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Chapter: Seven

Staffing Function
Meaning
In simple word, staffing is the processing of obtaining and maintaining capable and competent people to
fill all positions from top management to operative level. This includes securing , recruiting, selecting,
training, appraising, and maintaining the individuals in organizations.
Staffing may be defined as the process of hiring and developing the required personnel to fill in
various positions in the organization. It involves estimating the number and type of personnel required,
recruiting and developing them, and maintaining and improving their competence and performance.
Importance/ Objectives:
Human resources are the most important asset of an organization. The ability of an organization is to
achieve its goals depend upon the quality of its human resources. No organization can be successful
unless it can fill and keep filled the various positions provided fro in the structure with the right kind of
people.
Effective and efficient staffing provides following benefits.
a)
It helps in discovering and obtaining talented and competent personnel for various jobs.
b)
It makes for higher productive performance by appointing right man for the right job.
c)
It provides the continuous survival and growth of the business through the development
of efficient and effective executives.
d)
It helps to ensure optimum utilization of the human resources by avoiding over manning.
It prevents under-utilization of human resources and high labor cost. In addition, it avoids
disruption of work by indication in advance the shortage of personnel.
e)
It improves job satisfaction and morale of employees through objective assessment and
fair rewarding of their contributions.
Components:
The staffing process consists of several interrelated activities. These components can be
explained as follows:
i)
Human resources planning: It involves forecasting and determining the number and kind of
manpower required by the organization in future.
ii)
Recruitment: it is to identify the sources of required personnel and induce them to apply for
jobs in the organization.
iii)
Selection: It is the process of choosing, selecting, and appointing the right candidates for
various job positions in the organization.
iv)
Placement: It involves putting the selected candidates on right jobs.
v)
Orientation: it is the process of familiarizing newly appointed candidates with their jobs,
work groups, and organization.
vi)
Training and development: It is the process of imparting enhanced knowledge on various
personnel in the business by improving job and work knowledge skills and attitudes of
employees on a regular basis.
vii)
Remuneration and compensation: It is the compensation paid to employees in the form of
payment of wages and salaries and other monetary benefits provided for employees in the
organization.
viii) Performance evaluation: It is the appraisal and evaluation of various categories of
employees in terms of their behavior and their performance in the work spot.
ix)
Promotion: It is the process of moving employees to positions of higher responsibility on the
basis of merit of seniority depending upon the nature of work and situation.
x)
Transfer: it is the moving of employees to similar positions in other work units.

Human Resources Management System:

Organizational
Interest Group
Management
Government
Shareholder
Trade Unions
Community

Environmental
Forces
Laws & Policies
Workforce feature
Technology
Social Values
Economic Factors

HRM Process
Acquisition
Development
Maintenance
Motivation

HRM Outcomes
Commitments
Competencies
Congruence
Cost effectiveness

Human Resource Management can be viewed in system perspective in the following way:
1. Inputs:
The inputs supplies necessary ingredients necessary for effective human resources management.
Following are some important inputs in HRM.
Human qualities.
Knowledge, skills and attitudes
Experiences
Physical and mental abilities etc.
2. Process:
This component of HRM system tries to convert inputs in to expected results or output.
Following four processes are used by HRM to convert its inputs into output.
Acquisition: This process tries to guarantee that right people have entered in the organization. It
involves HR planning, recruitment, selection etc.
Development: It tries to increase skills and competencies on the employees of the organization.
It involves training career planning, management development etc.
Motivation: This process is concerned with getting higher level of labor productivity. It involves
job design, performance appraisal, reward system etc.
Maintenance: It tries to increase employee retention on organization and decrease labor
turnover. It consists of discipline, grievance handling, labor relation etc.
3. Output:
The system of HRM tries to produce committed, competent, congruent, and cost effective
employee in the organization.