- Staffing is a managerial function performed by all managers to fill positions with qualified employees.
- It is closely related to organising, as people are needed to work in the positions created in the organisation structure.
- Staffing focuses on managing human resources, and organisational success depends on employees’ competence and motivation.
- In large organisations, a separate Human Resource Department is formed with specialists to manage employee-related activities.
- Human Resource Management includes recruitment, training, compensation, grievance handling, labour relations, and employee welfare.
Definitions [2]
Definition: Recruitment
Recruitment is defined as ‘the process of searching for prospective employees and stimulating them to apply for jobs in an organisation.’
Definition: Selection
Selection is the process of identifying and choosing the best person out of a number of prospective candidates for a job.
Key Points
Key Points: Staffing
- Staffing means putting the right people in the right jobs.
- It is essential for organisational growth and success.
- It includes recruitment, selection, training, promotion and appraisal.
- Staffing is a continuous process in every organisation.
- Employees are the most important assets of an organisation.
Key Points: Importance of Staffing
- Staffing ensures the right people are placed in the right jobs, which is essential for organisational success.
- It helps in selecting competent and qualified employees, improving the overall performance of the organisation.
- Staffing ensures continuous growth and survival through proper succession planning and availability of skilled managers.
- It promotes optimum utilisation of human resources, avoiding overstaffing, understaffing, and unnecessary labour costs.
- It improves employee morale and job satisfaction by fair evaluation, proper rewards, training, and incentives.
Key Points: Evolution of human Resource Management
- Human Resource Management (HRM) replaced labour welfare and personnel management over time.
- HRM developed during the Industrial Revolution, when trade unions created the need for a labour welfare officer.
- With the factory system, the role of personnel officer and personnel manager emerged to handle recruitment and employee management.
- Human relations approach recognised employees as valuable resources, leading to training, skill development, and the role of Human Resource Manager.
- Staffing is both a managerial function and a specialised HR activity, making it a line as well as a staff function.
Key Points: Aspects of Staffing> Recruitment
- Staffing has three main aspects: recruitment, selection, and training.
- Recruitment means searching for and attracting suitable candidates for a job.
- Its main aim is to encourage qualified people to apply for vacancies.
- Recruitment can be done through advertisements, job centers, newspapers, and campus interviews.
Key Points: Sources of Recruitment> External Sources
- External recruitment is used when internal sources are insufficient and to bring fresh talent into the organisation.
- Common external sources include advertisements, employment exchanges, placement agencies, campus recruitment, and web publishing.
- It provides a wider choice of qualified candidates.
- External recruitment introduces new ideas and competitive spirit.
- It helps in recruiting skilled, technical, and managerial personnel.
- It is a time-consuming and costly process.
- It may cause dissatisfaction among existing employees due to reduced promotion opportunities.
Key Points: Sources of Recruitment
- The main objective of recruitment is to attract suitable and qualified candidates.
- It involves identifying and choosing the best sources of labour supply.
- Recruitment invites applications for available job vacancies.
- It takes place before the selection process.
- There are two sources of recruitment: internal and external.
Key Points: Sources of Recruitment> Internal Sources
- Internal sources of recruitment include transfers and promotions.
- Transfer is a horizontal movement of employees without major change in salary or status.
- Promotion is a vertical movement to a higher position with more responsibility, status, and pay.
- Internal recruitment motivates employees and improves loyalty and job satisfaction.
- It is economical and simplifies selection, as employees are already known to the organisation.
- It may limit fresh talent and new ideas, as external candidates are not considered.
- Frequent transfers or assured promotions may reduce competition and productivity.
Difference Between Training and Development
| Training | Development |
|---|---|
| It is a process of increasing knowledge and skills. | It is a process of learning and growth. |
| It is to enable the employee to do the job better. | It is to enable the overall growth of the employee. |
| It is a job oriented process. | It is a career oriented process. |
Key Points: Training, Development and Education
- Training improves specific job skills and abilities and is a short-term process.
- Development is a continuous process that focuses on overall growth of the individual and includes training.
- Education increases knowledge and understanding and develops logical thinking and analysis.
- Training is job-oriented, while education is broader and development focuses on long-term growth.
- Training and Development (or HRD/Learning and Development) aim to improve both employee performance and personality growth.
Key Points: Staffing as Part of Human Resource Management
Key Points: Staffing Process
- Staffing ensures timely fulfillment of manpower requirements in an organisation.
- It begins with estimating manpower needs through workload and workforce analysis.
- Recruitment is the process of attracting suitable candidates from internal and external sources.
- Selection involves choosing the best candidate through tests and interviews and offering an employment contract.
- Placement and orientation help employees adjust to the job and organisation.
- Training and development improve employee skills and prepare them for higher responsibilities.
- Performance appraisal, promotion, and compensation help in retention and motivation of employees.
Key Points: Aspects of Staffing> Selection
- Selection is the process of choosing the best candidate from the pool of applicants.
- It starts with a preliminary screening to remove unqualified candidates.
- Selection tests are conducted, such as intelligence, aptitude, personality, trade, and interest tests.
- An employment interview is held to assess the candidate’s suitability for the job.
- Reference and background checks are done to verify the candidate’s information.
- Final selection decision and medical examination are completed before offering the job.
- Job offer and contract of employment are issued, stating terms, duties, salary, and other conditions.
Key Points: Aspects of Staffing> Training and Development
- Training and Development improve employees’ skills, knowledge, and attitude for better performance.
- It has become important due to technological and environmental changes.
- Training increases productivity and quality of work, leading to higher profits.
- It prepares future managers and ensures smooth functioning in emergencies.
- Training improves employee morale and reduces absenteeism and turnover.
- Employees gain better career opportunities and higher earnings.
- It increases efficiency and reduces accidents at the workplace.
Key Points: Training Methods> On the Job Methods
- On-the-job training is given at the workplace while performing the job.
- Apprenticeship involves training under an experienced worker to learn skilled jobs.
- Coaching means guidance by a superior to improve performance and prepare for higher roles.
- An internship is a joint training programme between educational institutions and business firms.
- Job rotation involves shifting employees between departments to gain broader knowledge and experience.
Key Points: Training Methods> Off the Job Methods
- Off-the-job training is conducted away from the workplace.
- Classroom lectures and conferences provide theoretical knowledge and rules.
- Case studies and computer modelling develop problem-solving and decision-making skills.
- Vestibule training uses real equipment in a simulated environment.
- Programmed instruction provides step-by-step learning from simple to complex concepts.
Important Questions [42]
- Alpha Enterprises is a Company Manufacturing Water Geysers. the Company Has A Functional Structure with Four Main Functions Production, Marketing, Finance and Human Resource. as the Demand for the Product Grew, the Company Decided to Hire More Employees. Identify the Concept Which Will Help the Human Resource Manager in Deciding The Actual Number of Persons Required in Each Department.
- Identify the Concept Which Will Help the Human Resource Manager to Find Out the Number And Type of Personnel Available So that He Could Decide and Recruit the Required Number Of Persons for Each Department.
- ‘Maintaining Labour Relations and Union-management Relations’ is One of the Specialised Activities Performed by Human Resource Management. Mention Any Two Other Specialised Activities of Human Resource Management.
- Identify the Concept Which Will Help the Human Resource Manager in Identifying the Types Of Human Resources Necessary for the Performance of Various Jobs and Accomplishment Of Organisational Objectives
- 'Providing the Social Security and Welfare of Employees' is One of the Specialised Activities Performed by Human Resource Management. Mention Any Two Other Specialised Activities of Human Resource Management.
- 'Estimating manpower requirements is not merely knowing how many persons we need.' What else is needed while estimating manpower requirements? State any two points.
- Identify and state the step in the process of staffing that creates a pool of prospective job seekers for vacancies in the organization.
- 'Recruitment' is One of the Specialised Activities Performed by Human Resources Management. Mention Any Two Other Specialised Activities of Human Resource Management
- How Are Employees Motivated to Improve Their Performance When the Organisation Uses Internal Sources of Recruitment? State
- Mohit Gupt a is Working with 'Yellow Security Services Ltd.'A. Name the Source of Recruitment Used by 'Yellow Security Services Ltd.' B. State Any One Disadvantage of this Source of Recruitment. C. Identify the Need of 'Security Guards' Which is Being Fulfilled by the Company as per Maslow'S Need Hierarchy. D. Identify Any Two Values Communicated to the Society in the Above-stated Case.
- Vinod - the Human Resource Manager, Umesh - the Assistant Manager and Ashok - the Marketing Head of Hitashi Enterprises Ltd. Decided to Leave the Company.
- Explain Briefly Transfers and Promotions as Internal Sources of Recruitment.
- Explain Briefly Casual Callers and Labour Contractors as External Sources of Recruitment
- Explain Direct Recruitment and Advertisement as External Sources of Recruitment
- Atul-the Assistant Manager. Vikas-the Marketing Head and Leena. the Human Resource Manager of 'Montac Enterprises Ltd.' Decided to Leave the Company. the Chief Executive Officer of the Company Called the Human Recource Manager.
- Why Employees Become Lethargic When the Organisation Uses Internal Sources of Recruitment? State.
- State any four advantages of external sources of recruitment.
- Biru Nandan, Chairman of Lalit Group of Companies Founded 'Biru University' for Undergraduate and Postgraduate Courses in Diverse Disciplines.
- 'External sources of recruitment may lead to dissatisfaction and frustration among existing employees. They may feel that their chances of promotion are reduced.'
- The Human Resource Manager of Alfa Ltd. a leading air Identify the external source of recruitment discussed in the above paragraph. State any four advantages of external sources of recruitment.
- ‘RP Infotech Ltd.” decided to approach ‘Patel Engineering College’ to recruit qualified personnel for various technical jobs in its newly opened branch in Surat.
- Tapping external sources for various job positions has many benefits.’State any four such benefits.
- State any four limitations of using internal sources of recruitment.
- Identify the external source of recruitment illustrated by the picture given below:
- Filling vacancies for various job positions from within the organisations has many benefits. State any four such, benefits.
- “Filling vacancies for various job positions from within the organisation has many limitations.’ State any four such limitations.
- How is Training in an Organisation Beneficial ‘For Employees’? State by Giving Any Four Reasons.
- How is the Training of Employees Beneficial for the Organisation? State by Giving Any Four Reasons.
- The Workers of ‘Swastik Ltd.’ Are Unable to Work on New Computerised Machines Imported by the Company to Fulfil the Increased Demand. Also, State Any Three Benefits that the Workers Will Derive by the Decision of the Supervisor
- He Workers of 'Gargya Ltd.' Are Unable to Work on New Computerised Machines Suggest How the Supervisor, by Increasing the Skills and Knowledge of Workers, Can Make Them Handle Their Work Independently. Also, State Any Three Benefits that the Workers Will Derive by the Decision of the Supervisor.
- The activities whose outcome not only improves the job performance but also help individuals in the progress towards maturity and actualisation of their potential capacities is known as ______.
- Name and give the meaning of the concept that is highlighted in the following statement: It not only improves the job performance of the employees but also brings about the growth of the personality.
- State any three benefits of training to employees.
- “Training not only improves the current or future performance of employees but also benefits the organisation in many ways.’ State any four sisch benefits.
- Nisha Sethi Was Working as a Human Resource Manager in a Famous Consultancy Firm, Kli Global Services. Her Job Included Preparing Job Descriptions, Recruitment, Developing Compensation and Incentive
- Name and give the meaning of the concept that is highlighted in the following statement: It improves the performance of employees in their current job or prepares them for any intended job.
- ‘Moga Industries Ltd,’ Approached a Well-established University in the City of Madurai to Recruit Qualified Personnel for Various Technical and Professional Jobs. They Selected Tanya, Ritu, Garima
- Explain 'Internship' as a method of training.
- The Human Resource Department of 'Oberoi's Airlines Pvt. Ltd.' has recently selected 11 pilots. The new pilots have to handle sophisticated equipment. For this, the Human Resource Manager wants
- Explain 'Apprenticeship Programme' as a method of training.
- Explain 'Vestibule Training'' as a method of training.
- Give any two methods used for on-the-job training.
