.
Manpower planning involves two techniques in estimation viz. (a) Workload analysis and (b) Workforce anyalysis.
(a) Workload analysis would enable an assessment of the number of an types of human resources necessary for the performance of various jobs and accomplishment of organisational objectives. Workload analysis ensures that there is no burden and wastage of resources and work is completed on time.
(b) Workforce analysis would reveal the number and type available to fact such an exercise would reveal whether organisation is understaffed, overstaffed or optimally staffed. Workforce analysis is for the existing employees. It sees manpower employed and number of manpower to be employed.
Recruitment is the process of searching and motivating a large number of prospective employees for a particular job in an organisation.
It includes the following activities:
(i) Determining the various sources of supply.
(ii) Evaluation of the validity of these sources.
(iii) Selecting the most suitable source or sources.
(iv) Inviting applications from the candidates for the vacancies.
Under the process of selection, better applicants are selected out of a large number of them. It must be kept in mind that the ability of the applicant & the nature of work must match. It means that right man should be selected for the right job. This will lead to better performance on all fronts i.e. quality, quantity, time, cost etc.
It includes the following steps:
1. Preliminary Screening
2. Selection Test
3. Employment interview
4. Reference & Background checks
5. Selection Decision
6. Medical Examination
7. Job Offer
8. Contract of Employment
4. Placement and orientation:
Placement involves putting the selected man at the right place considering his aptitude and ability. It is the actual posting of an employee to a particular job for which he/she has been chosen.
Orientation is also known as induction. It means introducing the newly selected employee i.e. to various facets of the company his job, other jobs, nature of products, policies, rules and existing employees etc. It aims at inducting new employees into the organisation smoothly
5. Training and Development:
The term training implies a systematic procedure of imparting knowledge and skills for a specific job. It benefits both the enterprise & the employee. Training increases the skills and abilities of employees to perform specific jobs.
Training can be given for improving the current job or to prepare the employees for some intended jobs. The enterprise also gets the advantage of training in the form of reduction in the production cost, best usage of tools & machine and improvement in the quality etc.
6. Performance Appraisal:
At this step, the capability of the employee is judged and for that, his actual work performance is compared with the work assigned to him. If the results are unfavourable, he is again given training and after that also if results are again unfavourable, the employee is put on some other work.
It is a process through which employees get better salary, status, position, more responsibility etc. In this step, employees earn their promotion to higher posts on the basis of their performance.
The organization should have fair salary or wage structure and should give incentives to those who deserve it. This means that jobs must be evaluated and ranked in a manner that contributes to that contribution.
It is the last step in the process of staffing. It means separating the employees from their job. This take place in four ways i.e. through retirement, termination, retrenchment or death.