What is staffing?

Staffing is define as

“Filling and keeping filed, positions in the organization structure”

This process is done by ten concepts.

1. Identifying the work force requirements.

2. Inventorying the people available.

3. Recruiting

4. Selecting candidates.

5. Planning candidates.

6. Promoting candidate.

7. Appraising candidates.

8. Planning careers of candidates.

9. Training candidate.

10. Developing and compensating candidates and current jobholders.

DEFINING THE MANAGERIAL JOB

There is no agreed definition of managerial job of a manager. There are several

different definition of managerial job by different writers.

One group of writers studied successful managers and described their behaviors and

habits. Although the stories about these people are interesting but authors do not

provide a theory to explain the success of these successful managers. Other writers

focus on profit maximization, innovation, risk taking and similar activities. Yet

another group of writers emphasizes decisions that cannot be easily programmed.

Managerial job also define as leadership having power and influence over the

environment and subordinates. One says, managerial job is process of observing the

activities of managers. However the key tasks of managers are planning, organizing

staffing, leading, and controlling.

THE SYSTEM APPROCH TO HUMAN RESOURCE MANAGEMENT

THE SYSTEM APPROCH TO HUMAN RESOURCE MANAGEMENT
Reviewed by Hammad Naziron Apr 01 2013
Rating: 5

Figure shows the managerial function of staffing relates to the total management. in

system approach to staffing enterprise plan or organization plane become important

inputs for staffing tasks. The organization structure determines r

equired numbers and

kinds of managers. These demands for managers are compared with the available

talents through management inventory.

On the basis of this analysis, external and internal resources are utilized in the process

of recruitment, selection, placement, promotion and sepration.Other aspects of

staffing are appraisal, career strategy and training and development of managers.

Staffing effects leading and controlling. Well trained managers create an environment

in which people working together in the organization setup can achieve enterprise

objectives and accomplish personal goals.

Staffing requires an open system approach. It is carried out within the enterprise

which is linked to the external environment. Therefore it cannot be carried out within

the enterprise which is linked to the internal environment.

ASPECTS IN THE SYSTEM APPROCH TO STAFFING

In system approach to human resource management or staffing the fowling aspects

are to considered.

1. FACTORS AFFECTING THE NUMBER & KINDS OF MANAGER

REQUIRED

The number of managers needed in an enterprise depends on (1) Size of business (2)

plans of expansion (3) Rate of turnover of managers (4) Complexity of organization

structure.

2. DETERMINATION OF AVAILABLE MANAGERIAL RESOURCS

It is also known as management inventory. It is common for any business and non

business enterprises, to keep an inventory of new materials and goods on hand to

enable it to carry on its operations.

3. ANALYSIS THE NEED FOR MANAGERS.

Analysis of the need for managers depends upon internal resources.

INTERNAL RESOURCES

1. Plane for growth.

2. Replacement or out replacement staff.

3. demotions

4. Early retirement.

5. External factors.

6. Internal factors.

7. External factor include

EXTERNAL RESOURCES

1. Economic factor.

2. Technological factors.

3. Social factors.

4. Political factors.

5. Legal factors.

4. OTHER IMPORTANT ASPECTS

After the need for managerial personnel a number of candidates may have to be.

1. Recruited

2. selected

3. place

4. promote

OBJECTIVES & PURPOSES OF STAFFING:

OBJECTIVES & PURPOSES OF STAFFING
Reviewed by Hammad Naziron Apr 01 2013
Rating: 5

OBJECTIVES & PURPOSES OF STAFFING:

OBJECTIVES OF STAFFING

The objective and purpose of managerial staffing is to ensure that organizational

positions are filled by the qualified personnel, who are able to willing to occupy them.

2ndly, the purpose / objective of managerial staffing is to define job, performance

appraisal training and development of people.

3rdly, the purpose / objective of managerial staffing is to matching the persons with

job, identifying job requirement, job, design etc.

SITUATIONAL FACTORS AFFECTING STAFFING

The actual process of staffing is affected by many environmental factors. For example

external and internal factors.

EXTERNAL FACTORS

Factors in external environment do affect staffing to various degrees. These

influences can be grouped into educational, social cultural, legal political and

economic opportunities. External factors include.

1. Well trained managers.

2. Well educated managers.

3. Highly skilled managers.

Ignorance of external factors may keep away an enterprise from growing at design

rate

INTERNAL FACTORS

Internal factors include

1. Personal policies.

2. Organizational climate.

3. Reward system.

Internal factors of staffing are required to be taking consideration.

THE SELECTION PROCESS

THE SELECTION PROCESS
Reviewed by Hammad Naziron Apr 01 2013
Rating: 5

Selection is the process of choosing from among the candidates, from within the

organization or from the outside organization the most suitable person for the current

position or for future positions.

There are many steps in the selection process, for example, the interview of a

candidate, tests, assessment centers etc. There are some variations in the steps of

selection process For example the interview of candidate for a first level supervisory

position may be relatively simple then interviews for a top level executive. In the

selection process firstly, the selection criteria are established in the basis of current

and future job requirements. These criteria include.

1. Education, knowledge, skills and experience.

2. The candidate is requested to complete the application form.

3. A screening interview is conducted.

4. Candidates are tested for additional information.

5. Formal interviews conducted on the basis of test.

6. Information provided by candidates are checked and verified.

7. Physical fitness is examined.

8. On the basis of previous step the candidate is offered job or information about

that he/she has not been selected for the position. Lets determine some parts of

selection process.

INTERVIEW

In a structured interview the Manager ask a set of prepared questions, such as the

following.

1. What were your specific duties and responsibilities in your last job?

2. What did you achieve in that job?

3. Who could be asked to verify these achievements?

4. Who are they?

5. What did you like or dislike about your job?

6. Why do you want to change your job?

TESTS

The primary aim of test is to obtain data about the applicants. Some of the benefits

from testing include finding the best person for the job obtaining a high degree of job

satisfaction for the applicant, and reducing turnover. The most commonly used tests

can be classified as follows.

1. INTELEGENCE TEST

Intelligence test are design to measure mental capacity, to test memory , speed of

thought and ability to see relationship in complex problem situations.

2. PROFICIENCY TEST

It constructed to discover interest, existing skills and potential for acquiring skills.

3. VOCATIONAL TESTS

Vocational test are designed to show a candidates most suitable occupation.

4. PERSONALITY TESTS

Personality tests are designed to show or discover candidate’s personal

characteristics.

ASSESSMENT CENTERS

The assessment center is not a location but a technique for selecting and promoting

managers. This approach may be used in training assessment centers were first used

for selecting and promoting lower level but now they are applied to middle level

managers as well.

LIMITATION OF SELECTION PROCESS

There are many limitation of the selection process.

1. There is no one perfect way to select managers.

2. There is distinction between what person can do,

3. Testing process and especially psychological testing is limited.

4. Time and cost involved in making personnel decisions. It is important to

identify such factor as advertising expenses, agency fees, cost of test

materials, time spent interviewing candidate, costs for reference check etc.

When recruiting costs are recognized it becomes evident that turnover can be

very expensive to an enterprise.