Staffing Objectives and Functions

Staffing Objectives

• Objectives include identifying the nature of staffing, determining the concept of staffing in business organizations, and appreciating the importance of staffing in an organization.

Staffing Concept and Nature

• Staffing relates to recruitment, selection, development, training, and compensation of managerial personnel.
• Staffing is a function performed by apex management.
• In a new enterprise, staffing is the third step after planning and organizing; in a running enterprise, the process is continuous.
• Staffing's goal is inviting, selecting, placing, and retaining individuals for various organizational jobs to achieve organizational objectives.

Staffing Functions

• Manpower planning involves short-term and long-term planning. Short-term planning focuses on current objectives; long-term planning assesses future workforce needs.
• Development focuses on staff member growth through training programs.
• Employment standards define job specifications and descriptions regarding duties, responsibilities, and required personal qualities.
• Sources encompass internal (existing company employees) and external (outside job market) methods for filling vacancies.
• Selection and placement involve choosing qualified candidates and assigning them appropriate roles.
• Training programs may be internal or external, and are for current and new staff.

Staffing as a Function of Management

• Staffing is related to human beings, unlike planning and organizing, which are less focused on people.
• Staffing is a separate managerial function distinct from other management categories (planning, organizing, leading, controlling).

Staffing at all Managerial Levels

• All managerial levels are involved in staffing.
• Board of directors appoints general managers; general managers appoint departmental managers; departmental managers appoint subordinates.
• A separate personnel department assists managers in staffing tasks, but final responsibility remains with managers.

Staffing and Social Responsibility

• Staffing is a socially responsible function due to its human-centric nature.
• Managers should maintain impartiality in all staff-related processes (recruitment, selection, promotion, etc.).

Staffing and Environmental Factors

• Staffing performance is influenced by internal and external environments.
• Internal factors include company policies (promotion, transfer).
• External factors include government policies and educational environment/training opportunities.

Important Staffing Functions

• Manpower planning determines short-term and long-term workforce needs.
• Development encompasses adequate training programs.
• Job specifications and descriptions outline required duties and qualities.
• Recruitment/selection methods include both internal and external sources.
• Placement involves assigning employees to suitable positions.
• Training is an ongoing skill development process, impacting both new and existing staff.

Staffing Process Steps

• Estimating manpower requirements (quantitative and qualitative analysis)
• Recruitment and selection involves identifying suitable candidates.
• Placement and orientation ensures employee incorporation into the organization.
• Training and development involves enhancing employees' skills and knowledge.
• Performance appraisal evaluates employee performance against predetermined standards.
• Promotion and career planning supports employee growth and full potential.
• Compensation encompasses direct (salary and other benefits) and indirect payments.

Nature of Staffing

• Staffing is a science of human engineering rooted in social sciences (psychology, sociology, anthropology).
• It's also an art requiring skilled interpersonal dealings to effectively manage employees.
• Staffing is both a science and an art because of its practical application of principles and techniques regarding human interactions.
• Staffing is an integral part of general management, involving all management levels (top to bottom).