8 Important Steps in The Staffing Process
The prime concern of the staffing function in the management process is the timely fulfillment of the manpower requirement within an organization. This requirement may arise in the case of starting a new business or expanding the existing one. It can also arise as a matter of the need or replacing those who quit, retire, or are transferred, promoted, fired from the job. Let’s learn 8 Important Steps in The Staffing Process.
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It involves the following 8 steps in a proper sequence only:
1. Estimating manpower requirement
It involves forecasting and determining the future manpower needs of an organization. It aims to determine the number and types of employees required, that is, what should be their educational qualifications, skills, experience, etc. For estimating this, companies need to do the following
a. Workload Analysis
It means finding the number and type of employees required to perform various jobs.
b. Workforce Analysis
It implies analyzing the existing workforce to check how many of them are overburdened or under burdened.
After doing workload and workforce analysis, the Manager sees if the workload is greater than the workforce then understaffing is indicated, that is, we need to appoint more people.
If the workforce is greater than workload then overstaffing is indicated, that is, we need to remove or transfer some employees.
Recruitment refers to the process of inducing people to apply for a job in the organization. After finding the number and type of employees required, the manager tries that more and more people should apply for the job so that the organization can get more choices and select better candidates.
Both internal and external sources of recruitment may be explored. Internal sources may be used to a limited extent. For fresh talent and wider choices, external sources are used.
It refers to choosing the most suitable candidate to fill the vacant job position. The selection is done through a process that involves tests, interviews, etc.
“It is a negative process because many candidates get rejected.”
4. Placement and Orientation
Placement refers to occupying a post by the candidate for which he is selected. After selection, the employee is given an appointment letter and is asked to occupy the vacant job position.
Orientation refers to the introduction of new employees to the existing employees of the organization, by giving a brief presentation of the company.
5. Training and Development
To improve the competence of employees and to motivate them it is necessary to provide training and development opportunities for employees. So that they can reach the top and keep improving their skill. Training and development also improve the efficiency of work also.
In a large organization, there is separate Human Resource Department which perform the following 3 staffing function, but in a small organization, the line manager only performs all these functions.
6. Performance Appraisal
Performance appraisal refers to evaluating the performance of employees against some predetermined standards. For which superiors prepare a feedback report on the basis of performance appraisal.
7. Promotion and Career Planning
Promotion and career planning refer to being placed at a higher job position with more pay, job satisfaction, and responsibility. Generally, on the basis of feedback reports of employees’ performance, they are given promotions and opportunities for higher job positions.
Compensation refers to the price of the job. It includes pay, reward, and other incentives given to employees.
Direct payments include; wages and salaries. Indirect payments include; medical facilities, insurance, etc.
Direct payment is of 2 types:
a. Time based
Under this, salary, wages are paid on a daily, weekly, or monthly basis.
b. Performance based
Under this, payment is made to employees on the basis of the number of pieces or units produced by employees.
Components of Staffing
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