All the activities related with the procurement, development, reimbursement, maintenance and integration of manpower are included in the process of staffing. Various components of staffing process are described as below:
- Manpower Planning
- Job Analysis
- Selection
- Placement
- Induction and Orientation
- Training and Development
- Performance Appraisal
- Compensation
- Promotional and Transfer
- Separation
Step l: Manpower Planning: The first stage of staffing process is manpower planning, which is very important in order to place correct number Of qualified employees into right jobs at the right time. This can be considered as a System Of achieving equilibrium between the availability of human resourTe (existing and prospect employees) and expected vacant 10b positions. Manpower planning mainly deals with the process of employee’s flow into, through and out of an organisation.
Step 2: Job Analysis: After manpower planning, the next step is to accurately analyse the job positions. A systematic study of job positions to know the abilities and characteristics of potential candidates which will be selected for various jobs is done with the help of job analysis (JA). It can also be used to determine the type Of information which is to be gathered from the candidates, their previous employers and various other sources. The analysis of skills, abilities, experiences, qualifications, etc., which is required for a certain designation, can also be performed through job analysis.
Step 3: Recruitment: Under this Step, for fulfilling the present and future job vacancies in the organisation, management attracts and looks for various job applicants. Newspapers and professional journal advertisements are most commonly and conventionally used methods for recruiting potential candidates.
Step 4: Selection: After the recruitment process, various candidates interested in job positions, must be evaluated on the basis of their qualifications that best suit the job requirements. Fulfilling the application forms, conducting interviews and physical examinations of candidates are the stages involved in selection process.
Step 5: Placement: Placement is the process of putting the most eligible candidate at the right job. In this step, every selected candidate is assigned a particular job, once they join the organisation. In placement, the candidates are allotted with their jobs that best match their skills and qualifications. The main objective of placement process is to find the correct individual for correct job position. This is important for attaining greater effcieney and higher job satisfaction.
Step 6: Induction and Orientation: After selecting and placing, the employees must be inducted in the organisation_ Introduction Of new employees to various work groups, and familiarising them With the policies and rules of the organisation is done under induction and orientation process.
Step 7: Training and Development: For increasing the capabilities of employees towarcLs their contributions in the accomplishment Of organisational goals, various training and developrnent programmes are conducted. The employees are also prepared for handling various additional responsibilities through these development programmes.
Step 8: Performance Appraisal: In order to evaluate the performance of an employee against the designed performance standards, the performance appraisal activities are executed.
Step 9: Compensation: Under this step, employees’ salaries, wages and other monetary gains are determined in the form of compensation. It is very important to develop suitable and fair salary plans for the employees. Similarly, fair wages and incentives must be decided for the workforce.
Step 10: Promotion and Transfer: Under this step, various employment decisions are taken on the basis of results derived from the performance appraisals. These decisions include transfers, promotions, monetary incentives and demotions.
Step 11: Separation: Management must also concentrate on activities that are responsible for the separation of employees. These activities include retirements, layoffs, voluntary turnover, resignations and terminations.
