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Define the staffing process and the various steps involved in it ?

Last updated date: 23rd May 2024
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We can define staffing as a managerial function that involves obtaining the qualified and competent right person, utilising the skills and retaining him/her. This is required for filling all positions of an organisation, can be from top to operative echelon. The main function is to employ, deploy and monitor a competent and contented staff. Can be daily wage earners, consultants, contract employees, regular employees, etc. This very process in any company is very crucial. One has to make sure that there are right people appointed to the jobs and they should be rightly qualified and experienced. Discussed here are important steps that will assist companies find people who have the skills to be successful in the role and can fit into your culture.

1. Estimating requirements 

To hire the right number and the right type of employees, you must know the requirements first. One has to create a detailed requirement sheet mentioning clearly like how many numbers of people required, what will be the job roles and responsibilities, qualifications and experience required, etc. Neither over-staffing and nor under-staffing does an organization any good. So, hiring managers should always be looking to achieve a state of parity

 2. Recruitment

         After knowing the requirements, it is the times to invite applications on the job posting. The job requirement should clearly mention the desired candidate profile so that only eligible candidates apply for the job. One of the most trusted way is to hire people through internal transfers and promotion. Organizations usually have to work together with placement contractors, consultants, and employment exchanges to meet their needs. 

   3. Selection

Selection is to choose the right candidate for the right place. The best ability of the hiring manager comes into the picture when he/she is able to scan candidates for the right skills, experience, and qualification required. Companies are able to judge whether a candidate is a fit for the job or not through test or interview or discussion. So you have to be very careful in what you project. It's a two-way process, with both the company and the candidate having to be very careful in the way they come across to each other.

4. Placement and orientation

Now it is the candidate turn to either accept the appointment terms and occupy the position or deny based on grounds he/she deem unacceptable after the interview process and offer made. During orientation, new employees are introduced to the existing ones and are made to feel comfortable within the organization. 

5. Training and development

Each company has its own way of doing things. But the crux remains the same. Only the method varies. Through training, the new employee gets imparted the required skills, understands the process, and get familiarity with company's policies. Training assists them in doing their work confidently and helps them in achieving the goals for which they were hired in the first place. T & D always develop the skill of employees and motivates them to set higher standards.

6. Compensation, promotion, and performance appraisal

It is a very important part, the company must have a good salary structure. Which will make making every employee being paid according to their skill, experience, and responsibilities. Timely promotion and performance appraisal are based on an employee's performance over a period of time are also required to retain employees.

7. Separation

It is the last step in the process of staffing. It means separating the employees from their job. This takes place in four ways i.e. through retirement, termination, retrenchment or death.