Staffing is the development of working relationships with employees. It is a process of filling a specific space with suitable candidates. It involves finding new people and employing them for jobs.

Certain staffing agencies are performing this process.Staffing agencies find and employ skillful people in certain companies and areas.Temp agencies are also working on things like planning and organizing management.

Steps of the staffing process

1. Manpower planning

It is the very first step in the process. It involves an estimation of the requirement of several people and their specific skills in their profession. It includes the qualitative and quantitative estimates of man force requirement.A complete plan about the required number of employees is set based on the need of the organization.

2. Employment

Based on the company’s space, the qualification, and specific skills, the staffing agencies select suitable individuals for promotion and advancements. It involves recruitment and selection of personnel.

3. Recruitment

Recruitment involves the filling of jobs by qualified applicants. In this step, positive research is done, and the candidates are asked to apply for the designated positions. Scientific recruitment is more important. It has many advantages. It leads to greater productivity and lesser labor yield. Recruitment also ensures better salaries and high morale. The overall outcome is a good reputation for the agency.

4. Selection

This step involves the finalizing of the individuals who are the best for a certain job and can be employed in the organization. This step rejects unpromising employees. It chooses a suitable candidate for a suitable designation in the company.

5. Placement

This step involves the placement of the selected employee on his designated job. It involves introducing the employee to the nature of his job and the place where he is supposed to work.The general introduction includes the know-how of the job requirement and the office. It is a basic step leading the employee towards training for his job.

6. Training

Once the employee is selected and introduced to his job, it’s time to train him for the job. He needs to know his duties. With advancements in technology and developmental programs, the newcomers need to know the details about the system. Now it has become necessary to systematically train the employees despite their skills and qualifications for gaining the best outcome for the organization.

7. Development

This step involves planning a policy for the development and betterment in the performance of the employee’s duty. If the employees are not appreciated enough and are not guided for their development, they might get upset with the job, resulting in decreased productivity.

8. Promotion and career planning

Promotion means upgrading an employee from his designation to a higher level based on his activity and hard work. The employee has an increase in his rank, status, and responsibilities. Good promotions also involve the employee’s salary increase, but it is not always necessary that the employee has an increment.

9.     Transfer

Transfer refers to moving a person from one area to another or from one branch to another within the same organization. This type of promotion does not involve any increase in either the rank or the salary. It usually occurs between two people at the same designation with the same salary. To ensure job satisfaction, the organizations should consider the planning and discussion of each employee’s career.

10.       Performance

This term refers to the appraisal of the employees on their services for the organization. Specific standards are set for the duties of the employee. Compared to these standards, the performance rate of the employee is decided. This rate is the basis of promotions.

11.     Compensation

The payment of salaries for the employees’ services is dependent on the organization’s policy. The salary plans and wages should be decided before employing the individuals. There might be different plans for different designations.

12.     Determination of remuneration

Fixing the remuneration is not easy. There is no easy and proper method of deciding the appropriate wages. It is difficult and complex to determine what salary you can offer to an individual employee for his services in the organization. The only systematic technique that can help in determining the worth of the services is job evaluation.