Staffing: An Overview Video Lecture | Business Studies CUET Preparation - Commerce

Staffing an overview
now that we have decided to start a
cooperative bank it is your
responsibility mr. dear to recruit the
animals don't worry I recruit the right
animal for the right job our revenues
are slipping I met mr. Baer yesterday he
has not paid off any of his loans and
yet he thanked me for getting an
additional loan how is this possible let
me investigate just as a thought mr.
deer has messed up the entire thing he
has appointed lambs in the loan
department and sent the dogs as loan
recovery agents as a result the animals
are having a great time getting loans
and the dogs are chased away when they
go to collect the payments this is too
much wait there's more he has appointed
leopards as tellers as a result the
animals are scared to deposit their
money there is a mismatch between the
candidate appointed and the job profile
they are handling how I wish we had
someone who would teach us the
principles of management sometimes I
think humans are not wrong all the time
all is not lost my uncle was a
management professors pet he used to
attend all his lectures religiously he
fancies himself a management professor
he will surely help us that's good hmm
but he's slightly eccentric he insists
that all those who attend his lecture
should be blindfolded
this will prevent them from stealing his
knowledge
what is staffing staffing refers to the
managerial function of employing and
developing human resources for carrying
out the various managerial and non
managerial activities in an organization
this involves determining the manpower
requirement and the methods of
recruiting selecting training and
developing the people for various
positions created in the organization
staffing is a continuous process this is
because the organization's need to
retain an update its personnel is a
never-ending exercise when does staffing
begin after planning and selection of
the organization structure the next step
in the management process is to fill the
various posts provided in the
organization this is termed as the
management of staffing function in the
simplest terms staffing is putting
people to jobs staffing begins with
Workforce Planning and includes other
functions like selection recruitment
training development promotion
compensation and performance appraisal
of the workforce
in a new enterprise the staffing
function follows the planning and
organizing functions after deciding what
is to be done how it is to be done and
after creation of the organization
structure the management is in a
position to know the human resource
requirements of the enterprise at
different levels once the number and
types of personnel to be selected is
determined management starts with the
activities relating to recruiting
selecting and training people to fulfill
the requirements of the enterprise in an
existing Enterprise staffing is a
continuous process because new jobs may
be created and some of the existing
employees may leave the organization
benefits of staffing are as follows
why is it important to establish a
staffing system in a company when
treated as an integrated part of
corporate strategy staffing helps build
organizations with the ability to
achieve superior performance finding the
right people to do the job requires a
staffing system because a company's most
valuable asset are its people yet
the staffing process is usually random
just think most companies have systems
for virtually everything but only a
handful have a system for staffing the
art and science of staffing is a complex
management process successful companies
must attract and retain top performers
to improve their competitive edge and to
continue to survive and grow in tough
times quality staffing is the ability to
ensure a good fit between people and the
job that needs to be done framework of a
good staffing system
create a job specification that focuses
on performance and results in order to
increase accuracy and understanding a
job description should contain a list of
measurable results for instance improve
quality by a specific percent
this forces the selection process to
focus on performance rather than
attributes structured interviews should
be prepared to establish a common
measurement system training programs
should be conducted to enable managers
improve interviewing recruiting and
closing skills it is essential to train
all the managers who are responsible for
hiring to recognize the performance
traits that predict success
independent testing and evaluation
techniques may be used to increase
reliability and improve the quality of
the workforce an objective third party
should be used to conduct a series of
one-on-one and group meetings with the
new staff member and the hiring manager
prior to the new employees starting date
every manager should understand the
following principles all managers are
human resource managers employees are
much more important assets than
buildings or equipment human resource
management is a matching process it must
match the needs of the organization with
the needs of the employee staffing as
part of HRM staffing is closely linked
to organizing since after the structure
and positions have been decided people
are required to work in these positions
subsequently they need to be trained and
motivated to work in harmony with the
goals of the organization
managing the human component of an
organization is the most important task
because the performance of an
organization depends upon how well this
function is performed the success of an
organization in achieving its goals is
determined to a great extent on the
competence motivation and performance of
its human resources staffing is a line
and staff activity the staffing function
deals with a human element of management
in a small organization the manager may
perform the staffing function at an
elementary level as organizations grow
and the size of the workforce increases
a separate department called the human
resource department is formed which has
specialists in managing people the
number of human resource specialists and
the size of this department gives an
indication of the size of the business
as well
let us go through the duties of human
resource management
this shows that human resource
management is a much broader concept and
includes a wider gamut of activities
estimating the manpower requirements
understanding manpower requirements is
not merely a matter of knowing how many
people are needed but also knowing what
type of people are needed operationally
understanding the manpower requirements
would necessitate workload analysis on
the one hand and workforce analysis on
the other workload analysis is
assessment of the number and types of
human resources necessary for the
performance of various jobs and
accomplishment of organizational
objectives workforce analysis would
reveal the number and type of human
resources available such an exercise
would reveal whether the company is
understaffed over staffed or optimally
staffed recruitment recruitment may be
defined as the process of searching for
prospective employees and stimulating
them to apply for jobs in the
organization this step involves locating
the potential candidate or determining
the sources of potential candidates
both internal and external sources of
recruitment may be explored internal
sources may be used to a limited extent
for fresh talent and wider choice
external sources are used selection
selection is the process of choosing
from among the pool of the prospective
job candidates shortlisted at the stage
of recruitment those who are able to
successfully negotiate the test and the
interviews are offered an employment
contract
placement and orientation orientation is
introducing the selected employee to
other employees and familiarizing him
with the rules and policies of the
organization placement refers to the
employee occupying the position or post
for which the person has been selected
training and development is a learning
process that involves the acquisition of
knowledge sharpening of skills concepts
rules or changing of attitudes and
behavior to enhance the performance of
employees organizations have either
in-house training centers or have forged
alliances with training and educational
institutes to ensure continuing learning
of their employees benefits of training
training demonstrates to the employees
that they are valuable enough for the
employer to invest in them and their
development training can be cost
effective as it is cheaper to train
existing employees compared to
recruiting new employees by offering the
opportunities for career advancement to
their members organizations are not only
able to attract but also retain its
talented people training is concerned
with up gradation of the knowledge and
skills of the employees so that their
ability to perform can be enhanced a
quick look at some interesting facts
SaaS CEO Jim good nights philosophy is
simple but effective treat employees
like they make a difference and they
will SAS offers an environment that
inspires employees allowing them to
build long-term relationships with the
company thanks to its employee friendly
attitude in the face of economic
uncertainty and worldwide recession SAS
continues its history of growth and
profitability