staffing

• Staffing is the process of filling positions/posts in the organization

with adequate and qualified personnel.
• It involves manpower planning to have the right person at the right
place at the right time and avoid square peg in a round hole
• Maintain organization by effective selection , appraisal , development
of personnel.
Definition
• Staffing is the function by which manager build an organization
through the recruitment , selection and development of individuals as
capable employees.
-Acc. To Mc Farland
• “Staffing pertains to recruitment , selection, development and
compensation of subordinates.”
• Staffing is the whole personnel function of bringing in and training the
staff and maintain favourable condition of work.
-Acc. To Luther gullick
 objectives
1. Ensure adequate manpower- fill open positons to maintain operational
efficiency .
2. Enhance productivity- recruit skilled employees to improve performance.
3. Improve quality- hire reports to elevate service or product quality.
4. Reduce turnover- attract and retain top talent.
5. Support growth- expand workforce to meet business expansion needs.
6. To ensure maximum utilization of human resources.
7. To ensure the continuity and growth of organization.
8. To be able to meet crisis situation.
9. To deliver good quality of care.
Components and functions of staffing
• Staffing involves several components and functions that work together to
ensure an organization has the right talent to achieve its goals.
COMPONENTS OF STAFFING
• Workforce planning- identifying staffing needs in the organization.
• Recruitment- attracting and selecting candidates
• Selection-choosing the best candidate for the position.
• Onboarding – integrating new hires into organization.
• Training and development- enhancing employee skills and knowledge.
• Performance management- evaluating employee performace
• Compensation or benefits- providing fair rewards or increment
Functions of staffing
1. The first and foremost functions of staffing is to obtain qualified
personnel for different jobs positions in the organization.
2. In staffing, the right person is recruited for the right jobs, therefore
it leads to maximum productivity and higher performance .
3. It helps in promoting the optimum utilization of human resource.
4. Staffing helps to ensure better utilization of human resources.
5. It ensure the continuity and growth of the organization through
development managers.
STAFFING AND SHEDULING
• Staffing and scheduling are 2 interconnected process n human resource
management.
Staffing-
• Workforce planning
• Recruitment
• Selection
• Onboarding
• Training and development
• Performance management
• Compensation or benefits
Cont.
Sheduling-
• Creating work shedules
• Assigning tasks and shifts
• Managing employee availability
• Balancing workload by division within the staff.
• Ensuring adequate staffing levels
• Managing overtime and time off requests.
• Adapting to changing business needs.
Cont.
BENEFITS OF EFFECTIVE STAFFING AND SHEDULING
• Improved productivity
• Enhanced customer satisfaction
• Reduce labor costs
• Increase employee engagement.
• Better work life balance
• Reduced turnover.
Cont.
Challenges in staffing and scheduling-
• Recruitment and retention
• Employee availability and absenteeism
• Changing business demands
• Limited resources
• Communication breakdown
• Technological integration
• Complex regulatory requirements
RECRUITMENT
• Definition-
“it is the process of identifying, attracting and selecting the best
candidates for a particular job or position within an organization.”
“recruitment is the process of searching the candidates for
employment and stimulating them to apply for jobs in the
organization”.
-flippo
 Cont.
• Sources of recruitment- there are internal and external sources-
1. Internal sources-
• internal sources are the most obvious(easily perceived) sources
• These include personnel already on pay roll of an organization, i.e, its
present working force.
• Whenever any vacancy occur, somebody from within the organization is
upgraded ,transferred ,promoted or sometimes demoted.
2. External sources-
• These sources lie outside the organization . They include-
• New entrants mostly inexperienced potential employees that is the
college students.
• The unemployed- with a wide range of skills and abilities.
Cont.
Demerits of recruitment-
• When vacancies are filled through internal promotions, the scope for
fresher talents is reduced.
• Frequent transfers may reduce the overall productivity of the
organization.
TRANSFER
• It involves shifting of an employee from one job to another.
• At the time of transfer, it is ensured that the employee to be
transferred to the new job is capable of performing it.
PROMOTION
• It leads to shifting an employee to a higher position carrying higher
responsibilities , facilities , status and pay.
• Many organization follow the practice of filling the higher jobs by
promoting employees who are considered fit for such position.
Cont.
• Merits of promotion-
Employee are motivated to improve their performance.
Filling of jobs internally is cheaper as compared to getting candidates
from external sources.
Morale(confidence or discipline) of employee is increased.
DEPLOYMENT(placement in position)
• Deployment means arrange , manage or give position to their employees.
Deployment in nursing-
• Staff nurses having the qualificaton of BSc nursing and MSc nursing being deployed in
school and college of nursing.
• Examples-
Nursing tutor/clinical instructor to assistant professor /lecturer after 3years of
experience after MSc nursing.
Associate professor after 8 years including 5 years of teaching experience after MSc
nursing.
 professor after 10 years of experience including 7 years of teaching experience .
Vice principal cum professor after 12 years of experience including 10 years of teaching
experience
Principal cum professor after 15 years of experience including 12 years of teaching
experience
RETAINING
• Retaining means “possession(control) of employees by employer.”
• It is necessary to every organization to retain their employees to achieve
the objectives of the institution.
• Otherwise , chaos(lack) will be there and institution will fail.
• It will lead to high turnover over the employees.
• For retaining of the employees , every organization has own policies , so
that skilled managers and competent workers be retained.
• For this , certain avenues(methods) are:-
Promotion of the employees
Good living and working conditions
Cont.
• Motivation
• Incentives
• Fair and equitable wages
• Effective supervision
• Fair system of performance appraisal
• Effective redressal system for employee grievances
TRAINING
Definition-
• According to flippo, training is the act of increasing the knowledge
and skills of an employee , for doing a particular job.”
• Training involves the specific job .
• Its purpose is to achieve a change in the behavior of those trained
and to enable them to do their jobs better.
Cont.
• Acccording to torpe, “training refers to a process of developing , skills,
habits , knowledge and attitude in employees.”
IMPORTANCE OF TRAINING-
1. It is important for the achievement of organizational objectives.
2. It helps in developing the attitude of trainees
3. It helps the trainers to make them eligible for recruitment
4. Training raises the standard of organization
5. It equips(ready) the trainer with knowledge and skill about the post on
which he has been recruited.
6. Training enhances the efficiency of trainers and helps them to achieve
the targets.
 KINDS OF TRAINING
1. FORMAL AND INFORMAL TRAINING-
a) Formal training-it is imparted(give) to the employees to make them familiar with
techniques ,procedures ,rules ,files and documents.
b) Informal training- the trainers get training informally. The employee receives himself during
routine work. The supervisor provides oral instructions and guide an employee on work.
2. PRE-ENTRY TRAINING-
• The employee gets training before they enter into service such as taking apprentices(learning)
before services.
3.IN-SERVICE TRAINING-
• The workers are provided in services training throughout the work duration to increase the
efficiency. According to starl, this type of training is throughout the service carrer.
5. ORIENTATION TRAINING-
• Orientation training is to make the employer familiar with the basic requirements of
organization.
SUPERANNUATION
• Superannuation means pension given to the employees after retirement.
• Pension- a pension is a steady income given to a person usually after
retirement .
• Pensions are the payment made in the form of a guaranteed
annuity(contract btw employee and insurance company) to a retired or
disabled employee.
• Some retirement plan designs accumulate a cash balance that a retire
person can draw upon a retirement.
• These are often called as pensions .
• Superannuation is 15% of basic salary
• It can be optional
DEVELOPMENT
• after placing the individuals on various jobs ,it is necessary to train them so
that they can perform their jobs efficiently .
• Proper development of personnel is essential to increase their skill in the
proper performance of their jobs.
• Development involves orientation ,training and counselling of personnel.
• Orientation is the process of adjusting the newly hired employees in the
organization .
• Training is the process of improving the knowledge and skills of personnel.
• Development means preparing the employees for additional responsibility
or advancement.
SELECTION
• Selection is the process of choosing the best candidate for a job by
evaluating their skills , experience , and other qualities.
• The selection process typically includes:-
APPLICATION- candidates apply for the job
SCREENING(EVALUATING)- the pool of applicants is narrowed down
INTERVIEW- the candidate takes tests and assessment , and job knowledge
tests.
REFERENCE AND BACKGROUND(PREVIOUS RECORDS )CHECK-the
candidates references and background are checked.
DECISION- the best candidate is chosen
JOB OFFER AND CONTRACT- the candidate accepts the job offer and signs a
contract
TERMINATION
• Termination of employment refers to the end of an employee’s work
with a company.
• Termination may be voluntary, such as when workers leave of their
own will.
• Involuntary termination occurs when a company downsizes, makes
layoffs, or fires an employee.
CONT.
• Voluntary Termination
• An employee may voluntarily terminate their employment with a company at any
time.
• An individual usually does so when they find a better job with another company,
retire from the labor force, resign to start their own business, or when they want
to take a break from working.
• Voluntary termination may also be a result of constructive dismissal, which is also
called constructive discharge or constructive dismissal. This means the employee
leaves the company because they have no choice. They could have been working
under significant duress and difficult working conditions, which could include:
• A new work location that is farther than the employee can reasonably commute
• Increased work hours, among other reasons
• A low salary
• Harassment
CONT.
• An employee who voluntarily leaves an employer may be required to
hand in their resignation, which is an advanced notice, either verbally
or in writing. Most managers prefer receiving a notice at least two
weeks in advance of an employee's resignation. This allows the
employee to finish important tasks and gives the employer a chance
to arrange for a permanent or temporary replacement.
CONT.
• Involuntary Termination
• Involuntary termination of employment occurs when an employer
lays off, dismisses, or fires an employee.
• Layoffs and Downsizing
• In a layoff, employees are usually let go through no fault of their own,
unlike workers who are fired. Companies often decide to lay off
workers or downsize their organizations to lower their operating
costs, restructure their organizations, or because they no longer need
an employee.
CONT.
• Dismissed (Fired)
• An employee is usually dismissed from a job as a result of
unsatisfactory work performance, bad behavior, or a poor attitude
that does not fit with the organizations culture.
• According to at-will employment laws recognized in some states, a
company may dismiss without warning any employee performing
poorly or violating some form of the company's rules.
• In fact, the company does not need to give a reason for the
employee's termination.
CREDENTIALING
• Credentialing is the process the healthcare facility or managed care
organization/health plan uses to collect and verify the “credentials” of
the applicant. This includes verification of many elements including
licensure, education, training, experience, competency, and
judgment.
TYPES OF CREDENTIALS
• Academic Credentials: These include secondary education diplomas, undergraduate degrees
(such as bachelor’s degrees), postgraduate degrees (masters, doctorates), and specialized
professional qualifications (such as those in law or medicine). These credentials attest to formal
academic training and are often required for entry into certain careers or for advanced studies.
• Professional Licenses and Certifications: Professional licenses are necessary in many fields, such
as medicine, engineering, or aviation, where specific certification is required to practice legally.
Certifications, on the other hand, are qualifications that demonstrate mastery of a set of
specialized skills, often in technical or technological areas.
• Work Experience and Testimonials: In many sectors, practical work experience and testimonials
can also be considered credentials, especially when they demonstrate specific skills and expertise
in a professional field.
• Digital Credentials: With the advent of digital technology, digital badges and online certifications
are gaining importance, offering a flexible and accessible way to demonstrate skills and
qualifications obtained through online platforms.
• Together, these various forms of credentials play a crucial role in defining an individual’s skills and
qualifications, thus facilitating their progression in the professional and academic world.