Human Resource Management (HRM) is the function within an organization that focu

ses on recruitment of, management of, and providing direction for the people who
work in the organization. Human Resource Management can also be performed by li
ne managers.
Human Resource Management is the organizational function that deals with issues
related to people such as compensation, hiring, performance management, organiza
tion development, safety, wellness, benefits, employee motivation, communication
, administration, and training.
It includes :
Workforce planning
Recruitment
Induction
Skills management
Training and development
Personnel administration
Time management
Payroll
Employee benefits
Performance appraisal
Labour relations
The managerial function of staffing involves manning the organization structure
through proper and effective selection, appraisal and development of the personn
els to fill the roles assigned to the employers/workforce.
According to Theo Haimann, “Staffing pertains to recruitment, selection, developme
nt and compensation of subordinates.”
Nature of Staffing Function
1. Staffing is an important managerial function- Staffing function is the m
ost important mangerial act along with planning, organizing, directing and contr
olling. The operations of these four functions depend upon the manpower which is
available through staffing function.
2. Staffing is a pervasive activity- As staffing function is carried out by
all mangers and in all types of concerns where business activities are carried
out.
3. Staffing is a continuous activity- This is because staffing function con
tinues throughout the life of an organization due to the transfers and promotion
s that take place.
4. The basis of staffing function is efficient management of personnels- Hu
man resources can be efficiently managed by a system or proper procedure, that i
s, recruitment, selection, placement, training and development, providing remune
ration, etc.
5. Staffing helps in placing right men at the right job. It can be done eff
ectively through proper recruitment procedures and then finally selecting the mo
st suitable candidate as per the job requirements.
6. Staffing is performed by all managers depending upon the nature of busin
ess, size of the company, qualifications and skills of managers,etc. In small co
mpanies, the top management generally performs this function.In medium and small
scale enterprise, it is performed especially by the personnel department of tha
t concern.
• Manpower requirements- The very first step in staffing is to plan the manpower
inventory required by a concern in order to match them with the job requirements
and demands. Therefore, it involves forecasting and determining the future manp
ower needs of the concern.
• Recruitment- Once the requirements are notified, the concern invites and solici
ts applications according to the invitations made to the desirable candidates.
• Selection- This is the screening step of staffing in which the solicited applic
ations are screened out and suitable candidates are appointed as per the require
ments.
• Orientation and Placement- Once screening takes place, the appointed candidates
are made familiar to the work units and work environment through the orientatio
n programmes. placement takes place by putting right man on the right job.
• Training and Development- Training is a part of incentives given to the workers
in order to develop and grow them within the concern. Training is generally giv
en according to the nature of activities and scope of expansion in it. Along wit
h it, the workers are developed by providing them extra benefits of indepth know
ledge of their functional areas. Development also includes giving them key and i
mportant jobsas a test or examination in order to analyse their performances.
• Remuneration- It is a kind of compensation provided monetarily to the employees
for their work performances. This is given according to the nature of job- skil
led or unskilled, physical or mental, etc. Remuneration forms an important monet
ary incentive for the employees.
• Performance Evaluation- In order to keep a track or record of the behaviour, at
titudes as well as opinions of the workers towards their jobs. For this regular
assessment is done to evaluate and supervise different work units in a concern.
It is basically concerning to know the development cycle and growth patterns of
the employeesin a concern.
• Promotion and transfer- Promotion is said to be a non- monetary incentive in wh
ich the worker is shifted from a higher job demanding bigger responsibilities as
well as shifting the workers and transferring them to different work units and
branches of the same organization.
Management inventory definition:
Comprehensive catalog of the capabilities found in an organization's management
team. It is based on the understanding gained from a manager's employment record
s, formal and informal education and training obtained, immediate supervisor's r
eport, and the results of appraisal tests.
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