Staffing process is concerned with providing the organisation with the right number of people at the right place, and at the right time so that the organisation would be able to achieve its goals effectively. Just one wrong decision in the process would prove to be costly to the entire enterprise. A wrong placement in the organisation would adversely affect the productivity of the organisation as a whole. Staffing process involves the following steps.
(i) Manpower Planning – Also known as human resource planning, the manpower planning is “a process of determining and assuring that the organisation will have an adequate number of qualified persons, available at the proper times, performing jobs which meet the needs of the entire enterprise and which provide satisfaction for the individuals involved” (Dale S. Beach) .
Manpower planning consists of the following steps :-
- Determination of the organisational objectives;
- Determination of the skills and expertise required to achieve the organisational objectives;
- Estimating the additional human resource requirements in the light of the organisation’s current human resources;
- Development of action plans to meet the anticipated human resource needs.
The main points in human resource planning are: current assessment, future assessment of the human resource needs and the development of future programme as well as career development.
(ii) Recruitment – Recruitment involves seeking and attracting a pool of people from which qualified candidates for job vacancies can be selected. Development and maintenance of adequate manpower resources is the main task of recruitment. According to Dale Yoder, recruitment is “the process of discovering the sources of manpower to meet the requirements of staffing schedule and to employ effective measures for attracting the manpower in adequate numbers to facilitate effective selection of an efficient working force”.
(iii) Selection – It is probably the most critical step in the staffing process as it involves choosing candidates who best meet the qualifications and requirements of the job.
(iv) Training – It is the process of increasing the knowledge and skills of an employee for doing a particular job. the objective of training is to achieve a change in the behaviour of those trained.
(v) Placement & Induction – Placement refers to assigning rank and responsibility to an individual, identifying him with a particular job. If the person adjusts to the job and continues to perform per expectations, it means that the candidate is properly placed. However, if the candidate is seen to have problems in adjusting himself to the job, the supervisor must find out whether the person is properly placed as per the latter’s aptitude and potential.
Induction refers to the introduction of a person to the job and the organisation. The purpose is to make the employee feel at home and develop a sense of pride in the organisation and commitment to the job.
The induction process is also envisaged to indoctrinate, orient, acclimatise, acculture the person to the job and the organisation.
Proper induction would enable the employee to get off to a good start and to develop his overall effectiveness on the job and enhance his potential.