NATURE OF STAFFING

1. Manpower Planning
Forecasting Needs. Staffing begins with determining the number and types of employees the
organization needs, based on its goals and strategies.
Gap Analysis. Identifying the difference between current manpower and future needs.
Succession Planning. Ensuring future leadership by preparing employees for advanced roles.
2. Recruitment
Sourcing Candidates. Identifying potential employees through internal promotions, job postings, or
external recruitment methods (advertising, job portals, recruitment agencies).
Diversity and Inclusion. Ensuring the recruitment process attracts a diverse range of candidates to
foster a balanced workforce.
3. Selection
Screening & Interviews. Shortlisting suitable candidates and assessing them through interviews, tests,
and evaluations.
Job Fit & Cultural Fit. Ensuring that candidates not only meet the job’s technical requirements but also
fit the organization’s culture.
4. Placement and Orientation
Placement. Assigning the right candidate to the right job based on skills and qualifications.
Onboarding & Orientation. Helping new hires acclimate to the company’s culture, policies, and their
specific roles.
5. Training and Development
Skill Enhancement. Providing training programs to help employees develop the necessary skills to
perform their roles effectively.
Career Development. Offering opportunities for personal and professional growth, including workshops,
mentorship, and leadership programs.
6. Performance Appraisal
Evaluation. Regularly assessing employee performance through formal reviews, feedback sessions, and
performance metrics.
Rewards and Recognition. Providing incentives (e.g., bonuses, promotions) based on performance to
motivate employees.
7. Compensation and Benefits
Fair Compensation. Ensuring that employees are compensated competitively based on industry
standards and organizational capabilities.
Benefits Packages. Offering benefits like health insurance, retirement plans, and paid time off to retain
employees and maintain morale.
8. Retention and Succession Planning
Employee Engagement. Creating a work environment that promotes job satisfaction and reduces
turnover.
Succession Planning. Identifying and preparing high-potential employees to fill key positions in the
future.
9. Separation and Transition
Voluntary and Involuntary Separation. Managing resignations, retirements, and layoffs effectively to
minimize disruption.
Exit Interviews. Gathering feedback from departing employees to understand reasons for their exit and
improve future staffing processes.
Staffing is an ongoing process that supports organizational goals by ensuring the right people are in place to
execute tasks effectively. It’s essential for both operational efficiency and long-term success.

THE STAFFING PROCEDURES:

The staffing process follows a systematic procedure to ensure that the right individuals are hired, trained, and
retained to meet organizational needs. Here’s a step-by-step guide to the typical staffing procedures:
1. Manpower Planning (Human Resource Planning)
Assessment of Requirements. Determine current and future manpower needs based on business
objectives, strategy, and workload analysis.
Forecasting Demand and Supply. Project the number of employees required and identify the
availability of candidates internally and externally.
Gap Analysis. Identify the difference between existing staffing levels and future needs.
 Action Plan. Develop strategies to fill any identified gaps, including hiring new employees or training
current employees.
2. Recruitment
Job Analysis and Job Description. Define the roles, responsibilities, qualifications, and skills required
for the job by performing a job analysis. This leads to the creation of a clear job description and job
specification.
Sourcing Candidates. Attract potential employees through various methods:
Internal recruitment (promotion or transfer of existing employees).
External recruitment (advertisements, job portals, recruitment agencies, campus placements,
social media, and employee referrals).
Employer Branding. Ensuring that the company has a strong, positive reputation to attract top talent.
3. Selection
Screening Applications. Review resumes and applications to shortlist candidates who meet the job
requirements.
Preliminary Interviews. Conduct initial interviews to assess the candidate's suitability, skills, and
alignment with the company culture.
Selection Tests. Administer various tests (aptitude, technical, personality, or psychometric tests) to
further evaluate candidates.
Structured Interviews. Conduct in-depth interviews to assess the candidate’s qualifications,
experience, and potential. These could be panel interviews, behavioral interviews, or case study-based
interviews.
Background Checks and Reference Checks. Verify the candidate’s qualifications, past employment,
and references to ensure credibility.
Final Selection. Choose the candidate who best fits the role and the organization, and issue an offer
letter.
4. Placement and Onboarding
Placement. Assign the newly selected employee to the appropriate job position.
Onboarding. Introduce the new employee to the company’s culture, policies, and procedures. This
phase includes completing paperwork, providing access to systems, and familiarizing them with their role
and team members.
Orientation Program. Some companies also conduct orientation programs to explain company policies,
organizational goals, and expectations to new employees.
5. Training and Development
Induction Training. Provide initial training to help the new employee understand their job duties and
expectations.
Skill Development. Offer continuous learning opportunities through workshops, e-learning, mentorship
programs, and on-the-job training to enhance their skills.
Career Development. Provide employees with opportunities for advancement and personal growth.
6. Performance Appraisal
Monitoring Performance. Regularly track and evaluate employee performance based on set goals and
metrics.
Feedback and Counseling. Provide constructive feedback to help employees improve and recognize
areas where they excel.
Rewards and Recognition. Implement incentive programs, promotions, or bonuses based on employee
performance.
7. Compensation and Benefits
Determining Compensation. Set competitive pay structures based on industry standards, job
complexity, and employee experience.
Benefits Administration. Provide employees with benefits like health insurance, retirement plans, paid
leave, and wellness programs. Ensure that the benefits package aligns with organizational goals and
employee expectations.
8. Employee Retention and Engagement
Retention Strategies. Develop initiatives to retain top talent, such as creating a positive work
environment, offering growth opportunities, and ensuring work-life balance.
Employee Engagement. Conduct surveys, hold regular meetings, and maintain open communication
channels to keep employees motivated and aligned with the company’s goals.
9. Separation or Exit Process
Resignations and Retirements. Handle voluntary employee exits professionally by conducting exit
interviews and ensuring knowledge transfer.
 Involuntary Termination. Manage layoffs or terminations according to company policies and labor laws
to minimize the impact on remaining staff.
Exit Interviews. Gather insights from departing employees to improve future staffing and workplace
conditions.
Final Settlement: Ensure proper documentation and settlements related to compensation, benefits, and
exit formalities.
10. Succession Planning
Identifying Potential Leaders: Identify and nurture employees with leadership potential to ensure smooth
transitions when key employees leave or retire.
Developing Talent: Train and prepare high-potential employees for future leadership roles.
The staffing process is cyclical, with constant assessment and improvement needed at each stage to ensure the
organization remains agile and competitive in managing its human resources.