HUMAN RESOURCE MANAGEMENT AND

STAFFING

CHAPTER I
PRELIMINARY

I.I. Background
It is important to create a good organization, but it is also important to put the right
person in various jobs. The quality of the employees usually makes the difference between
the success and failure of an organization. If the employee is not able to be guided by the
manager, then surely the results will be disappointing. Because it is very important, that the
appointment of staff with expertise. Staffing involves a careful examination of "Screening"
and personal development for the work created by the organizing function. Staffing includes
directing, filtering, upgrading, transferring, and retiring employees. Some people consider
staffing a manager's function alone, while others consider it a part of the organizing function.
The responsibility for staffing an organization lies with every manager. Proper preparation
will cause the implementation of the activities to be good, so that it will make it easier for
someone to achieve the goals set by the company. By studying this topic students will be able
to understand the importance of compilation (staffing) in an organization or company.

I.II. Formulation of the Problem

With this (staffing) arrangement, the management will be able to determine the
placement of the right and competent employees in their respective fields. Proper
arrangement will cause the implementation of company activities to take place well, so that it
will make it easier for a manager to achieve the goals set by the company. Therefore in this
scientific work we will discuss some formulation of the problem, namely:
1. How is the staffing process ?
2. What’s wrong with the staffing ?
3. If there is any problem in the staffing, What’s should the management do ?

I.III. Benefits
The benefits of this paper is to educate people about the staffing, and why is it so
important. Therefore in this paper we will try to explain some problem, namely :
1. To knowing how the staffing process
2. To understand what’s wrong with the staffing
3. To solve staffing problem
 CHAPTER II
THEORETICAL BASIC

II.I The Definition Of Staffing

In recent years, the staffing has come to be recognised as a separate management
function. The reason to separate the staffing from organising is to give proper emphasis to the
actual manning of organisational roles. The staffing function has assumed greater importance
in recent times. The main causes of its importance are rapid advancement of technology,
increasing size of organisations, etc. The staffing function of manager pertains to recruitment,
selection, training and development and appraisal of personnel. It is the duty of every
manager to perform these functions. It is the human resources function of management. It is
concerned with obtaining, developing and retaining a competent group of managerial and
operative personnel to effectively and efficiently perform the jobs of organisation. Staffing is
a continuous ongoing activity of managers. In short, most of the staffing functions are
performed throughout the life of an organisation. The increasing scope and importance of
staffing function has given rise to a separate branch of management called personnel
management.

II.II Process Of Staffing

Staffing is concerned with ensuring a business enterprise that it has the right number
of people and the right kind of people at the right places, at the right time and that they are
doing things for which they are economically most useful. This will need the following
measures:

II.II.I. Estimating Manpower Requirements:

Manpower requirements are estimated through job analysis. Job analysis refers
to the careful study of each job to determine the following:
(a) Tasks and responsibilities involved in a job;
(b) Relationships of one job to other job;
(c) Conditions under which job performance is carried on; and
(d) Capabilities a job-holder must possess for its satisfactory performance.
Staffing as recruitment function is concerned with discovering the sources of
manpower required and tapping these sources, i.e. attracting the potential employees to offer
their services to the working organisation. In other words, the purpose of recruitment function
is to seek out the potential employees so that they can be evaluated, their commitment is
obtained and thus the new employees are placed and inducted to fill up the vacant positions in
a working organisation.

II.III The Important of Staffing

Procurement of human resources involves investment. This investment has varying

effects, varying with the quality of the persons, the functions performed, and the level of the
organisation structure at which they work. The usefulness of the person in an enterprise
depends on the manager under whom he works and the facilities made available as well as
other person or persons who assist. The investment in human resources is of long-term effect.
This makes the decisions to employ and remove from employment the most important
consideration. It is more so in case of managerial personnel. The tendency for human
resources to become obsolete makes this fact all the more difficult. While selecting a person,
more particularly for the managerial position, the enterprise has not only to think of the
current tasks but also the expectations from him after a decade, two or three. In terms of the
rate of return on the cost of material resources used in any business enterprise cannot be
negative. This is not so in case of the money invested in human resources. The return on the
investment of personnel, more particularly managerial personnel, may be positive or
negative. The total effect of the functioning of the individual members of a team of managers
may not be equal to the effect of the team as a whole. It may be less or more.

CHAPTER III
 DISCUSSION

III.I The Staffing in Hospital

Hospitals are capital-intensive, human resource-intensive, technology-intensive and
science-intensive organizations. Human resources are very important organizational
elements. Human resources are the main pillar as well as the driving force of the organization
in an effort to realize its vision and mission. Therefore, it must be ensured that these
resources are managed as well as possible and placed in positions that are in accordance with
their qualifications in order to be able to contribute optimally in order to be able to improve
the quality of service.
Employee competence is an important element in determining the success of the
hospital industry. Competence is the ability that must be owned by one or every employee /
employee (individual) to be able to carry out a job or position successfully (effective,
efficient, productive and quality) in accordance with the vision and mission of the
organization / company.
Financial management and HR in the Hospital is one aspect of supporting services.
Finance is one of the activities in the process of identifying needs for the implementation of
overall management development. The end result of a financial management and accounting
management is in the form of financial statements. Financial statements will be useful if the
information presented in the financial statements can be understood, relevant, reliable and
comparable.
Competence is a combination of knowledge, skills, attitudes and behavior, and the objectives
of management competencies are:
1. Implement management effectively;
2. Can work according to his position;
3. Can carry out responsibilities.

combination of skills, knowledge, attitudes and behaviors that are reflected through
performance behaviors that can be observed, measured and evaluated in accordance with the
position to achieve organizational goals.

III.II The Staffing Problem

 it was stated that the cause of the placement of paramedics in the treasurer was the
limited number of accountants and the economy, the existing accountants and economists had
no experience in the hospital treasurer, paramedics currently serving in the treasurer section
has been categorized for about 3 years longer so they have understood their work.
Personnel placement is not in accordance with the competencies in which paramedics
are employed in the finance department is the treasurer of revenue and treasurer of
expenditure.based on the existing theory, it is known that the performance achieved will not
be maximal with respect to existing competencies not carried out as their function.
The limited of the number of the employees make this problems happen, but it can’t
be used as a justification because this miss-placement employees can lead into a big problem,
such as lack in financial statement or lack of service.
The policies / strategies that should be carried out to overcome this from management include
the following:
1. Making protap about employee hiring and placement.
2. Gradual mutations and rotations in which workers with paramedical backgrounds are
developed in their fields so as to produce good quality work