CHAPTER FIVE
STAFFING FUNCTION
By; HACHALU F.
Definitions Of Staffing
• Staffing is the process of recruiting, selecting, training,
developing, promoting, and retiring employee in the
organization.
• Staffing is filling and keeping field positions in the
organizational structure through the right man power.
• It is the managerial functions that deals about right number and
the right type of people are working on the right jobs at the right
time and right place.
• Staffing is a continuous process because of existing
employees may leave the organization and new
employee may join it.
Therefore, business organization has to recruit
additional managerial and operative force to meet the
growing requirements of the enterprise.
Staffing helps to ensure optimum utilization of human resources
o Avoids over manning
o Avoids shortage of manpower in advance
The benefits of staffing are:
helps in discovering and obtaining competent personnel for
various jobs
Makes for higher performance by putting the right man on the
right job.
Ensures the continuous survival and growth of the enterprise
through the development of successive managers.
helps to ensure optimum utilization of human resources
Avoids over manning
• Avoids shortage of manpower in advance
Improves job satisfaction and morale of employees through objective
assessment and fair rewarding of their contributions.
1. HRP: Meaning & Definition
• Human resource planning (HRP) is the process of
analyzing and identifying the need for and availability
of human resources so that the organization can meet
its objectives.
• The organizational strategy of the firm as whole
becomes the basis for human resource planning.
Refers to planning for the future personnel needs of the organization.
It involves determining objectives, policies, programs, and procedures
in relation to human resources.
Human Resource Planning:
Importance
• Helps to determine future human resource needs
• Coping with change.
• Foundation for personnel functions.
• Provides information on the status of the human
resource.
• Reduces cost and budget of human resource
management.
Human Resource Planning Steps
• Total Human Resource Demand Forecast
• Human Resource Supply Forecast
• Net Human Resource Requirement
• Action Plan
Employee Recruitment
• Recruitment is the process of reaching out and attempting
to attract potential and qualified job candidates for a
particular job.
• Recruitment is the process of searching potential
candidate form the external and/ or external
environments of the organization.
• To avoid costs, the recruiting effort should be targeted
solely at applicants who have the basic qualifications for
the job.
Sources of Recruitment
• Sources of recruitment are the places agencies and institutions,
recruiters go to seek potential and qualified candidates that will
fill the vacant jobs.
• There are two practical sources from which recruiters seek
potential candidates to fill job needs-internal source and external
source.
Internal source
Internal source recruitment is recruiting from within the
organization (in-house).
Internal recruitment is usually done through promotion and
transfer. The way in which internal applicants are located is
often through job posting and job bidding.
External Sources
• External source is recruiting from outside the
organization.
• Locating applicants from outside the organization has
many more options The entire labor market is a
potential source.
Selection
Selection is the process of deciding which candidate,
out of the pool of applicants developed in recruitment,
has the abilities, skills, and characteristics most closely
matching job demands.
Steps in selection procedure
1. Application Blank:
2. Employment test:
3. Employment interview
4. Physical / medical examination
5. Checking references
6. Final approval
Placement
• Placement is the process of assigning a selected applicant to the job
for which he/she applied for.
• is the process which involves putting or posting the selected
candidates on appropriate jobs.
• It involves assigning specific jobs and work places to the selected
candidates.
• In placement, employees are assigned to jobs that are most suitable to
them.
• The purpose of placement is to match the worker and the job, or to
place right man on the right job.
Induction
• Induction is a socializing process to provide the new employee with
the necessary information about the company.
• Familiarizing the new employee with the existed employee of the
organization.
orientation
• socializing process by which new employee with the working
environment.
• Familiarizing the new employee with the job.
Training and development
• Training focuses on providing employees with specific skills which
help correct deficiencies in their performance.
• Training focus is on the current job, on how to do the job for which
they were hired
• The scope is the individual-operational employees
• Development
• Development is an effort to provide employees with the abilities the
organization will need in the future. The focus is the organization-
managerial employees
Training process
1.Training needs assessment, and training
objectives
2.Developing training Program
3.Selecting trainees and trainers
4.Selecting the training Method
5.Conducting the training
6.Training evaluation
Training method
On the Job Training (OJT)
• on the- job training approach, the trainee learns in the actual work
setting, usually under the guidance of an experienced worker,
supervisor, or trainer.
Off-the-job training
• Training is conducted outside the job environment
• Common examples of off-the-job training are formal courses,
simulations, and role-playing exercises in a classroom setting.
Performance appraisal
• Performance Appraisal is a process of determining how well an
employee is doing his/her job. It is the evaluation of employees’
current and potential levels of performance to allow managers to make
objective human resources decisions.
• Performance Appraisal Steps
1.Set expectations
2.On-going tracking and feedback
3.Review progress (annual appraisal)
Transfer
refers to the shifting of an employee from one job to another.
transfer may be a promotion, demotion, or a shift to another same level
position /lateral transfer/.
Promotion -involves shifting an employee to a higher position carrying
higher responsibilities, higher status and more pay.
Promotion is a vertical shifting.
Lateral transfer: refers to the movement of an employee from one job or
position to another without involving any significant change in the
employment and status
is a horizontal shifting
• Demotion :refers to a shift of an employee to a lower position in the hierarchy
due to inefficiency, and incompetence to fulfill assigned tasks.
Separation
• This refers to those factors that bring the termination or ceasing of the
relationship between the organization and the employee. Separation
may result from such factors as resignation, layoff, discharges, and
retirement.
• Under separation there is stopping( reigniting) the relationship
between employers and employee.
