https://www.blogger.com/blog/posts/4793218704130700035Human resources are the most important asset of an organization. The ability of an organization to achieve its goal depends upon the quality of its human resources. Therefore, staffing is a very important function. After planning and selection of the organization, the next step in the management process is to fill the various posts in the organization. This is termed as the management of the staffing function; it finds the right people for the right job. In the simplest terms, staffing is putting the people to the job. If the right kind of employees are not available, it will lead to wastage of materials, time, effort, and energy, resulting in lower productivity. In a small organization, a manager may perform all duties related to employee salaries, welfare, and conditions. But as organizations grow and the number of people employed increases, a separate department called the human resources department is created.
Some staffing processes are:
(1) Recruitment:
It refers to the process of including the people who apply for the job in the organization. The requisite position may be filled from within the organization or from outside. After assigning the number and type of employee required, the manager tries to get more and more people to apply for the job so the organization can get more choice and select better candidates.
(2) Selection:
It refers to the process of choosing and identifying the best candidate to fill a vacant job position. The selection is done through a process that involves the nature of the thinking, test interviews, etc. In selection, the number of selected candidates is less than the number of rejected candidates; that is why selection is also called a negative process.
(3) Placement and orientation:
Orientation is introducing the selected employee to other employees and familiarizing him or her with the rules and policies of the organization. It refers to occupying the position or post by the candidate for which he is selected. After the selection of an employee, a given appointment letter is sent, and he is asked to occupy the vacant job position.
(4) Promotion and career planning:
Promotions are referred to as being placed at a higher position with more pay, job satisfaction, and responsibility. By offering the opportunities for career advancement to their member organizations, they are not only able to attract but also retain their talented people. Managers need to design activities to serve employees long-term interests also.
(5) Training and development:
It is a process of learning new skills and applying knowledge. It attempts to improve their performance on the current job or prepare them for any intended job. Whether as development is the process by which educational, technical knowledge, human, and social qualities are developed in an employee. So that he can play the different roles successfully as he may be required to play in his life.
Benefits of training and development in the organization:
(1) Training is a systematic learning process that is always better than the hit-and-trial method.
(2) It enhances employee productivity both in terms of quantity and quality.
(3) Training equips the future manager who can take over in case of emergency.
(4) It helps in obtaining an effective response to a fast-changing environment