Staffing
Staffing is the function by which managers build an organisation through the recruitment,
selection, development, of individuals as capable employees.
The staffing function of management consists of few interrelated activities such as planning
of human resource, recruitment, selection, placement, training and development,
remuneration, performance appraisal, promotion and transfers. All these activities make up
the elements of the process of staffing. – Dalton E. McFarland
Thus, staffing plays a vital role in human resource planning. It ensures best utilization of
manpower in the organization.
Staffing is the key to all other managerial functions. It helps to maintain a satisfactory
workforce in an enterprise.
Staffing is concerned with manning various positions in the organisation. Staffing involves
the determination of manpower requirements of the enterprise and providing it with
adequate competent people at all its levels. Thus, manpower planning, procurement (i.e.,
selection and placement), training and development, appraisal and remuneration of workers
are included in staffing.
The staffing function of management pertains to recruitment, selection, training,
development, appraisal and remuneration of personnel. It is the duty of every manager to
perform this function.
The responsibility for the efficient planning and execution of staffing function rests upon
every manager at all levels. The responsibility increases as one moves up the organisational
hierarchy. Many managers believe in the myth that the staffing function is the
responsibility of the personnel department.
No doubt, the personnel department involves itself in staffing function. However, there
cannot be a greater folly a manager can commit than throwing the entire responsibility on
someone else’s lap. The responsibility for staffing is more at the higher echelons of the
enterprise. The policymakers cannot shirk from this basic responsibility.
objectives of staffing:
(i) To procure right type of personnel for right jobs.
(ii) To train and develop human resources.
(iii) To develop personnel policies as regards transfer, promotion, etc.
(iv) To mould effectively the human resources and motivate them for higher performance.
(v) To establish desirable working relationship between employers and employees and
between groups of employees.
Staffing is the function by which managers build an organisation through the recruitment,
selection, development, of individuals as capable employees.
The staffing function of management consists of few interrelated activities such as planning
of human resource, recruitment, selection, placement, training and development,
remuneration, performance appraisal, promotion and transfers. All these activities make up
the elements of the process of staffing. – Dalton E. McFarland
Thus, staffing plays a vital role in human resource planning. It ensures best utilization of
manpower in the organization.
Staffing is the key to all other managerial functions. It helps to maintain a satisfactory
workforce in an enterprise.
Staffing is concerned with manning various positions in the organisation. Staffing involves
the determination of manpower requirements of the enterprise and providing it with
adequate competent people at all its levels. Thus, manpower planning, procurement (i.e.,
selection and placement), training and development, appraisal and remuneration of workers
are included in staffing.
The staffing function of management pertains to recruitment, selection, training,
development, appraisal and remuneration of personnel. It is the duty of every manager to
perform this function.
The responsibility for the efficient planning and execution of staffing function rests upon
every manager at all levels. The responsibility increases as one moves up the organisational
hierarchy. Many managers believe in the myth that the staffing function is the
responsibility of the personnel department.
No doubt, the personnel department involves itself in staffing function. However, there
cannot be a greater folly a manager can commit than throwing the entire responsibility on
someone else’s lap. The responsibility for staffing is more at the higher echelons of the
enterprise. The policymakers cannot shirk from this basic responsibility.
objectives of staffing:
(i) To procure right type of personnel for right jobs.
(ii) To train and develop human resources.
(iii) To develop personnel policies as regards transfer, promotion, etc.
(iv) To mould effectively the human resources and motivate them for higher performance.
(v) To establish desirable working relationship between employers and employees and
between groups of employees.
