Topics: Management, Human resource management, Employment Pages: 5 (953 words) Published: December 10, 2013

1. Introduction to the functions of management.
2. Introduction of the topic “Staffing”.
3. Staffing process of Ivy Studios.
4. Research and methodology.
5. Bibliography.

There are five basic functions of management:
Planning: Planning is deciding in advance what to do and how to do. It means setting objectives and targets and formulating an action plan to achieve them. It is concerned with both ends and means i.e. what is to be done and how it is to be done.

Organising: Organising is the process of defining and grouping the activities of the enterprise and establishing authority relationships among them.

Staffing: Staffing means putting people to jobs.

Directing: Directing refers to the process of instructing, guiding, counselling, motivating and leading people in the organisation to achieve its objectives.

Controlling: Controlling ensures that an organisation’s resources are being used effectively and efficiently for the achievement of predetermined goals. It is a goal-oriented functions.

Staffing in one line can be defined as putting people to jobs. It has been described as the managerial function of filling and keeping filled the positions in the organisation structure. It is that part of the process of management which is concerned with obtaining, utilising and maintaining a satisfactory and satisfied work force.

It finds the right people for the right job.
It fills the position as shown in the organisation structure. It provides the human element or instinct while selecting a person.

It helps in discovering and obtaining competent personnel for various jobs. It leads to higher performance by putting the right person on the right job. It helps to ensure optimum utilisation of human resources.

It also helps in improving the job satisfaction and morale of employees.

Manpower Planning
Job Analysis
Induction and Orientation
Training and development
Performance appraisal

Recruitment: The higher is the number of people who apply for a job, the higher is the possibility of getting a suitable employee.

Selection: It can be taken as a negative process as in this process a person is selected and rest all are rejected.
Training: It is concerned with the upgradation of the knowledge and skills of the employees so that their ability to perform can be enhanced.


Transfers: Shifting of an employee from one job to the other, one department to another, without a substantive change in the responsibilities and status of the employee. Promotions: it leads to shifting an employee to a higher position, carrying higher responsibilities, facilities, status and pay.

Direct recruitment: Under this source a notice is placed on the notice-board of the enterprise specifying the details of the job available.

Casual callers: Many organisations keep a database of unsolicitated applications in their offices. Such job seekers can be prepared and can be screened to fill the vacancies as they arise.

Advertisements: Advertisements in newspapers or journals is generally used when a wider choice is required. Most of the senior positions of industry as well as commerce are filled by this method.

Employee exchange: These are the government run recruitment centres for skilled and unskilled operative jobs.
Placement agencies and management consultants: Placement agencies help find suitable and all kinds’ jobs for people who have applied. Whereas management consultants help find jobs especially for the middle and top level executive placements.

Campus recruitment: Many organisations maintain a close liaison with the universities, vocational schools and management institutes to recruit qualified personnel for various jobs....
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