ANSWER TO THE QUESTION
Staffing the Organization
Day (2014) notes that organizations are under increasing pressure to embrace dynamic and agile practices. Staffing is an important function of an organization’s human resource department. While most organizations prefer to handle staffing through inhouse departments, others outsource the role to external companies. Human capital management is an important facet of any organization, and it entails the workforce’s utilization of their inherent skills, abilities, and knowledge for the prosperity of the company (Kehoe & Wright, 2013). Staffing can be defined as the acquisition, posting, and retention of an optimally sized and skilled workforce to steer an organization’s path towards meeting its objectives. The lack of excellent staffing practices can adversely affect an organization’s processes. The selection and appointment of employees should be an ability driven process involving the evaluation of employees’ talents, abilities, aptitudes, and knowledge.
Staffing is an important process for organizations, and it confers a number of benefits. Staffing reins in the cost of production by enabling firms to get the right candidate for the job, consequently, there is no wastage of inefficiencies that are associated with inept employees. It also permits the maximum consumption of resources because the use of the right personnel for a job allows the company to make good use of its resources. Staffing in organizations also ensures proper coordination among employees because qualified workers are bound to be more involved in their tasks, therefore, they are united and coordinated in completing their duties.
The staffing process involves a number of steps, first, human resource practitioners have to go through the acquisition process where employers set out the parameters for filling the advertised position. The job requirements encompass the requisite abilities, knowledge, and skills for the job. They then proceed to initiate recruitment drives which culminate in interviews, after which they end up with the most suitable candidate for the job. After the selection of the right candidate, they are then posted to the physical stations where they will carry out their duties. In the case of internal recruitments, the HR team can outline the rules governing the promotion and transfers of current employees. Finally, employers should strive to attract and keep top talent by adhering to good employment practices. The outflow of good workers from the organization can be stemmed by utilizing good staffing practices.
The development of a firm’s staffing strategy is typically carried out in strict adherence to the said organization’s goals, mission, and underlying purpose (Bratton & Gold, 2017). The purpose of an organization dictates the ideal workforce it should employ, a fit between the person and their environment should be found in order to improve their performance (Bratton & Gold, 2017). Moreover, it also determines whether the organization’s current workforce requires development, retraining, or retention. While the strategy for staffing organizations emanates from the company’s business model, it also contributes to and guides the model in terms of leading the attainment of top talent. The staffing strategies for organizations should utilize an optimal mix for getting new employees, and this involves evaluating whether to hire fresh personnel or retain existing workers, outsource the HR process, and hire for short or long-term engagements.
Staffing is a universal role that should be placed in the purview of all managers. Each and every company executive should continuously be engaged in the staffing function to promote cohesion and the smooth completion of tasks in their respective departments. Properly staffing organizations can transform them into efficient entities as they are able to perform competitively and meet their targets.
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