TASK-2

STAFFING:
A company's personnel structure must be strategically planned in order for it to succeed.
Recruitment, selection, and employment are the three components of staffing, as defined by
the Human Resources Management profession. In other words, workers or staff should be
positioned in such a way that the company's overall goals are met. “Management needs to be
scientific,” as one well-known American engineer put it. It implies it must assess the nature
of every given scenario, determine what needs to be done, and use the appropriate tools and
procedures to fulfil the expectations, effectively completing the work.
Because employing people with the appropriate skills and expertise in various areas of
production is critical to the overall efficiency of the company's operations, it is critical that
the organisation considers all aspects of staffing (recruitment, selection, and employment)
from the perspective of job applicants. As a result, the firm will be able to observe the nature
of the entire operation from the potential employee's perspective. Applicants will be aware of
the types of roles available and why they are needed. To avoid future disappointments, the
parties must first ensure that they have a clear knowledge of the situation.
The fundamental goal of great staffing is presupposed by recruitment, selection, and
employment. It is to "acquire high-quality human resources with the capacity and competence
to properly complete the duties and obligations assigned to them inside the organisation."
Within the context of good staffing is the goal of developing with the firm. At the end of the
day, it has ensured that everyone gets what they want. Human resources will not be as awful
as it may appear to some, because the firm will be the first to become the means to satisfy
everyone's demands. It is, without a doubt, a “win-win” situation.
The important components of staffing that a print media can implement are:
1) Proper estimation of manpower requirements.
2) Training and development.
3) Promotions for the employees who constantly work hard to improve the productivity
of the organisation.
4) Separation where the employees who tend to be less productive can be terminated or
can be even given a demotion.
5) Placement and induction.
6) Recruitment
7) Selection it can be done through internal and external sources too.
One of the most essential roles is staffing, which entails not just filling vacant positions, but
also filling vacant positions with the appropriate people in the right jobs at the right time.
When considering the dynamics of any organisation, all resources, such as money,
equipment, systems, and so on, can only be effectively utilised if the suitable human element
is assigned to it, or in other words, if the proper staffing process is in place. Every individual
should be assigned to the appropriate position in the company based on their skill, talent,
aptitude, and specialties, so that the organisation may achieve its pre-determined goals in the
most efficient manner possible.
Importance of staffing:
1) Efficient performance of duties: Staffing is critical to the efficient performance of other
management functions. Because an organisation cannot adequately execute management
responsibilities such as planning, organising, and controlling if it does not have competent
employees.
2) Use of Technology and Other Resources Effectively: what is the relationship between
staffing and technology? The human component, after all, is crucial in making the most use
of the newest technology, money, and materials. By executing the staffing role, management
can guarantee that the proper people are hired.
3) Optimal Human Resource Utilization: The wage bill of large corporations is extremely
expensive. In addition, a significant amount of money is spent on staff recruiting, selection,
training, and development. The staffing role must be carried out efficiently in order to get the
best results.
4) Human Capital Development: Another purpose of staffing is to address human capital
requirements. Because the management must determine the workforce requirements ahead of
time. As a result, it must also train and develop existing employees in order to improve their
careers. This will fulfil the company's requirements in the future.
5) Individual behaviour in an organisation is impacted by numerous elements such as
education level, needs, socio-cultural influences, and so on. As a result, the human
components of the organisation have become increasingly essential, and workers can be
motivated by both financial and non-financial incentives to execute their tasks correctly and
help the business achieve its goals.
6) Increasing Morale: The proper environment must be established for employees to
contribute to the fulfilment of corporate goals. As a result, by successfully and efficiently
completing the staffing role, management is able to express the significance and priority it
places on the employees working in the company.
Workforce planning:
Workforce planning is the process of analysing your present situation, predicting your future
situation, and determining the gap between your existing workforce and the workforce you'll
need in the future. It also includes implementing solutions that are linked with your
organization's strategic goals to guarantee that you have the appropriate people, with the right
skills, in the right roles and places, at the right time.
It entails a procedure that is systematic, rigorous, and disciplined, as well as a:
A worldview that looks to the future
a strong understanding of corporate strategy
a thorough grasp of human skills and talents
Process that is strategic, time-conscious, and deliberate.
Workforce planning process:
 1) Strategic direction: The Outlook officials should understand the organization's
primary mission goals and future objectives, as well as the workforce must be aligned
to achieve them.
2) Supply analysis: Recognize the present workforce and how it is expected to evolve
over time as a result of attrition and other factors.
3) Demand analysis: The current and future demand of the organisation should be
analysed.
4) Gap analysis: Understanding the gap between supply and workforce demand to make
the priority gaps which leads to organisational excellence.
5) Solution implementation: The right workforce actions and activities to reduce
identified personnel gaps and help your company achieve its strategic objectives.
6) Monitoring process: To optimise the efficacy of solutions, track their performance and
their influence on the gaps they were meant to fill.
Recruitment process:
1) Formulate job descriptions.
2) Advertise the job opening through various job portals.
3) Recruit the position.
4) Review applications: Rather than HR screening each and every resume we can give
an option for the interns as well we can use the technology to screen the resumes.
5) Phone interview/ Initial screening.
6) Interviews: Early interviews are usually one-on-one meetings between the applicants
and the hiring manager. The first few minutes of an interview are usually spent
discussing the applicant's experience, abilities, job history, and availability.
Additional interviews with the hiring committee might be one-on-one or in groups
with management, employees, executives, and other members of the company.
Additional interviews are more in-depth; for example, in interviews with several
members of the recruiting team interviewer, each member of the hiring team focuses
on a distinct topic or component of the work to prevent repetition and guarantee an in-
depth discussion about the role and the candidate. Conversations with the company's
top leadership or a more in-depth discussion with an interviewer from a previous
stage in the hiring process are common features of final interviews. Only a limited
number of top candidates are generally invited to final interviews.
7) Applicant assessment: Companies frequently administer one or more standardised
exams to candidates after or during the interview process. Personality characteristics,
problem-solving ability, reasoning, reading comprehension, emotional intelligence,
and other factors are all measured on these tests.
8) Background check.