Definition of Terms:

Staffing
- refers to filling in all organizational job
positions and keeping these filled; it is done by
identifying job position vacancies, job
requirements, workforce requirements, checking
the internal environment of the organization for
the human resources available, recruiting,
selecting, placing, promoting, evaluating, career
planning, development and training and
compensating among others.
System approach to staffing
- is the step-by-step way of filling job
positions in an organizations, considering
variables like:
 numbers and kind of human resources needed,
 open managerial and non-managerial positions
 potential successors to open job positions , etc.
Nature of Staffing
The number of managerial personnel or non-
managerial human resources needed by an
organization depends on the size and complexity of
its operations, its plans for branching out or
increasing products , and turnover rates of both
types of human resources, among others.
Besides, considering their number, the qualifications
for individual positions must be identified, so that the
best-suited individuals for the job positions may be
selected for hiring.
The Management and Non-managerial Human
Resources Inventory
Awareness of the management potential within an
organization can be accomplished with the use of an
inventory also called
Management succession/replacement chart- this chart
is similar to the general organization chart used by the
company but limited to managerial positions and the
names of potential successors(promotable, satisfactory
but not promotable, dismissed, etc.)
* Recruitments by external means may follow if there
are no qualified successors.
The need for non-managerial human resources may be
ascertained by the use of a general organization chart to
identify vacant job positions that need to be filled or by
direct reports from department/unit heads or
supervisors.
Managers need not to make detailed succession
planning , as these jobs are less sensitive.
Suggestions for internal replacements or successors for
vacant non-managerial positions are usually done as the
need arises.
External recruitment also follows if no one within the
organization is fitted for the job position that was
declared vacant.
External and Internal forces Affecting Present and
Future Needs for Human Resources
Present and future needs for managers and other
human resources are affected by both external and
internal forces.
External forces include:
1. Economic
2. Technological
3. Social
4. Political
5. Legal factors
Example:
 Economic progress in a particular country may bring
about increased needs and wants among people,
resulting , in turn, in increased demand for certain
products, followed by the expansion of the company
and its workforce, as well as increased demand for
managers.
Information explosion coming from the internet, from
business publications, or from the labor department of
countries may give either encouraging or discouraging
long-term trends in the world labor market , and, thus,
cause an increase or a decrease in demand for managers
and other human resources.
Internal factors:
Firm’s goal and objectives
Technology
Types of work that have to be done
Salary scales kind of people employed by the
company
Example:
Salary scales offered by a company may not
be high enough to attract personnel who are
really qualified for the job ; also, this may
encourage fast managerial and labor turnover.