Staffing Assignment
Uploaded by
kirubelmekonen64Staffing Assignment
Uploaded by
kirubelmekonen64ADDIS ABABA UNIVERSITY
COLLEGE OF BUSINESS AND ECONOMICS
DEPARTMENT OF MANAGEMENT
UNDERGRADUTE EXTENSION PROGRAM
Introduction to Management
INDIVIDUAL ASSIGNMENT
Staffing
Prepared by: - Tesfaye Solomon
Submitted To: - Lecturer Daniel B.
MAY 2025 G.c
STAFFING
Introduction:
Staffing is the part of management that focuses on finding and managing people in
an organization. It includes planning how many employees are needed, recruiting,
selecting the right candidates, training them, placing them in proper positions, and
evaluating their performance. It is not only the HR department’s job — every
manager is responsible for staffing in their team. It helps the organization grow by
building a capable and motivated workforce.
Why Staffing Is Important?
Staffing plays a big role in organizational success. Here are some of its key
benefits:
It helps the company find capable workers for different jobs.
It ensures that employees are well-matched with their roles.
It helps the business avoid having too many or too few staff.
It supports the future growth of the company by developing managers.
It boosts job satisfaction and fairness through good evaluation and rewards.
In short, staffing ensures that the right number of people with the right skills are in
the right place at the right time.
Major Activities in Staffing
The main tasks involved in staffing are:
1. Manpower Planning
2. Recruitment
3. Selection
4. Placement
5. Induction and Orientation
6. Training and Development
7. Performance Appraisal
Manpower Planning
Manpower planning means forecasting how many workers will be needed in the
future and what skills they should have. It helps prevent staff shortages or having
more employees than necessary.
Steps in Manpower Planning:
Forecasting needs: Estimating how many workers are required, what kind,
and their skill levels.
Checking current staff: Reviewing how many employees are already
available.
Identifying gaps: Comparing what is available with what is needed.
Making a plan: Creating strategies for recruitment, training, promotion, or
replacement.
Recruitment
Recruitment is the process of attracting potential candidates to apply for jobs. It
aims to bring in the right number of people with the right skills.
Types of Recruitment:
Internal sources: Promotion and transfer of existing employees.
o Pros: Saves time and cost, motivates staff.
o Cons: Limits choices, may lead to favoritism or complacency.
External sources: Hiring from outside through advertisements, agencies,
schools, walk-ins, referrals.
o Pros: Brings fresh talent and new ideas.
o Cons: More expensive and slower.
Selection
Selection is choosing the most suitable person from those who applied. It separates
those who fit the job from those who do not.
Steps in Selection:
1. Application Form: Collects details like education, experience, and interests.
2. Tests: These may include:
o Intelligence Test: Measures reasoning and memory.
o Aptitude Test: Checks the ability to learn skills.
o Personality Test: Reviews behavior and emotional balance.
o Proficiency Test: Assesses existing knowledge or skill.
o Interest Test: Finds job preferences.
3. Interview: Evaluates communication, confidence, and interest.
4. Medical Check-up: Confirms physical fitness.
5. Reference Check: Verifies background.
6. Final Approval: The best candidate is selected.
Placement
Placement means assigning the selected person to the right job. It’s about matching
the person’s skills and interests to the role.
Benefits of Good Placement:
Improves performance and satisfaction
Reduces absenteeism and quitting
Builds a stable workforce
Induction and Orientation
When a new employee joins, it is important to help them adjust to the workplace.
Induction introduces the company in general — its rules, structure, policies,
history, and products.
Orientation focuses on the employee’s daily tasks, safety rules, complaint
procedures, and expectations.
Who Handles Orientation?
It can be done by the HR manager, department head, union rep, or even
experienced coworkers.
Methods Used:
Lectures
Group discussions
Handbooks or manuals
Pamphlets
Why Orientation Matters:
Reduces fear and confusion
Prevents employee bullying or teasing
Builds confidence
Develops positive attitude and job satisfaction
Training and Development
Training is focused on improving job-specific skills. Development is broader and
helps an employee grow in their career.
Types of Training:
1. Orientation Training – helps new employees adjust.
2. Job Training – improves current job performance.
3. Safety Training – teaches accident prevention and safety tools.
4. Promotional Training – prepares for higher roles.
5. Refresher Training – updates on new methods and technologies.
6. Remedial Training – fixes performance or behavior issues.
Training Methods:
On-the-job Training (OJT): Learning while doing real tasks.
o Pros: Practical, cost-effective.
o Cons: Can be inconsistent or interrupt work.
Apprenticeship: Combines hands-on and classroom learning for skilled
trades.
Vestibule Training: Trains in a setup similar to real work but separate from
the actual job.
Off-the-job Training: Learning in classrooms or seminars using
discussions, cases, or programmed instruction.
Conclusion
Staffing is one of the most important functions in any organization. It starts from
planning for future needs and goes all the way to hiring, placing, and developing
people. After preparing this note, I have understood that staffing is not just about
filling positions, it is about building a strong, skilled, and motivated team. If
staffing is done properly, it leads to better performance, lower turnover, and long-
term success for the organization.