BUSINESS STUDIES
STAFFING
• Talented and hardworking people are the most important asset and foundation of the org.
• Organisation can only achieve its objectives when it has the right person in the right
position.
• The success of any org does not depend upon physical or financial resources but it
depends upon the utilization of these resources by human resources.
• DEFINITION - staffing can be defined as putting right person at the right job at the right
time.
OR staffing can be described as the managerial function of filling and keeping the
position filled in the organizational structure.
• Staffing is that part of the process of management which is concerned with obtaining,
utilising and maintaining a satisfactory and satisfied work force.
• Staffing is the most fundamental and critical drive of organisational performance.
IMPORTANCE OF STAFFING
1. Filling the roles/jobs - staffing function is needed to discover and obtain competent
employees to fill various job positions. There would be no use of job positions unless or
until they are occupied with employees.
2. Placing the right person at the right job – staffing ensures higher performance by
placing right person on the right job. Proper recruitment and selected employees are
given job position according to their qualifications and experience.
3. Growth of company – by appointing efficient staff, staffing ensures continuous survival
and growth of the company as companies grows with the efforts of its employees.
4. Optimum utilization of human resources – Through manpower planning and job
analysis we can find out no. of employees and type of employees required in the org. So
there are no chances of overmanning or shortage of employees.
5. Motivating employees – staffing improves job satisfaction and morale of employees
through giving fair reward for their contribution.
, ❖ If right kind of employees are not available, it will lead to wastage of materials, time,
effort and energy, resulting in lower productivity. It is, therefore, essential that right kind
of people must be available in right number at the right time. They should be given
adequate training so that wastage is minimum.
❖ Staffing is regarded as both line as well as staff activity because it is performed by all
managers as part of their managerial duties (line activity), while the Human Resource
department provides expert advice and assistance in staffing matters (staff activity). Thus,
it involves both direct execution and specialist support.
STAFFING PROCESS (MAN-RE-SEL-PLA-TRA-PER-PRO-COM)
▪ Manpower planning ----- recruitment ----- selection ----- placement and orientation -----
training and development ----- performance appraisal ----- promotion and career planning
----- compensation
1. Manpower planning - Staffing process begins with estimation of manpower requirement
which means finding out number and types of employees needed in the organisation.
▪ It is not only concerned with finding out no. of employees needed but also types of
employees. Types means what should be the qualifications and experience of the
people whom we need to appoint.
▪ For estimating manpower requirements, the company will do -
▫ Work force analysis – means analysing existing workforce and burden over them.
▫ Workload analysis – means finding out number and type of employees necessary
to perform various jobs.
▪ After doing workload and work force analysis, the manager compares both as excess
of workload indicates under staffing and more employees without enough workload
indicate over staffing.
▪ As both are not desirable, the manager tries to equate both.
2. Recruitment - Recruitment may be defined as the process of searching for
potential/interested employees and persuade/induce them to apply for jobs in the
organisation.
▪ Both internal and external sources of recruitment may be explored.
▪ It can be done with the help of advertisement which may be displayed on the factory/
office gate or else it may be got published in print media or flashed in electronic
media.
3. Selection – it is a process of choosing the most suitable candidate among the potential
candidates.
STAFFING
• Talented and hardworking people are the most important asset and foundation of the org.
• Organisation can only achieve its objectives when it has the right person in the right
position.
• The success of any org does not depend upon physical or financial resources but it
depends upon the utilization of these resources by human resources.
• DEFINITION - staffing can be defined as putting right person at the right job at the right
time.
OR staffing can be described as the managerial function of filling and keeping the
position filled in the organizational structure.
• Staffing is that part of the process of management which is concerned with obtaining,
utilising and maintaining a satisfactory and satisfied work force.
• Staffing is the most fundamental and critical drive of organisational performance.
IMPORTANCE OF STAFFING
1. Filling the roles/jobs - staffing function is needed to discover and obtain competent
employees to fill various job positions. There would be no use of job positions unless or
until they are occupied with employees.
2. Placing the right person at the right job – staffing ensures higher performance by
placing right person on the right job. Proper recruitment and selected employees are
given job position according to their qualifications and experience.
3. Growth of company – by appointing efficient staff, staffing ensures continuous survival
and growth of the company as companies grows with the efforts of its employees.
4. Optimum utilization of human resources – Through manpower planning and job
analysis we can find out no. of employees and type of employees required in the org. So
there are no chances of overmanning or shortage of employees.
5. Motivating employees – staffing improves job satisfaction and morale of employees
through giving fair reward for their contribution.
, ❖ If right kind of employees are not available, it will lead to wastage of materials, time,
effort and energy, resulting in lower productivity. It is, therefore, essential that right kind
of people must be available in right number at the right time. They should be given
adequate training so that wastage is minimum.
❖ Staffing is regarded as both line as well as staff activity because it is performed by all
managers as part of their managerial duties (line activity), while the Human Resource
department provides expert advice and assistance in staffing matters (staff activity). Thus,
it involves both direct execution and specialist support.
STAFFING PROCESS (MAN-RE-SEL-PLA-TRA-PER-PRO-COM)
▪ Manpower planning ----- recruitment ----- selection ----- placement and orientation -----
training and development ----- performance appraisal ----- promotion and career planning
----- compensation
1. Manpower planning - Staffing process begins with estimation of manpower requirement
which means finding out number and types of employees needed in the organisation.
▪ It is not only concerned with finding out no. of employees needed but also types of
employees. Types means what should be the qualifications and experience of the
people whom we need to appoint.
▪ For estimating manpower requirements, the company will do -
▫ Work force analysis – means analysing existing workforce and burden over them.
▫ Workload analysis – means finding out number and type of employees necessary
to perform various jobs.
▪ After doing workload and work force analysis, the manager compares both as excess
of workload indicates under staffing and more employees without enough workload
indicate over staffing.
▪ As both are not desirable, the manager tries to equate both.
2. Recruitment - Recruitment may be defined as the process of searching for
potential/interested employees and persuade/induce them to apply for jobs in the
organisation.
▪ Both internal and external sources of recruitment may be explored.
▪ It can be done with the help of advertisement which may be displayed on the factory/
office gate or else it may be got published in print media or flashed in electronic
media.
3. Selection – it is a process of choosing the most suitable candidate among the potential
candidates.
