Staffing mean filling positions in the organization structure. It involves identifying work-force requirements, inventorying the people available, and recruiting, selection, placing, promoting, appraising, planning the careers of, compensating, and training people.
In the system approach to staffing, enterprise and organization plans become important inputs for staffing tasks. The number and quality of managers required to carry out crucial tasks depend on many different factors. One major step in staffing is to determine the people available by making a management inventory. This can be done by using an inventory chart.
Staffing does not take place in a vacuum; one must consider many situational factors — both internal and external. Staffing requires adherence to equal employment opportunity (EEO) laws so that so that practices do not discriminate, for example, against minorities or women. Also, one must evaluate the pros and cons of promoting people from within the organization or selecting people from the outside.
In the system model for selection, the comprehensive managerial requirements plan is the basis for position requirements. In designing jobs, the manager must see that the scope o-f the job is appropriate, that the position involves a full-time, challenging job, and that it reflects required skills.
The job structure must be appropriate in terms of content, function, relationships. Jobs can be designed for individuals or work teams. The importance of technical, human, conceptual, and design skills varies with the level in the organizational hierarchy.
The position requirements are matched with the various skills and characteristics of individuals. The matching is important in recruitment, selection, placement, and promotion.
Errors in selection can lead to actualization of the Peter Principle, which states that managers tend to be promoted to the level of their incompetence. Although the advice of several people should be sought, the selection decision should generally rest with the immediate superior of the candidate for the position.
The selection process may include interviews, various tests, and the use of assessment centers. To avoid dissatisfaction and employee turnover, new employees must be introduced to, and integrated with, other persons in the organization.