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10 steps to Process of Staffing Function of Management

10 steps to Process of Staffing Function of Management


Essential steps involved in process of staffing function of management are: 1. Manpower Planning, 2. Recruitment, 3. Selection, 4. Placement, 5. Training, 6.Development, 7. Promotion, 8. Transfer, 9.Appraisal, 10. Determination of Remuneration!

The diagram below shows that staffing function involves properly estimating man power requirements, recruitment, selection, placement, training, development, promotions, transfers, appraisals of personnel and fixing their appropriate remuneration.

Process of Staffing Function of Management

We, briefly, discuss below these steps in process of staffing.

1. Manpower Planning:

Manpower planning may be regarded as the quantitative and qualitative measurement of labour force required in an enterprise. It involves in creating and evaluating the manpower inventory and to develop required talents among the employees selected for promotion advancement.

2. Recruitment:

Recruitment is a positive process of searching for prospective employees and stimulating them to apply for the jobs in the organisation. In other words, recruitment stands for discovering the source from where potential employees will be selected. The scientific recruitment leads to greater productivity, better wages, higher morale, reduction in labour turnover and better reputation of the concern.

3. Selection:

Selection is process of eliminating (among all the candidates considered for possible employment) those who appear unpromising. The purpose of selection process is to determine whether a candidate is suitable for employment in the organisation or not.

The chief aim of the process of selection is choosing right type of candidates to fill in various positions in the organisation. Selection process requires exactness. A well planned selection procedure is of utmost importance for every enterprise.

4. Placement:

Placement means putting the person on the job for which he is selected. It includes the introduction of the employee with the job.

5. Training:

After selection an employee, the most important and established part of the personnel programme is to impart training to the new comer. With the rapid technological changes, the need for training employees is being increasing recognised so as to keep the employees in touch with the new developments.

Every concern must have a systematic training programme otherwise employees will try to learn the job by trial and error which can prove to be a very costly method.

6. Development:

A sound staffing policy calls for the introduction of a system of planned promotion in every organisation. If employees are not at all having suitable opportunities for their development and promotion, they get frustrated.

Each and every employee should be given to understand the various promotion routes/possibilities and the attendant facilities that are made available in the form of training programmes, orientation schemes, etc., to achieve the same.

7. Promotion:

Promotion implies upgrading of an employee to a higher post involving increase in rank, prestige or status and responsibilities. Generally increase in pay accompanies promotion but it is not essential ingredient.


Transfer implies movement of an employee from one job to another without any increase in pay, status or responsibilities. Usually transfer takes place between jobs paying approximately the same salaries.

9. Appraisal:

Appraisal of employees reveals as to how efficiently the subordinate is performing his job and also to know his aptitudes and other qualities necessary for performing the job assigned to him. The qualities of employees that are apprised through performance appraisal are ability to do work, spirit of co­operation, managerial ability, self confidence, initiative, intelligence etc.

The main objective of performance appraisal is to improve the efficiency of a concern by attempting to mobilise the best possible efforts from individuals employed in it.

10. Determination of Remuneration:

Fixation of remuneration is the most difficult and complex function of the personnel department because there are no definite or exact means to determine the correct wages.

Job Evaluation is the only systematic technique to determine the worth of the job but much remains to be done in this regard. As wages constitute major part of the cost of production, every concern must consider this aspect very seriously.


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