Process of Staffing in Management: Steps Explained with Examples

Staffing is the third function of management in the organization structure and it is the most vital activity in Human Resource Department. Here in this article, we have shared steps involved in process of staffing function in management.

Staffing has secured greater importance in recent years due to the advancement of technology, increase in the size of business, the complexity of human behavior, etc.

The main objective/purpose of staffing is to put the right man on the right job and at the right time such as square pegs in square holes and round pegs in round holes.

Staffing Definition by Kootz & O’Donnell

“The managerial function of staffing involves manning (human resource) the organization structure through proper and effective recruitment, selection, appraisal & development of personnel to fill the roles designed in the structure.”

So let’s start discussing and understanding the steps involved in the process of Staffing.

► Process of Staffing

steps in Staffing process with Examples

There are 8 steps in process of staffing that complete the one cycle of staffing in human resource management. but always remember staffing is a continuous process in any organization. So it never ends.

There are various activities involved in the process of staffing that is following;

1. Manpower requirements
2. Recruitment
3. Selection
4. Orientation and Placement
5. Training and Development
6. Remuneration
7. Performance Evaluation
8. Promotion and transfer

✔ 1. Manpower Requirements (Human Resource)

The first step in staffing is to plan the labor and manpower inventory required by a concern in order to match them with the job requirements and demands. Therefore, it involves job analysis, forecasting, and determining the future manpower needs of the concern.

The essential interaction includes the preparation of labor expected to fill different situations in the organization and play out the errands according to the goals of the organization.

In this progression; Different work positions are made. Instructive capabilities required, range of abilities expected to play out each work, related knowledge required, and so forth are chosen.

✔ 2. Recruitment (Process of Staffing)

Once the workforce requirements are notified, the HR department invites applications according to the invitations made to the desirable candidates.

The main objective of recruitment activity is to attract the maximum number of eligible candidates to apply for the job.

Positive interaction with an expert to draw in a bigger number of individuals with advantageous profiles to go after jobs empty in the organization.

There are specifically two sources of recruitment, internal and external.

In this step, the job design, job description, and specifications are created. and the sets of expectations from candidates are made.

The source of recruitment is chosen. The job advertisement might be shown on the posters or might be distributed through print media, social media, and electronic media.

This includes finding and assurance of expected applicants. In this, both internal and external sources of recruitment are investigated.

✔ 3. Selection (Process of Staffing)

Selection is the screening step of staffing in which the solicited applications are screened out and the best suitable candidates are appointed as per the requirements.

This activity includes the finding of or picking the most proper contender for the vacant position among the pool of candidates. Selection includes a progression of occasions like preliminary tests and interviews.

It additionally guarantees that the organization gets the best among every one of the people who applied. The confidence and renown of the chosen ones are upgraded.

✔ 4. Orientation and Placement

Once the screening test takes place, the appointed candidates are made familiar with the work units and work environment through the orientation programs. Placement is the process that takes place by putting the right man on the right job.

In orientation, the selected candidates are given a presentation about the workplace. They are made to see the work environment.

Meetings with associates, subordinates, and seniors are organized. They are made to acquaint with the principles guidelines and arrangements of the organization.

Arrangement includes putting the selected worker in the position he is chosen for.

✔ 5. Training and Development

Training is a part of incentives given to the new workers in order to develop and grow them within the organization. Training is provided according to the nature of activities and scope of expansion in it. Along with it, the new employees are developed by providing them extra benefits of in-depth knowledge of their functional areas.

The development program also includes giving them important tasks as a test right after training in order to analyze their performances.

In this competitive world, it has become vital for individuals to keep themselves updated according to the prerequisite and technology.

Training and development program requires preparing, the organization might have in-house preparing focuses or may have tie-ups with different organizations to prepare their representatives. Through these preparation programs, representatives get prepared and it likewise fills in as an advantage to the organization thusly.

These projects inspire the workers and their capabilities are fortified. This additionally helps in the maintenance of the workers and draws inabilities.

✔ 6. Performance Evaluation

Performance Evaluation is the act of keeping a track record of the behavior, attitudes as well as opinions of the workers towards their jobs. For this regular evaluation or assessment is done to evaluate and supervise different work units in a company.

It is basically concerning to know the development and growth patterns of the employees in their work. Performance evaluation helps in measuring the effectiveness of the training of the worker.

On-job training is one of the ways to investigate the presentation of the workers against set standards of the company. Essentially, this is a method for giving input on the presentation of the employees of an organization.

✔ 7. Remuneration (Process of Staffing)

Remuneration is a kind of compensation provided in monetary terms to the employees for their work performances. This is given according to the nature of the job such as skilled or unskilled labor, physical or mental, etc.

Remuneration forms an important financial incentive for the employees.

Salary or Pay is the installment or prize given to workers of an organization by the method of compensation and wages. This might be in different structures like compensations, motivations, commissions, rewards, and aberrant installment like clinical offices, and so on.

✔ 8. Promotion and Transfer

Promotion and Transfer is the last step involved in process of staffing. Promotion means updating the profile or position of an employee. This goes about as a significant push factor in the professional career goals of individuals.

Promotion inspires individuals to work better. Advancement to a higher position implies serving more prominent obligations which thus brings more noteworthy compensation and occupation fulfillment.

The transfer is the act when an employee or sometimes a group of workers are being moved from one office to another office to serve their duty there.

Transfers are one of the internal sources of recruitment and it is done as per the requirement of filling the vacant position in the company. Sometimes transfers are useful when there are multiple projects running in the organization.

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