All About Staffing
I. Nature of Staffing
Staffing is an organization-wide function, comparable to other functions such as marketing, focused on solving problems and adding value with a company's human, social, and intellectual capital. Staffing includes attracting and hiring talented people, as well as developing, appraising, and rewarding them through performance management and training programs. Staffing has a heavy legal emphasis, since employment and labor laws significantly impact both employee and employer rights and responsibilities.
Staffing is the process of recruiting, selecting and training of personnel. It means putting the right men on the right jobs.
All business organizations should focus their attention and be concerned about the effectiveness and efficiency of their employees specially their managers. The function of staffing has to do with manning an organization structure so that it can completely operate in the present and in the future.
II. Recruitment
Recruitment is the process of encouraging, inducing or influencing applicants to apply for a certain vacant position. Whenever there are vacancies, it is necessary to find a person to fill those vacancies. Some organizations do not wait until the vacancy arises, but they anticipate such vacancies and new openings in the short and long run and thus plan for future needs.
Steps in Recruitment
1. Study the different jobs in the company and writing the job description and specification.
2. Requisition for new employee.
3. Recruiting qualified applicants.
4. Reception of applicants.
5. Application form.
6. Testing.
7. Checking the applicant’s work experiences, school records and personal references.
8. Interview.
9. Matching the applicant with the job.
10. Final selection by immediate supervisor or department head.
11. Physical and medical examination.
12. Hiring.
III. Training
Training is the systematic development of the attitude/knowledge/behavior patterns for the adequate performance of a given job or task. All employees on a new job undergo a learning process whether or not formal training exists. Learning to perform or be more efficient in performing a job is made easier for employees where there are formal training. For the growth of the individual and the organization, these activities are carried out continuously in many organizations. The quality of this initial training ca...
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...on to another without increasing his duties, responsibilities or pay.
B. Promotion
It refers to the shifting of an employee to a new position to which both his status and responsibilities are increased.
1. Horizontal Promotion – an advancement in pay that does not involve a move into a anew job classification.
2. Vertical Promotion – an advancement that moves an employee into a job with a higher rank or classification.
C. Separation
Separation from employment of the company may either be temporary or permanent, voluntary or involuntary.
1. Lay-off is temporary and involuntary, usually traceable to a negative business condition.
2. A discharge is a permanent separation of an employee, at the will of the employer, a person may be discharged if he is not competent in his job even after an honest effort has been made.
3. Resignation is the voluntary and permanent separation of an employee due to low morale, low salary, etc.
4. Retirement can either be voluntary or involuntary. It is voluntary if an employee retires upon reaching the number of years of services in the company as provided for by its policies. It is involuntary if one retires upon reaching the retirement age of 65.
Constructive discharge, or constructive dismissal, means that the employee resigned from their position as a result of the employer creating an intolerable and difficult environment. Constructive discharge is viewed as the employee being pressured to quit due to the employer making changes to the working conditions or responsibilities, but from a legal position, the employee quit due to forced termination, or fired without good cause. ("TimsLaw.com » Constructive Discharge - Being forced to quit - Tim 's Missouri Employment Law Info Site," n.d.)
Examples include rumination of an employee due to drug use and layoffs during times of downturn (Noe, Hollenbeck, Gerhart, & Wright, 2014, p. 305). Voluntary turnover is turnover initiated by the employee, often when the organization would prefer to keep them (Noe, Hollenbeck, Gerhart, & Wright, 2014, p. 305). Examples of these are employee retirement, or when an employee takes a job at a different organization. Both turnovers are costly to the organizations, training new hires takes time and money and replacing those works is expensive. Employees that left because of extreme job dissatisfaction can deliver bad publicity and shine an unfavorable light towards the organization in which the employee
Promotion Discrimination: The Next Big Thing?" Employee Relations Law Journal 36.3 (2010): 46-53. ProQuest. Web. 29 May 2016.
to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual’s...
Recruiting, selection, and employment are the main core staffing activities and are made possible by using the information found in the support activities. Core activities begin with reaching out to possible applicants and ends with the candidate accepting the job offer (Heneman III, Judge, & Kammeyer-Muellar, 2012). These activities put to practice the information in the support activities.
Heneman, H. G., Judge, T. A., & Kammeyer-Mueller, J. D. (2012). Staffing Organizations (7th ed.). New York, NY: McGraw-Hill.
Heneman, H. G., Judge, T. A., & Kammeyer-Mueller, J. D. (2012). Staffing organizations (7th ed.). New York, NY: McGraw-Hill.
-Training: understanding the job well enough to know who to hire and how well they are doing.
The Staffing Services Director at the corporate office supervises the design and analysis of staffing policies (Kammeyer-Mueller, 2012). The owners consider the interview to be the most important selection tool; therefore the director will develop a structured interview process to distribute to all the stores for action (Kammeyer-Mueller, 2012). The HR consultant will review the questions and rating methods to safeguard the questions vary according to responsibility level and eliminate potential opportunities for
Moreover, the company has placed great significance on open and honest communications with the employees on many levels. Even more, leadership expected a plan that would utilize all human assets in a way that would support the organization’s attitude in servicing customers and employees. As such, they found it important to centralize the staffing initiative in order to maintain the unique corporate culture created in the beginning. Every one of these strategies would be focused on centralizing staffing, brining in the best possible employees, and retaining each on a high
Operational reasons (if a company has to dismiss employees for reasons which are related to purely business needs and not because of some failing on the part of the employee, example: retrenchment, redundancy).
Heneman, H. G., Judge, T. A., & Kammeyer-Mueller, J. D. (2012). Staffing organizations (7th ed.). New York, NY: McGraw-Hill.
673), retention management must be based on three types of turnover, voluntary, discharged, and downsizing. Not all businesses are freighted by turnovers, for some it is the way of life and cost is built into the budget. However, for others any type of high turnover can be detrimental for company profit, employee wage and benefits offered. First, let’s take a look at voluntary and involuntary turnover that affects retention. Voluntary turnovers are caused by many different reasons. Turnover may result from topics such as job dissatisfaction, job mismatching, knowing that job opportunities are plentiful. Two reasons that I will discuss more are micromanagement and employee loyalty. Like stated before in the introduction, when employees are dissatisfied, possibly due to being placed in an area that doesn’t fit with their skill set, one is more likely to seek new employment. Another part of turnover is discharging and downsizing. Discharge is just that, members being discharged due to discipline and job performance. While downsizing turnover is a result of business being overstaffed (Heneman III, Judge, Kammeyer-Mueller, 2015, pg. 675). There are also other reasons for voluntarily employee turnover, such as generation differences when it relates to employment. The current generations are more likely to see a job as one piece in their life puzzle rather than as the first, indispensable anchor piece without
Job description is a sum up of a job that is in the recruitment, in this description, employees will write down the job title, so applicants will able to understand what the job is about. Also, the department, applicants should know where would they work if they were going to work in that organization. Next i...
In management, effective leadership involves the daily responsibilities of monitoring employee productivity, dealing with customers and handling the technical aspects of business. Being a manager can be fun, rewarding and socially interesting. A good manager is positive and provides support and motivation for employees. However, one of the responsibilities of a manager, along with hiring, is firing. It is commonly accepted that “employment termination is usually excruciating for everyone involved” (Zins). However, by using a structured method this process can go smoothly and with as little stress as possible.