1. Shailesh Vishvakarma
Div: - B Roll No. 48
STAFFING
Definition of Staffing
“Staffing means filling and keeping filled, positions in the organisation structure.”
Harold Koontz
Factors Affecting Staffing
The internal factors affecting staffing:
Promotion policy
Future growth plans
Technology used
Support from top management
Image of organisation
The external factors affecting staffing:
Labor laws
Pressure from socio-political groups
Competition
Educational standards
What is Staffing?
Human resource management (HRM), or staffing, is the management function devoted to
acquiring, training, appraising, and compensating employees. In effect, all managers are
human resource managers, although human resource specialists may perform some of these
activities in large organizations. Solid HRM practices can mold a company's workforce into a
motivated and committed team capable of managing change effectively and achieving the
organizational objectives.
Steps in Staffing
1. Recruitment
Recruitment its purpose is to provide a large enough group of candidates so that the
organization will be able to select the qualified employees it needs. Two Kinds of
Recruitment General Recruiting Specialized Recruiting
Recruitment is farther subdivided in:-
I. Internal Recruitment
Internal recruiting the processes of searching within the organization for qualified
candidates to fill a vacant role job.
Advantages

2. Shailesh Vishvakarma
Div: - B Roll No. 48
Rewards good work of current employees
Is cost-effective
Improves morale
Can assess known past performance
Can result in succession of promotions
Disadvantages
Can produce organizational inbreeding; candidates may have alimited perspective
Places heavy burden on training and development
May cause political infighting forpromotions
II. External Recruitment
This refers to the filling of job vacancies from outside the business (contrast with internal
recruitment). Most businesses engage in external recruitment fairly frequently, particularly
those that are growing strongly, or that operate in industries with high staff turnover.
Advantages
Brings new ideas/talent into the organization get needed competencies
Helps organization get needed competencies
Provides cross-industry insights
May reduce training costs(experienced hired)
Helps organization meet equal employment opportunity/affirmative action goals
Disadvantages
May result in misplacements
Increases recruitment costs
May cause morale problems for internal candidates
Requires longer orientation or adjustment time
2. Selection
Selection involves evaluating and choosing among job candidates. Application forms,
resumes, interviews, employment and skills tests, and reference checks are the most
commonly used aids in this
3. Indication
An induction programme is the process used within many businesses to welcome new
employees to the company and prepare them for their new role.
Advantages

3. Shailesh Vishvakarma
Div: - B Roll No. 48
Your company will most likely have a higher retention rate from properly inducting
employees since the process is your new employees' first impression of what their jobs and
corporate atmosphere will be like. According to Business Balls, proper induction acts as
reinforcement to new hires that they made the right choice by coming to work for you.
Depending on the nature of your business, individual inductions may work better than
group inductions, so you can more quickly bring hires up-to-date on the rules and
expectations within the departments they will be working in. Equipping your hires with this
knowledge will also make them more independent as workers.
Disadvantages
Improper induction can cost your organization by resulting in poor employee retention. For
example, if an employee feels confused or lost after her induction process, she may or may
not ask for help depending on her personality. In this situation, she may either make
mistakes until she gets protocol right, or may take co-workers away from their work to train
her with each problem versus being trained before beginning work. This creates a
disadvantage in terms of employee efficiency, which may translate into poor company
productivity.
4. Training and Development
Training and Development designed to educate employees beyond the requirements of
their present position so that they will be prepared for promotion and able to take a
broader view of their role in the organization.
Advantages
The training is done during work hours.
Training is customized to the specific needs of the individual and his or her pace of
learning.
The unique ways of the company are taught.
This type of training is specific to the company’s training needs.
Training can be done at the learning pace of the individual.
Disadvantages
Training may be subject to interruptions that make it difficult for the individual to learn.
It may interfere with work in progress.
The person doing the training may not be a good trainer.
It takes longer than the other ways of training and development.
Employees may have to take time off work to attend.
5. Placement
Placement is understood as the allocation of people to the job