Before knowing what is a staffing process, it is very important to know the meaning of staffing. So, staffing is the process of hiring eligible candidates in the organization or company for specific positions. In management, the meaning of staffing is an operation of recruiting the employees by evaluating their skills, knowledge and then offering them specific job roles accordingly. Staffing can be defined as one of the most important functions of management. It involves the process of filling the vacant position of the right personnel at the right job, at right time. Hence, everything will occur in the right manner. It is a truth that human resource is one of the greatest for every organization because in any organization all other resources like- money, material, machine etc. can be utilized effectively and efficiently by the positive efforts of human resource. Therefore it is very important that each and every person should get right position in the organization so as to achieve the pre-set goals in the proper way. Thus it can be said that staffing is an essential function of every business organization. Staffing function is to be performed continuously which is equally important for a new and well-established organization.

Now let’s talk about what is a staffing process, as you are now aware, the prime concern of the staffing function in the management process is the timely fulfillment of the manpower requirements within an organization. The staffing process is as follows:

 
1. Estimating the manpower requirements: You are aware that while designing the organizational structure, we undertake an analysis of the decision-making levels, activities as well as relationship among them with a view to evolve the horizontal and vertical dimensions of the structure. Thus, various job positions are created. Clearly, performance of each job necessitates the appointment of a person with specific set of educational qualifications, skills, prior experience and so on. Thus, understanding manpower recruitments is not merely a matter of knowing how many persons we need but also of what type.

2. Recruitment: Recruitment may be defined as the process of searching for prospective employees and stimulating then to apply for jobs in the organization. The information generated in the process of writing the job description and the candidate profile may be used for developing the situations vacant advertisement. The essential objective is to create a pool of the prospective job candidates. Both internal and external sources of recruitment may be explored. Internal sources may be used to a limited extent. For fresh talent and wider choice external sources are used.

3. Selection: Selection is the process of choosing from among the pool of the prospective job candidates developed at the stage of recruitment. Even in case of highly specialized jobs where the choice space is very narrow, the rigor of the selection purposes. One is it ensures that the organization gets the best among the available and second is it enhances self-esteem and prestige of those selected and conveys to them the seriousness with which the things are done in the organization. The rigor involves a host of tests and interviews.

4. Placement and orientation: Joining a job marks the beginning of socialization of the employee at the workplace. The employee is given a brief presentation about the company and is introduced to his superiors, subordinates and the colleagues. He is taken around the workplace and given the charge of the job for which he has been selected. This process of familiarization is very crucial and may have a lasting impact on his decision to stay and on his job performance.

5. Training and development: What people seek is not simply a job but a career. Every one must have the opportunity is to facilitate employee learning. Organizations have either in-house training centers or have forged alliances with training and educational institutes to ensure continuing learning of their employees. If employee motivation is high, their competencies are strengthened, they perform better and thus, contribute more to organizational effectiveness and efficiency. By offering the opportunities for career advancement to their members, organizations are not only able to attract but also retain its talented people.

6. Performance appraisal: After the employees have undergone a period of training and they have been on the job for some time, there is a need to evaluate their performance. All organizations have some formal or informal means of appraising their employee’s performance. Performance appraisal means evaluating an employee’s current and or past performance as against certain predetermined standards. The employee is expected to know what the standards are and the superior is to provide the employee feedback on his/her performance. The performance appraisal process, therefore, will include defining the job, appraising performance and providing feedback.

7. Promotion and career planning: It becomes necessary for all organizations to address career related issues and promotional avenues for their employees. Managers need to design activities to serve employees’ long-term interests also. They must encourage employees to grow and realize their full potential. Promotions are integral part of people’s career. They refer to being placed in positions of increased responsibility. They usually mean more pay, responsibility and job satisfaction.

8. Compensation: All organizations need to establish wage and salary plans for their employees. There are various ways to prepare different pay plans depending on the worth of the job. Basically the price of the job needs to be determined. Compensation, therefore, refers to all forms of pay or rewards going to employees. It may be in the form of direct financial payments like wages, salaries, incentives, commissions and bonuses and indirect payments like employer paid insurance and vacations.
 
Thus, to conclude what is a staffing process, we see that as a process, staffing includes acquisition, retention, development, performance appraisal, promotion, and compensation of the most important resource of an organization, that is, its human capital. It needs to be kept in mind that several factors such as supply and demand of specific skills in the labor market conditions, labor market, unemployment rate, legal and political considerations, company’s image, policy, human resource planning cost, technological developments and general economic environment etc. will influence the way recruitment, selection and training will be actually carried out.

Seven Consultancy is one of the most trusted and responsive recruitment agency believed to provide the specialized service of staffing to those desired candidates who wish to get a good and suitable temporary or contractual placement in the different industries and companies across the world. Our dedicated and experienced recruiting professionals will work closely with the client to understand the needs, goals and culture of an organization in order to ensure the perfect fit for the temp-to-hire positions. We are providing services across PAN India and beyond the country for more 10 years. We have a proven, time-tested recruitment process which allows us to recruit just the right candidates for your company. Our temporary staffing services will allow your company to staff up or down depending on the needs of your current business cycle. It lets you give some respite to your permanent staff who may be overloaded during busy periods. We have a team of legal compliance officers to ensure that your business will be in 100% compliance with all the statutory regulations in the market. Our employee leasing service works by simply transferring employees from a company on to the payroll of Seven Consultancy’s employee leasing services, and then releasing them back to the company on a temporary basis. This facilitates Seven Consultancy to become the legal employer, thus taking over all your HR administrative and management hassles.