Video Transcript: The Staffing Function

Hi, welcome back, in this video will be discussing the staffing function. Let's dig  in the need for staffing. In the planning stage, it is decided what goals and  objectives the organization needs to achieve, and how to achieve them. And  staffing is a big part of that. We need to know who needs to be where, how  many people need to be there, what is their qualifications? These plans of action need to be executed at various levels in different functional areas, by employees processing the required knowledge, skill and experience. Therefore there is a  need to divide the work among units, departments, divisions and groups. So this is the need for staff, and we have got to fill these positions with qualified people,  qualified candidates that are able to come in and do the work based on their  knowledge and skill and experience. So that's why staffing is so important to  finding the right fit for your organization, so the right people can be involved and  that we can produce the best products and be a market leader. To fulfill this  requirement, an organizational structure needs to be developed, creating  different posts at different levels, departments, divisions, units, with specific  requirements for achieving organizational objectives. So we're going to plan this  out, right? We're going to plan it, we're going to organize it, and this is part of the implementation of the plan, following up with the staffing needs, putting the right  people in place. The staffing function is dynamic in nature and consists of the  following steps. One, manpower planning. Two, recruitment and selection,  training and development and performance appraisal. So manpower planning,  we're going to project, we're going to project the manpower needs and  requirements for whatever we're doing right? We're going to forecast the  organizational structure changes, forecasting organizational expansion and  growth, we never know when we're going to grow. Upper management has got a plan for it, but we may grow sooner than expected. So we need to be able to  plan ahead, right? And we need to be prepared for that. We may not grow as  fast, so then we may have to lay people off. So it's important to always have a  feel for the market. Promoting employees internally through training and  development that is so crucial to developing our staff, developing our talent so  that we can continue to ingrain that culture in them, so that they can take it to  the next level, and then we can continue to grow and succeed. The more we  grow, the more opportunity that people should have inside their organization.  Number two, Job analysis, it's essential to matching manpower with the job.  We've got to know who we're getting. We need to make sure that we match  them up correctly, and then that way, we have a finely tuned organizational  machine. Job analysis lets you know the nature of the job. This will let us know if the candidate has the qualifications, the experience and the expertise and the  skill set for the job that's required. Job analysis helps in the recruitment of the  right candidate. We've got to really analyze our applicants so that we can make  the best decision on who we want to continue in the process with manpower  inventory, a list of available manpower and their personal characteristics. A lot of

time we have staffing agencies, or we may also have organizational feelers, or  people out there that bring us talent, and they scan the criteria for the right fit for  us. Or a staffing agency will have numerous applications for a job, and they'll  bring the applications to the manager so that they can comb through the  applications and see which employees or candidates are the right fit. So this list  provides details to not only present manpower capacity, but also future  opportunities such as promotions or transfers. So if we have high quality internal employees that are already doing a good job, why not promote them instead of  hiring somebody from the outside? Recruitment and selection. Once vacancies  have been identified, the process of recruitment can begin. We have to know  where our holes are before we can fill them. And once we know where the holes are, we can fill them with the right candidates. The recruitment process involves  identifying the sources from where the personnel can be employed a lot of time,  times organizations go to colleges. They. Have career fair, they will take a lot of  candidates from there and put them into their pool, and then they'll have more  resources to pull from, and we can have a greater chance of finding the right  employee. Selection process involves choosing the most suitable person for  each vacancy based on our job analysis, training and development is next.  Training and development are an important part of staffing. Ensuring continuous  development and growth of the employees is essential for subsequent growth,  continual growth and development of the organization's business through  achievement of its objectives and goals. We want to make sure that we spend  the time, invest the resources in training our employees so that they know how  to do the job effectively and efficiently. Training provides specific skills to  employees, thus increasing their efficiency and skills and the jobs correctly.  Development is the overall improvement of employees in interpersonal  relationships, independent decision making and overall job efficiency  development is aimed at increasing the potential of employees for future  managerial assignments. Now, a good manager wants to lift their employees up  constantly. We would like to see all of our employees that are under us become  managers one day. One, if that happens, we know that the growth inside the  organization has been fantastic, and everybody can move up and be managers.  And two, you know you did a good job in training and supporting your  employees. Performance appraisal, this is an undertaking to periodically judge  the performance of an employee. It's an assessment that's conducted by a  senior person that knows that person's job performance history. The  performance appraisal enables the managers department heads to understand  how an individual is performing, and are they meeting the objectives? So we  want to have a test at the end of the year that says, hey, look, this is what we've  evaluated. This is what we've seen, right? Let's appraise their performance,  right, and let them know and come out with a plan that allow them to grow, get  better, work on their weaknesses, develop their strengths, right? We want to 

give them an honest evaluation so that they know how to get better moving  forward in the future. So the performance appraisal gives us an opportunity,  right, just as we talked about, to further their growth and development. All right?  That's it.