STAFFING

Staffing is that part of the process of management which is concerned with acquiring, developing, employing, appraising, renumerating and retaining people so that right type of people are available at right positions and at right time in the organisation. In the simplest terms, staffing is putting people to jobs. Staffing Definition "Staffing is the function by which managers build an organisation through the recruitment, selection, and development of individuals as capable employees" - McFarland

IMPORTANCE OF STAFFING
1. Staffing is an important managerial function- Staffing function is the most important mangerial act along with planning, organizing, directing and controlling. The operations of these four functions depend upon the manpower which is available through staffing function. 2. Staffing is a pervasive activity- As staffing function is carried out by all mangers and in all types of concerns where business activities are carried out. 3. Staffing is a continuous activity- This is because staffing function continues throughout the life of an organization due to the transfers and promotions that take place. 4. The basis of staffing function is efficient management of personnels- Human resources can be efficiently managed by a system or proper procedure, that is, recruitment, selection, placement, training and development, providing remuneration, etc. 5. Staffing helps in placing right men at the right job. It can be done effectively through proper recruitment procedures and then finally selecting the most suitable candidate as per the job requirements. 6. Staffing is performed by all managers depending upon the nature of business, size of the company, qualifications and skills of managers,etc. In small companies, the top management generally performs this function. In medium and small scale enterprise, it is performed especially by the personnel department of that concern.

STAFFING AS A PART OF HUMAN RESOURCE MANAGEMENT

Staffing is a part of human resource management because staffing is one of the major areas of human resource management.

MEANING OF HUMAN RESOURCE MANAGEMENT

Human resource management (HRM, or simply HR) is the management of an organization's workforce, or human resources. It is responsible for the attraction, selection, training, assessment, andrewarding of employees, while also overseeing organizational leadership and culture, and ensuring compliance with employment and labor laws. In circumstances where employees desire and are legally authorized to hold a collective bargaining agreement, HR will typically also serve as the company's primary liaison with the employees' representatives (usually a labor union). AREAS OF HUMAN RESOURCE MANAGEMENT The areas of human resource management can be divided into six major categories as follow: 1. Planning- The human resource manager is responsible for determining the quantity and quality of manpower required in different departments and at different levels. 2. Staffing- The human resource manager is also responsible for recruiting and selecting the prospective employees with the requisite skills, abilities, knowledge and experience to perform the job.

3. Employee development- The human resource manager is also responsible for the training and developments of manager and non-managers at all levels. Training is imported at two levels: a)Pre-employment- Such training is required to impart specific job skills in order to ensure a proper JOB FIT. b)Post-employment- Such training is required to upgrade knowledge and skills of employees in term of changing skill requirements, expanding knowledge.

TRAINING
The term training refers to the acquisition of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that relate to specific useful competencies. Training has specific goals of improving one's capability, capacity, and performance. It forms the core ofapprenticeships and provides the backbone of content at institutes of technology (also known as technical colleges or polytechnics). In addition to the basic training required for a trade, occupation or profession, observers of the labormarket[who?] recognize as of 2008 the need to continue training beyond initial qualifications: to maintain, upgrade and update skills throughout working life. People within many professions and occupations may refer to this sort of training as professional development.

OBJECTIVES OF TRAINING
1. To impart knowledge and skills to new employees. 2. To improve and update the existing job knowledge ans skills of existing employees. 3. To prepare employees for their promotion. 4. To improve attitudes and behaviour of employees.

NEED AND IMPORTANCE OF TRAINING

The need and importance of training arises from the following benefits which flow from it: BENEFITS OF TRAINING TO EMPLOYEES 1. Increased job satisfaction and morale among employees 2. Increased employee motivation 3. Increased efficiencies in processes, resulting in financial gain 4. Increased capacity to adopt new technologies and methods 5. Increased innovation in strategies and products 6. Reduced employee turnover 7. Enhanced company image, e.g., conducting ethics training (not a good reason for ethics training!) 8. Risk management, e.g., training about sexual harassment, diversity training.

BENEFITS OF TRAINING TO ORGANISATION 1. Economic operation. 2. Increases productivity. 3. Reduces the need for supervision. 4. Standardisation of position procedure. 5. Raises high morale. 6. Reduces rate of labour turnover. 7. Reduces prospective managers.

METHODS OF TRAINING
1. ON THE JOB TRAINING. 2. OFF THE JOB TRAINING.