STAFFING A BUSINESS

WHAT WILL YOU LEARN?

Staffing a business
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 STAKEHOLDER: AN INDIVIDUAL OR A GROUP THAT HAS A DIRECT OR VESTED INTEREST
OR ACTIVITIES OF A BUSINESS
STAKEHOLDERS

Investor
s
Customer External
Line
managers

Employe Regulators
Industry
Association

Owner
e s

Local Financial
communiti Institution
es s

Internal
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 WHAT IS STAFFING?
Staffing is the process of determining the manpower
requirements that could meet the business objectives

It is the most important managerial function.

It’s a pervasive and continuous activity.

Right person for the right job.

WHY IS IT
Obtaining competent personnel.
IMPORTANT?
Improves performance.

Continuous growth.

Optimum utilization of human

resources.
Improves job satisfaction.

Helps in competing.

Key to effectiveness of other functions.

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EMPLOYMENT
CYCLE

Acquiring a Retaining a
quality quality work
workforce force

Deploying the
workforce

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 Properly managed staff also knows as employees.
6.3 Employees that are well trained are essential to a business’s
success because of their essential input in the production of a
RELATIONSHI product or providing a service. They help meet goals and
targets on a day to day basis.
PS BETWEEN
PERFORMAN
CE AND The employees are the true assets of an organization. They
are the ones who contribute effectively towards the
BUSINESS successful functioning of an organization. They strive hard
to deliver their level best and achieve the assigned targets
OBJECTIVES within the stipulated time frame. Goal-setting is particularly
important as a mechanism for providing ongoing and year-
end feedback. By establishing and monitoring targets, you
can give your employees real-time input on their
performance while motivating them to achieve more.

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 6.4 IDENTIFYING STAFFING NEEDS OF THE
BUSINESS
• Current situation of the business in relation to its business
Contex
t and
objectives.
Enviro
nment

• Current skills and competencies of the employees.

Curren • Likely future changes to the environment of the business
t and
Future and its products. What kind of employees will kit need to
Workf manage them?
orce
profile

Gap • Key areas required action, in order to move from where

Analys we are now to where we want to be in the future.
is and
Closin
g Staffing a business 8
Strateg
ies
 ROLE OF A HR MANAGER

Performance Evaluation of Selection

Recruitment
management practices procedures

Written occupational health and

Firing and hiring
safety (OHS) guidelines are met.

Ensuring the business is properly staffed. (right staff for the job and
right number of staff)
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4 THINGS TO BE CONSIDERED WHEN HRM (HUMAN RESOURCE MANAGEMENT)
IS PLANNING STAFFING
THE GROWING DEMAND OR GENERATION CHANGES –
EMPHASIS BY EMPLOYEES FOR AWARENESS OF THE
HAVING FLEXIBILITY IN DIFFERENCE BETWEEN THE
WORKING ARRANGEMENT, E.G. FOUR GENERATIONS, NAMELY
FLEXIBLE WORKING HOURS, BABY BOOMERS, GENERATION
PART TIME OR JOB SHARE X, GENERATION Y
ARRANGEMENTS AND WORK (MILLENNIALS) AND
LIFE BALANCE. GENERATION Z
Changes in skills and educationAND
(INGENERATION) expectations
THEIR
APPROACH TO WORK.
tertiary qualification, obtaining workers skilled in trades more difficult.
DIVERSITY IN WORKPLACE –
HAVING EMPLOYEES FROM A
WIDE RANGE OF ETHNIC
BACKGROUNDS, PHYSICAL
ABILITIES, GENDER, SEXUAL
ORIENTATION AND RELIGIOUS
BELIEFS.
with more people seeking
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 Diversity
can be
Better business performance
good for and productivity from
business, employees
it
promotes More creative and innovative
: thinking among staff

Improved staff health and

wellbeing

Lower risk of discrimination

and harassment in the
Presentation Title
workplace. 11
 COST OF EMPLOYING THE WRONG
PEOPLE

REPLACEMENT COSTS INCLUDING

INTERVIEWS, ADVERTISING, REFERENCE
CHECKS AND TRAINING OF NEW
EMPLOYEES AS WELL AS THE TIME TAKEN
TO EMPLOY NEW STAFF.

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“ YOU CAN DREAM, CREATE, DESIGN AND BUILD
THE MOST WONDERFUL PLACE IN THE WORLD…
BUT IN REQUIRES PEOPLE TO MAKE THE DREAM
”
A REALITY

- STEVE JOBS

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Staffing a business
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Quiet people have the loudest minds

 IMPACTS OF TECHNOLOGY
Transformation Streamlined Rise of remote Job impact and
Future outlook
of jobs Recruitment process work transformation

Robotics and artificial Technological Technology enables Technology generates Ongoing technological
intelligence have advancements have flexible workplaces new job opportunities, development may
reshaped the simplified recruitment. and remote work especially in further transform
workforce. Online applications adoption. engineering and industries, potentially
Technology reduces broaden job Remote work, computer technology. leading to job
labor costs and boosts accessibility. particularly during However, it also displacement by AI
productivity. COVID-19, offers a displaces traditional and computers.
Emails and messaging cost-effective roles such as business
facilitate faster Certain industries may
Machines excel at alternative to bookkeepers, record face disruption and
repetitive tasks but communication maintaining physical keepers, and financial overshadowing by
struggle with creative between applicants and offices. tax planners, which advanced technology.
work and problem- employers, reducing can now be performed
solving, emphasizing recruitment time. online with tools like
the continued Xero and MYOB.
importance of human
workers.

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CAR ASSEMBLY LINE - FORD
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Presentation Title 17
 Technological innovation has created new jobs and new industries.

The use of technology in business has led to increase in productivity and

efficiency.

Technology has allowed a lot of smaller business to compete more effectively

with larger ones as they can often respond to changes faster than larger

POSITIVE businesses

S Technology advances have made communication a lot easier and faster.

Technology has created a concept of the ‘flexible workplace’.

Technology can be used to do dangerous or tedious jobs that people used to do.

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 More and more of the jobs that are left (or being created) are skilled jobs?

Technology can be expensive to purchase and maintain.

NEGATIV Downtime due to technology breakdowns can be very costly.

ES

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Quiet people have the loudest minds

 JOB ANALYSIS
IT IS THE STUDY OF AN EMPLOYEE’S JOB IN ORDER

TO DETERMINE:
ACTUAL JOB ACTIVITIES.
THE EQUIPMENT USED ON THE JOB.
SPECIFIC JOB BEHAVIORS REQUIRED.
WORKING CONDITION.
THE DEGREE OF SUPERVISION NECESSARY.

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Job description Job specification
Job title Qualifications
Job location Experience
Job summary Training
Reporting to Skills
Working condition Responsibilities
Job duties Emotional characteristics
machines to be used Sensory demands
Hazards

JOB ANALYSIS

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Method Explanation
Interview the present job holder While time consuming, it is probably the most widely used information
collection method.

Questionnaire The current job holder completes a detailed/structured questionnaire describing

the job. It can be written with both closed and open questions to allow for
additional input from the job holder. This method allows for information on a
large number of jobs to be collected within a short period of time.

Observation The current job holder, could be observed or a video made of them performing
their job.

Log books and daily work diaries of activities completed by This method can be particularly useful for analysing professional or senior
the job holder management position where observation and questioning would not give a true
indication of the job.

Supervisory Reports Details are provided by the supervisors of the job holder to give their perception
of what the job entails. Report can act to verify information gained from the job
holder and provide additional information as the expectations of the task.

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JOB DESIGN

A WELL DESIGNED JOB IS

LIKELY TO INCLUDE A
VARIETY OF TASKS,
CHALLENGES AND
OPPORTUNITIES.

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