Staffing Process - Steps involved in Staffing

Manpower requirements- The very first step in staffing is to plan the

manpower inventory required by a concern in order to match them with
the job requirements and demands. Therefore, it involves forecasting and
determining the future manpower needs of the concern
Recruitment- Once the requirements are notified, the concern invites
and solicits applications according to the invitations made to the desirable
candidates.
Selection- This is the screening step of staffing in which the solicited
applications are screened out and suitable candidates are appointed as
per the requirements.
Orientation and Placement- Once screening takes place, the appointed
candidates are made familiar to the work units and work environment
through the orientation programmes. Placement takes place by putting
right man on the right job.
Training and Development- Training is a part of incentives given to the
workers in order to develop and grow them within the concern. Training is
generally given according to the nature of activities and scope of
expansion in it. Along with it, the workers are developed by providing
them extra benefits of in depth knowledge of their functional areas.
Development also includes giving them key and important jobs as a test
or examination in order to analyse their performances.
Remuneration- It is a kind of compensation provided monetarily to the
employees for their work performances. This is given according to the
nature of job- skilled or unskilled, physical or mental, etc. Remuneration
forms an important monetary incentive for the employees.
Performance Evaluation- In order to keep a track or record of the
behaviour, attitudes as well as opinions of the workers towards their jobs.
For this regular assessment is done to evaluate and supervise different
work units in a concern. It is basically concerning to know the
development cycle and growth patterns of the employees in a concern.
Promotion and transfer- Promotion is said to be a non- monetary
incentive in which the worker is shifted from a higher job demanding
bigger responsibilities as well as shifting the workers and transferring
them to different work units and branches of the same organization.
Nature of Staffing Function
Staffing is an important managerial function- Staffing function is the
most important managerial act along with planning, organizing, directing

and controlling. The operations of these four functions depend upon the
manpower which is available through staffing function.
Staffing is a pervasive activity- As staffing function is carried out by all
mangers and in all types of concerns where business activities are carried
out.
Staffing is a continuous activity- This is because staffing function
continues throughout the life of an organization due to the transfers and
promotions that take place.
The basis of staffing function is efficient management of
personnels- Human resources can be efficiently managed by a system
or proper procedure, that is, recruitment, selection, placement, training
and development, providing remuneration, etc.
Staffing helps in placing right men at the right job. It can be done
effectively through proper recruitment procedures and then finally
selecting the most suitable candidate as per the job requirements.
Staffing is performed by all managers depending upon the nature of
business, size of the company, qualifications and skills of managers, etc.
In small companies, the top management generally performs this
function. In medium and small scale enterprise, it is performed especially
by the personnel department of that concern.
CHARACTERISTICS OF STAFFING
Staffing is a universal function. It is the responsibility of every
management.
Staffing
is a dynamic function
Staffing cannot be entrusted fully to personnel department or any other
service department.
Staffing helps in the accomplishment of organizational goals through
team spirit and optimum contribution from every employee.
Staffing is concerned with the management of managers
Staffing is a difficult function with extraordinary problems of social,
philosophical and psychological in nature.
Orientation Programs: Once employees are selected, they must be
prepared to do their jobs, which is when orientation and training come
in. Orientation means providing new employees with basic information
about the employer. Training programs are used to ensure that the new
employee has the basic knowledge required to perform the job
satisfactorily.
Employee Orientation Programmes :- Employee orientation
programmes are given to new employees at a place of business or work.

It helps employees to speed up and learn the ground rules of the

company. This often reduces start-up time, training, and other indirect
costs associated with having new employees who are unfamiliar with the
company culture. Orientation programmes are aimed at reducing the
new employee stress factor. The employee orientation programme
offers the business its best chance in shaping an employee's skills / work
practices and imbibing its corporate philosophy onto the mind of the new
employee, because a new hire comes with an open mind to learn and
create a good impression. The programmes can last from several hours to
several days. The process of new employee orientation strengthens the
new employees relationship with the organisation. It fuels their
enthusiasm and guides their steps into a long term positive relationship
with the organisation. Effective orientation programmes where new
employees are introduced to the company's mission, vision and goals
begin to feel they are a vital part of the team are key to sparking early
productivity and improving employee retention. "In today's labour
market, new employees know they can quit and start somewhere else
tomorrow," says Mel Kleiman, author of Hire Tough, Manage Easy How
to Find and Hire the Best Hourly Employees. Done poorly, the new
employee orientation will leave the new employees wondering why on
earth they walked through your door. "Orientation should be geared
toward reinforcing new employees' 'buying decisions. The focus must be
on convincing them that they made the right choice when they signed
on." Good employee orientation programmes:
Make a good first impression.
Make new employees feel welcome and valued as key players on the
team.
Explain the mission/ purpose of the company and the job so that
employees can see the big picture.
Assure them they will be carefully and patiently trained not thrown in to
"sink or swim.
Familiarise employees with rules, policies and procedures.
Help employees adapt to their new surroundings, as well as learn who all
the players are and how they work together.
Establish friendly relationships among co-workers and managers.
Ensure new employees have all the information and tools they need to do
their jobs.
Motivate employees to succeed as an integral part of the team.

Develop the long-term commitment you want from every member of your
workforce.
Tell them what's in it for them in sum, reinforce their "buying decision.
Reduces the stress factor and helps in establishing a positive, can-do
attitude at the beginning of a new employment situation. Without a wellplanned orientation programme, new employees will end up confused.
The employer's lack of direction and disorganised approach rapidly
diminishes the employee's commitment to the company. Many new hires
question their decision to change companies by the end of their first day.
Their anxieties are fuelled by mistakes that companies often make during
that first day when new employees attend the orientation programme.
The common mistakes include:
Overwhelming the new hire with facts, figures, names and faces packed
into one eight-hour day;
Showing boring orientation videos;
Providing lengthy front-of-the-room lectures; and
Failing to prepare for the new hire; providing no phone, no e-mail, no
computer, and no work. Before you completely revamp your present new
employee orientation process, ask yourself the following question: "What
do we want to achieve during new employee orientation? What first
impression do we want to make in front of the employees?" There is no
doubt that a companys positive first impressions can cement the
relationship for a newly recruited employee.