What is Staffing?
Staffing is the continuous process of recruiting, evaluating, and hiring employees with appropriate skills for specific positions. It’s a temporary solution to fill vacant positions for a short period of time. Such employees usually work in factories, offices, warehouses, and other customer service positions. For example, a business that has an increased demand for warehouse workers for order fulfillment will hire temporary workers to meet such staffing needs.
Staffing in management is the process of recruiting employees and evaluating their skills, experience, and knowledge to fill vacant positions with the right talent. The main purpose of staffing in management is to fill the right positions with the right people at the right time.
Types of Staffing
Staffing refers to the process of finding candidates with suitable skills to fill vacant positions. There are 6 common types of staffing:
1. Temp to hire staffing/Contract-to-hire staffing
Temp to hire staffing refers to having an employee work for an organization for a trial period of time. In this type of staffing, businesses like to experiment with various employees to find the most suitable one in the process. The employee’s skills and abilities are evaluated during this period, and when the contract ends the company has the option to either extend the full-time employment offer or move on to the next candidate.
2. Short-term staffing
This type of staffing aims to fulfill the immediate business requirements. For example, a business may hire extra workers on a seasonal basis. Many companies hire temporary workers for a short period of time to fulfill certain orders or for specific projects. Apart from temporary administrative positions, short-term staffing may also include creative positions where they hire freelancers.
3. Long-term staffing
When the business requirements require employees to work for at least one year, it can be called long-term staffing. A few reasons for long-term staffing are turnover, retirement, long absences, poor performance, etc. Long-term staffing looks beyond the immediate needs of the business and is more strategic. The purpose of long-term staffing also includes building a skilled, stable workforce that helps the company move forward. Organizations invest in compensation, career, and growth of employees.
4. Direct hire staffing
Direct hire staffing can also be referred to as placement hiring. In this type of staffing, organizations hire full-time employees. Since staffing usually refers to temporary hiring, direct hire staffing is a bit different from the traditional staffing. The skills, experience, and competencies of employees are matched with the long-term business requirements. Organizations prepare proper job descriptions and advertise through various media to find potential candidates. Since the skills and expertise level required here is higher than normal, organizations conduct skill testing and other screening methods along with background checks to determine if the employee is qualified to perform his role.
5. Payroll services staffing
Payroll services staffing is a cost-effective type of staffing where the organization selects a worker, but the staffing agency arranges their pay and manages paperwork. The main purpose of payroll services staffing is to outsource payroll and let the existing employees focus more on value-adding and revenue-generating tasks and let another worker handle the administrative tasks.
6. Strategic staffing
Some businesses perform their staffing activities strategically, meaning that they combine short-term, long-term, direct hire, and other types of staffing to meet the strategic business needs. It also includes employee succession planning where the vacant positions are filled by internal employees. Since the staffing process starts with the continuous task of meeting the business requirements, both short and long term, the human resources department ensures that such needs are met from a talent perspective. It also includes training and rectification of any gaps in skills.
Steps in Staffing Process
The staffing process starts with finding the right talent and ends with the transfer of employees. The main purpose is to ensure that the organization misses nothing in terms of talent and skills. There are 11 steps involved in the staffing process:
1. Manpower planning and job analysis
Manpower planning refers to the measurement of workforce required in an organization. The first step in staffing helps identify the requirements of business to properly determine the number of employees, the skills, and qualifications required. Job analysis is the process of collecting information related to a job. It includes skills, responsibilities, roles, and other requirements. Job analysis helps determine the talent required so as to match it with the business requirements.
After planning the manpower and conducting job analysis, recruitment is the second step in staffing. Once the organization has determined the skills and knowledge required to perform certain roles, the recruitment process begins. This process involves advertising for open positions within the organization through various media. After receiving enough job applications, the organization evaluates them based on the eligibility criteria set in the first step.
After evaluating the job applicants against eligibility, the selection process screens employees and identifies the ones who are most suitable for specific jobs. This is a crucial step as selecting the set of skills that do not match the vacant positions can lead to unproductivity and low job satisfaction. In the staffing process, it is important to eliminate those that are unsuitable and appear unpromising.
4. Orientation and placement
Once the suitable candidates are selected, employees are made familiar with each other, their teams, the organization, and the work they will be performing. After this, the right employees are placed in the right positions.
Remuneration refers to the compensation given to the employees in exchange for the work done. Remuneration is usually decided at the time of interview or selection process. It’s predetermined but can be negotiated as well, according to the type of work and experience of the employee hired.
Training is a primary part of the staffing process. The main objective of training is to help employees learn new skills and develop knowledge. Organizations design training programs after a TNA (Training Needs Analysis) to make sure that the employees keep up with any new requirements.
7. Performance evaluation
Employees get to their work after they have been placed and trained. Their work performance is evaluated based on their attitude, behavior, and work done. Such assessments aim to determine the success of the recruitment process and if the employee needs further improvement or had been placed wrongly. The performance evaluation step in the staffing process serves as the base for designing training/development programs, promotions, appraisals, etc.
After the performance of an employee is evaluated, the organization determines if there’s a need for improving the existing skills and competencies. It aims to better equip the employees to perform their current roles or adapt to the+.029++ changing business requirements. This also helps employees advance in their careers by leveling up their skills and knowledge.
Performance evaluations also determine if an employee is eligible for appraisal. Appraisals aim to show how well an employee has performed in a specific period and how his knowledge, aptitude, and other qualities gave value to the success of an operation.
If an employee shows growth and improvement beyond what was expected of them, they are likely eligible for promotion. It is the process of upgrading an employee to a higher or better position within the organization. It is also linked to increased incentives, higher compensation, and other extra benefits.
The last step in the staffing process is transfer. In transfer, the employee performs in the same position but is shifted to another business unit or a different department. There will be no change in the compensation structure. Transfers are mostly undertaken to meet sudden or urgent organizational needs. Sometimes, they also aim to let employees develop their skills and knowledge. They can be temporary or long-term, depending on the need. This process has to be evaluated periodically to meet the staffing needs.
Benefits of Staffing
Even if staffing in management aims to fill the right positions with the appropriate talent temporarily, it is an essential managerial function that fulfills various business requirements. The primary function of staffing is that it obtains qualified employees to perform different roles within the organization. The main benefit of staffing is that it improves organizational output and the quality of employees. Some other benefits of staffing are:
1. Finding the right talent
The process of staffing includes a solid understanding of the business requirements so that it’s easier to recruit the exact person to fulfill such requirements. Finding the right person begins from recruiting, selecting, evaluating, and hiring employees based on their skills, knowledge, talents, and experience required to perform the necessary roles. Finding the right talent is also one of the most important functions of staffing.
2. Enhanced organizational productivity
When the right talent is recruited for the right positions, it maximizes the output of human resources and improves their quality. Since staffing also involves training and development, it helps increase the efficiency of employees as these programs focus on improving the current capabilities as well as learning new skills.
3. High job satisfaction and morale
With proper training and development, employees will be able to maximize their potential and help the organization move forward. This not only ensures they are satisfied with their jobs but also keeps their morale high as they feel a sense of assurance of their career enhancements. Additionally, they are also placed in positions where they can put their knowledge, talent, and skills to the best use.
4. Optimum utilization of human resources
Before the recruitment process, the human resources department gains a good understanding of the business requirements. This facilitates manpower planning and proper job analysis, via which the business can identify the number of people required for specific positions – thereby eliminating any underutilization of resources. Staffing also ensures that there is no shortage or excess of human resources.
5. Harmonious work environment
With proper staffing, the employees in an organization are continuously evaluated based on their skills and knowledge so that they are always placed in positions where their skills add the best value. Their performances are regularly appraised, and promotions are made, which fosters a harmonious and optimistic environment in the organization.
Frequently Asked Question (FAQs)
1. What is Staffing in management?
Staffing in management is the process of recruiting and hiring employees with the right skills for the right positions. The skills and knowledge of candidates are evaluated before offering them the job to ensure that they are an appropriate fit for specific positions.
2. What are the 3 types of staffing?
There are three types of staffing – Temp to hire/Contract-to-hire staffing, direct hire staffing, and strategic staffing.
3. What is the role and purpose of staffing?
The role and purpose of staffing is to find employees with the right talent and place them in specific positions to improve business value. It aims to optimally utilize human resources and their skills to not only fill vacant positions but also to meet both current and future business needs.
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