STAFFING

Meaning, Definition, Importance,

Process & Elements
 MEANING
• Staffing is the process of filling positions/posts
in the organization with adequate and
qualified personnel .
• Staffing is the process of acquiring, deploying,
and retaining a workforce of sufficient
quantity and quality to create positive impacts
on the organizations effectiveness
 DEFINITION
• According to McFarland, “Staffing is the function by
which managers build an organization through the
recruitment, selection, and development of individuals
as capable employees.”
• According to Koontz, O’Donnell and Heinz Weihrich, “The
management function of staffing is defined as filling
position in the organization structure through identifying
workforce requirements, inventorying the people
available, recruitment, selection, placement, promotion,
appraisal, compensation, and training of needed people.”
 IMPORTANCE
• Training and Development.
• Effective Co-ordination.
• Effective Recruitment & Placement.
• Building effective human resource.
• Optimum Use of Resource.
• Enhances Corporate Image.
• Job Satisfaction.
 ELEMENTS OF STAFFING
• Manpower planning
• Recruitment and selection
• Training and Development
• Induction and orientation,
• Placement
• Performance appraisal
• Compensation and Separation
MANPOWER PLANNING
 RECRUITMENT & SELECTION
• Recruitment is the process of finding and
attracting capable applicants for employment.
The process begins when new recruits are sought
and ends when their applications are submitted.
The result is a pool of applicants from which new
employees are selected.
• Selection is the process of differentiating
between applicants in order to identify and hire
those with a greater likelihood of success in a job
 TRAINING & DEVELOPMENT
• Training is a short term process utilizing a
systematic and organized procedure by which
non managerial personnel learn technical
knowledge and skills for a definite purpose”.
• Development is a long term educational
process utilizing a systematic and organized
procedure by which managerial personnel
learn conceptual and theoretical knowledge
for general purpose
  INDUCTION & ORIENTATION
• Induction / Orientation employees are made aware about the
mission and vision of the organization, the nature of operation
of the organization, policies and programs of the organization.
• The main aim of conducting Orientation is to build up
confidence, morale and trust of the employee in the new
organization, so that he becomes a productive and an efficient
employee of the organization and contributes to the
organizational success.
• The nature of Orientation program varies with the
organizational size, i.e., smaller the organization the more
informal is the Orientation and larger the organization more
formalized is the Orientation program.
PLACEMENT & It’s SIGNIFICANCE
 It enhances employee morale
 It helps in employee turnover reduction
 It aids in lessening absenteeism
 It facilitates in accident rates reduction
 It avoids misfit between the candidate and the
job
 It assists the candidate to work based on the
preset objectives of the organization
PERFORMANCE EVALUATION AND APPRAISAL

•  Performance Appraisal is an objective

assessment of an individual’s performance
against well defined benchmarks.”
Key Points
• Evaluation
• Comparison - Actual v/s. Standards
• Results
• Rewards
• Corrective Action
 COMPENSATION & SEPERATION
• All forms of financial return, Non-financial Incentives that
employees receive as part of their employment relationship
Cash, Bonuses, Insurance, Vacation, Holidays Perks, Recognition
• Employee separations occurs when employees cease to be
members of an organization. The service agreement between
the employee and the employer comes to an end and the
employees decides to leave the organization.
 Resignation
 Discharge & Dismissal
 Suspension & Retrenchment
 Layoff