Staffing process
Staffing is involved in maintaining the potential staff for the purpose of achieving organizational objectives. It involves executing all the activities of human resource management to maintain or create potential staff.
Staffing executes few stages which fulfils the manpower requirement of the organization. Following are the key stages of the staffing process
Planning for the manpower requirements
Staffing involved in making decisions in advance regarding the HR recruitment & Selection, Training and Development, Promotion and Transfer etc. It is actually involved in determining the current requirements of employees so that the further steps of fulfilling the required employees can be executed.
This stage is involved in planning for a short period of time as well as for a long period, depending upon the type of employees the company needs to appoint. For the seasonal demand company may recruit a number of workers for a short period. For the completion of the project company may hire the employees for a specific period. If the project is continuously executed the organization may continue the employees whereas the discontinuation of the project enables the organization to execute layoff.
Recruitment and Selection
Recruitment: Recruitment is the process of attracting hand in writing obtaining as many employees as possible for the position of required employees. Recruitment can be executed from the internal sources as well as from the external sources of recruitment. Internal sources of recruitment consist of sources of existing employees, retired employees, or past employees. Whereas external recruitment sources consist of the method of publishing advertisement campus recruitment through from HR Consultant at desktop
Selection: Selection uses the process of choosing the right and required employees from the obtained applications. The selection includes different types of test interviews conducted to determine the potential of the employees. The method of selection executed by the organization may be different in different organizations depending upon the type of employees they have to recruit.
The selection process plays a very important role in appointing the right kind of employees who will be responsible for the success of an organization. The selection of the wrong employees leads to enormous losses to the organization. So the organization conducts the selection process effectively and by experienced experts
Orientation and Placement( Induction program)
The induction program is conducted by the organization after appointing newly employed. The purpose of the induction program is to make the employees aware of the rules culture grievance system of the organization’s departmental goals and organizational goals. Employees made aware of the salary system incentive system remuneration their growth in the organization and each and every piece of information.
Some organizations conduct induction programs to train the employees for the specific position on which the employee will be appointed. Along with the awareness of organization culture and any other information, it is essential to make them eligible for the space with positions they will be appointed on. Following are the key factors employees made aware of in the orientation or induction program
- Organization culture
- Grievance system of organization
- Appraisal system and incentive system
- HR policies for the promotion and increment of salary
- Organizational and departmental goals
- Organization structure
After completion of the induction program, the employees will be appointed on the job for which they are best suited. The employees will be appointed to the position where the employees can effectively and properly complete their responsibilities.
Example
In an IT Company after completion of induction or training program employees will be appointed on the specific responsibilities for which they have been trained and selected. In IT Companies after conducting the training program they may conduct a test to evaluate the potential of the employees
For the selection of sales employees, the companies may conduct an induction program in which employees are made aware of their work culture. During this Induction program company may train the employees about how to achieve their assigned goals. For example, India Mart International Limited Company conducts an induction program for seven to 10 days to make employees aware of their responsibilities. Remind me to present the information about their promotion growth incentives.
Training and development
Training and development program implemented for duty-appointed employees as well as existing employees to increase their skill set and potential. Some organizations conduct the training and program for March the training programs in induction and orientation if employees appointed lack skills
The company may conduct training and development programs for newly appointed employees for a specific period of time. Following are the situations in which the company conducts a training program
- Train the existing employees in newly adopted technology
- To train the newly appointed employees for specific responsibilities
- To enhance the skills of the employees for the specific project
- To increase the productivity of the employees for existing work
Examples
TCS conducts the training and development program for the selected candidates from the campus interviews. The company provides them with a training course and after that evaluates their performance through the technical test. Qualified candidates in the evaluation test are appointed to their assigned tasks and responsibilities.
Bharat Forge Company conducts the training and development program for newly adopted technology in the manufacturing processes
Remuneration
Remuneration belongs to the monetary benefits given to the employees in the exchange of their work and achievements. Salary, incentives increment in the salary belong to the remuneration.
Remuneration can be determined using two methods
- Time rate method
- Workpiece method
Time that method belongs to the determination of remuneration based on the work time of the employees. Where have workpiece methods belong to the determination of the remuneration based on the amount of work than by the employees
Performance and evaluation
Every year organizations conduct performance appraisals to evaluate the performance of employees. Based on the performance of employees the promotion salary increment is done. Various methods are implemented to determine the performance or measure the performance of employees. It is very necessary to adopt the appropriate method of performance appraisal to measure the performance of employees and decide whether the employees are promoted to a higher position or not.
Example
Organizations implement the 360-degree approach to performance appraisal. A 360-degree approach to measuring performance enables the organization to measure performance with various parameters and dimensions. Different perspectives are applied while measuring the purpose of the employees by a 360-degree approach.
Promotion and transfer
Based on the performance appraisal of the employees’ the company comes to know the capability of the employees. And based on the potential and capability of the employees they get promoted to the higher position. Next time
A company may transfer employees from one position to another position one department to another department or from one division of organization to the another division depending upon the requirements and the potential of an employee.