Factors affecting Staffing:

Staffing is basically a dynamic process and it is affected by various external and internal factors. External Factors: There are various external factors that affect the staffing process and organization has no control over these factors. Nature of competition for Human Resources: - In India there is a cut throat competition among organization for hiring managerial talents both fresh and experienced, computer professionals etc. Companies are making campus recruitments and students from reputed institutes like IIMs are being placed on very high packages. Companies are amending changes to retain their good employees and offering a good working environment and salaries. Legal factors: - There are various legal provisions which affect the staffing policies of an organization. Various acts which provide restrictions to free recruitment are Child Labour Act 1986, Employment Exchange (compulsory notification of vacancies) Act 1959and Mines Act 1952. Also some provisions regarding compulsory employment of certain categories like OBC, SC/ST affects the staffing policies of an organization. Socio-culture Factors: - Various socio-culture factors affect the staffing process due to which certain jobs are to be given to certain categories of people like our culture prevent the women to be employed on in manufacturing operations involving physical exertion. External influences:- There are various other elements which exert pressure on organization like political pressure to employ local people or pressure from business contacts. Internal Factors: Size of Organization: - Small organization cannot have same staffing practices which a large organization may have; it may not be able to attract highly talented staff. Even if it tries to do so it may increase the staffing cost. Organizational Business Plan: - Organizational business plan directly affect the staffing function because it determines the type of personal that may be required in future. On the basis of business plan growing organization may need more staff in the future and declining organization will have to shunt out its staff and stagnating organization will work for retaining its staff. Staffing strategies may be different for these organizations. Organizational Image: - organization image also affects the staffing practices. Organizational image depends upon facilities to staff for training and development promotional policies, working conditions and compensation incentives etc. if all these factors are positive then organization will attract more candidates

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Definition Factors Affecting

Post : Gaurav Akrani Date : 7/25/2011 04:40:00 AM IST No Comments Labels : Management

Meaning of Staffing

The term Staffing in management consists of:

1. Selecting the right person for the right post. 2. Training and development. 3. Giving proper remuneration and motivation. 4. Performance appraisal of employees. 5. Proper promotions, transfers, etc.

Definition of Staffing

According to Harold Koontz, staffing is defined as follows: Staffing means filling and keeping filled, positions in the organisation structure.

Factors Affecting Staffing

The internal factors affecting staffing: 1. Promotion policy : Staffing is affected by the promotion policy of the organisation. If the organisation has a good promotion policy with prospects to career growth and development, only then efficient people will be attracted to the organisation. Internal promotions are better for lower and middle-level jobs. This is because it increases the morale and motivation of the staff. However, for top level jobs, the RIGHT person must be selected. The right person may be from within the organisation, or he / she may be selected from outside. 2. Future growth plans : Staffing is also affected by the future growth plans of the organisation. If the organisation wants to grow and expand then it will need many

talented people. In order to grow and expand, the organisation must select experts and give them continuous training and development. 3. Technology used : Staffing is also affected by the technology used by the organisation. If the organisation uses modern technologies then it must have a continuous training programs to update the technical knowledge of their staff. 4. Support from top management : Staffing is also affected by the support from Top Management. If the top management gives full support to it then the organisation can have scientific selection procedures, scientific promotion and transfer policies, continuous training programs, career development programs, etc. 5. Image of organisation : Staffing is also affected by the image of the organisation in the job market. If it has a good image then staffing will attract the best employees and managers. An organisation earns a good image only if it maintains good staffing policies and practices. This includes job security, training and development, promotion, good working environment, work culture, etc. The external factors affecting staffing: 1. Labor laws : Labor Laws of the government also affect the staffing policy of the organisation. For e.g. The organisation has to support Social equality and upliftment policies of the government by giving job reservations to candidates coming from depressed classes like scheduled castes (SC), scheduled tribes (ST), other backward classes (OBC), etc., and even to those who are physically handicapped (PH). It is mandatory for an organisation not to recruit children in their workforce and stop child labor. The provisions of Minimum Wages Act guide an organisation to fix minimum salaries of employees and stop their economic exploitation. 2. Pressure from socio-political groups : Staffing is also affected by activities of sociopolitical groups and parties. These groups and parties put pressure on the organisation to grant jobs only to local people. The concept of Sons of Soil is becoming popular in India. 3. Competition : In India, there is a huge demand for highly qualified and experienced staff. This has resulted in competition between different organisations to attract and hire efficient staff. Organisations often change their staffing policies, offer attractive salaries and other job benefits in order to add the best minds in their workforce. 4. Educational standards : Staffing is also affected by the educational standards of an area. If the educational standard of a place is very high then the organisation will only select qualified and experienced staff for all job positions. For e.g. Some I.T. companies in India, only prefer skilled candidates with computer or I.T. Engineering degree for the post of Software Developer. 5. Other external factors : Staffing is also affected by other external factors such as trade unions, social attitude towards work, etc
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Situational Factors affecting Staffing

by Sree Rama Rao on October 22, 2012

Specifically, external factors include the level of education, the prevailing attitudes in society, the many laws and regulations that directly affect staffing, the economic conditions, and the supply of and demand for managers outside the enterprise. There are also many internal factors that affect staffing. They include for example organizational goals, tasks, technology, organization structure, the kinds of people employed by the enterprise, the demand for and the supply of managers within the enterprise, the reward system, and various kinds of policies. Some organizations are highly structured; others are not. For some positions such as the position of a sales manager skill in human relations may be of vital importance, while the same skill may be less critical for a research scientist working fairly independently in the laboratory. Effective staffing then requires recognition of many external and internal situational factors, but the focus here is on those that have a particular relevance to staffing. Factors in the external environment do affect staffing to various degrees. These influences can be grouped into educational socio-cultural, legal-political, and economic constraints or opportunities. For example, the high technology used in many industries requires extensive and intensive education. Similarly, managers in the socio-cultural environment in the United States generally do not accept orders blindly; they want to become active participants in the decision making process. Furthermore now and in the future, managers will have to be more oriented towards the public than they have been in the past, responding to the publics legitimate needs and adhering to high ethical standards. The economic environment including the competitive situation determines the external supply of, and the demand for, managers. Legal and political constraints require that firms follow laws and

guidelines issued by various levels of government. The following discussion focuses on equal employment opportunity and the role of women in management, as well as on the staffing of international businesses. Several laws have been passed that provide for equal employment opportunity (EEO). The laws prohibit employment practices that discriminate on the basis of race, colour, religion, national origin, sex or age. EEO is based on federal, state, and local laws, and these laws impact on staffing. Recruitment and selection for promotion must be in compliance with these laws. This means that managers making decisions in these areas must be knowledgeable about the laws and the way they apply to the staffing function. In the last decade or so, women have made significant progress in obtaining responsible positions in organizations. Among the reasons for this development are laws governing fair employment practices, changing societal attitudes towards women in the workplace, and the desire of companies to project a favourable image by placing qualified women in managerial positions. One must look beyond the immediate external environment and recognize the worldwide changes brought about primarily by advanced communication technology and by the existence of multinational corporations. It is not unusual for large international firms to have top management teams composed of managers of many different nationalities. The geocentric attitude is the basis for viewing the organization as a worldwide entity engaged in global decision making including staffing decisions. Companies have three sources for staffing the positions in international operations: managers from the home country of the firm managers from the host country, and managers from a third country. In the early stages of the development of an international business, managers are often selected from the home country. Some of the reasons include the managers experience at the home office and their familiarity with products, personnel, enterprise goals and policies, and so on. This facilitates not only planning but also control. On the other hand, the home country national may be unfamiliar with the language or the environment of the foreign country. Moreover, it is usually more expensive to send managers and their families abroad. For the family, it is often difficult to adjust to the new environment of a foreign country. Also host countries may pressure the parent firm to employ host country managers. Managers, who are host country nationals, do speak the language and are familiar with the countrys environment. Employing them is generally less costly and it may not require relocating them and their families. The problem is that their families. The problem is that those managers may not be familiar with the firms products and operations, and thus control may be more difficult. The other alternative is to employ third country nationals who often are international career managers. Still, the host country may prefer to have its own nationals in the positions of power. One has to be cautious in selecting managers from countries that had political conflicts in the past. There are, of course many other factors that have to be taken into account when operating abroad as illustrated in the perspective on differences in the workweek in various countries.
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