MANAGEMENT FUNCTIONS- STAFFING

Staffing Structure.

When a business is declining, it devastates the company's ability to serve customers, and it also overwhelms existing staff. Management needs to find out important staff positions, and to make sure that the appropriate talent is carrying out that specific job duty. Once the right staffing structure is established, leaders need training, professional development, pay rates and monitoring performance. Effective leaders are able to develop talent and identify those ready for promotion. The managerial function of staffing involves manning the organisation structure through proper and effective selection, appraisal and development of the personnel to fill the roles assigned to the employers/workforce.

Staffing Function.

Staffing is an important managerial function- Staffing function is the most important managerial act along with planning, organising, directing and controlling. The operations of these four functions depend upon the manpower which is available through staffing function.

Staffing helps in placing right men at the right job- It can be done effectively through proper recruitment procedures and then finally selecting the most suitable candidate as per the job requirements.

Staffing is performed by all managers- depending upon the nature of business, size of the company, qualifications and skills of managers,etc. In small companies, the top management generally performs this function. In medium and small scale enterprise, it is performed especially by the personnel department of that concern.

Steps involved in Staffing.

Manpower requirements- The initial phase in staffing is to design the labour stock required by a worry so as to coordinate them with the activity prerequisites and requests. Hence, it includes anticipating and deciding the future labour needs of the worry.

Recruitment- Once the requirements are notified, the concern invites and solicits applications according to the invitations made to the desirable candidates.

Selection- This is the screening venture of staffing in which the requested applications are screened out and reasonable hopefuls are designated according to the necessities.

Orientation and Placement- Once screening takes place, the appointed candidates are made familiar to the work units and work environment through the orientation programs. Placement takes place by putting right man on the right job.

Training and Development- Training is a part of incentives given to the workers in order to develop and grow them within the concern. Training is generally given according to the nature of activities and scope of expansion in it. Along with it, the workers are developed by providing them extra benefits of in depth knowledge of their functional areas. Development also includes giving them key and important jobs as a test or examination in order to analyse their performances.

Salary- It is a kind of compensation provided monetarily to the employees for their work performances. This is given according to the nature of job- skilled or unskilled, physical or mental, etc. Remuneration forms an important monetary incentive for the employees.

Performance Evaluation- In order to keep a track or record of the behaviour, attitudes as well as opinions of the workers towards their jobs. For this regular assessment is done to evaluate and supervise different work units in a concern. It is basically concerning to know the development cycle and growth patterns of the employees in a concern.

Promotion and transfer- Promotion is said to be a non- monetary incentive in which the worker is shifted from a higher job demanding bigger responsibilities as well as shifting the workers and transferring them to different work units and branches of the same organisation.

According to Theo Haimann, “Staffing pertains to recruitment, selection, development and compensation of subordinates.”