Staffing – A Function of Management...

Staffing – A Function of Management Staffing is a critical organizational function which consists of the process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the effectiveness of the organization.  It is one of the significant functions of the management. In an organization, it is the people which carry out the various jobs which are needed for its functioning. They are the most important resource of the organization. They supply the talent, skills, knowledge, and experience to achieve the organizational goals and objectives. In fact the performance of the organization largely depends on the quality of its people. Hence the staffing function of the management is an important function and it involves in the building of the organizational workforce. In staffing, the management is faced with the challenge of not only finding the right person for each job but also to match the personnel with the jobs identified and to provide for their long-range growth and welfare as members of the organization. Staffing is that part of the process of management which is concerned with acquiring, developing, employing, appraising, remunerating and retaining people so that right type of people are available at the right positions and at the right time in the organization. In the simplest terms, staffing in management is ‘putting people to jobs’. Staffing apparently cannot be done once and for all, since people are frequently leaving, getting fired, and retiring. Often too, the transformations in the organization generate new positions, and these must be filled. In fact, the process of staffing is also the never-ending process in the organization. The first step in the process of staffing is to understand the job requirements. It is concerned with determining two aspects namely (i)...

Succession Planning

Succession Planning  In the present day highly competitive environment, the most important asset for an organization is its manpower which is a major factor in differentiating a highly successful organization from an organization which is struggling. Successful organization uses succession planning to develop and maintain strong leadership in all the critical positions and to ensure that this leadership has all the skills and competencies needed for the success of the organization in the environment under which it operates. An organization cannot have strong and capable employees in every critical position by concentrating its efforts only on recruitment and training. For this a systematic approach to succession planning is needed. Succession planning is perhaps a necessary component of the management efforts in building the organization and it helps tremendously the organization in achieving its strategic goals. Unfortunately, planning for succession is often overlooked or occurs when it is too late i.e. after key people have left the organization and there are no right internal candidates to fill the key positions. However If the organization executes succession planning in a right way then it fully prepares the identified personnel to step into positions left vacant because of retirement and general attrition. The primary task of succession planning is to plan a sequence of personnel moves so that candidates for key positions are known in advance of actual need. This prior identification permits opportunities for mentoring and developmental activities to improve a person’s readiness to succeed to specific positions. It also provides concrete decision making information necessary to minimize the chance of poor selections or the adverse impacts of unforeseen vacancies that can disrupt the continuity of proper management of the operations in the organization. Succession planning is a process whereby an organization ensures that employees are...

Talent Management

Talent Management An organization survives if it meets its business goals. For successful achievement of the business goals the organization must have the required talent. Talent comes through its human resource which mainly consists of the people working in the organization. Talent management (TM) is a set of continuous and integrated human resource (HR) processes which are designed to attract, develop, motivate, and retain productive and engaged employees. Main HR processes of TM are recruiting, training, managing, supporting, compensating and motivating the people of the organization. The objective of talent management in an organization is to create a high performance work force that helps in the organizational sustainability as well helps the organization in meeting its strategic and operational goals and objectives. The wheel of the talent management is shown in Fig 1. Fig 1 Talent management wheel Principles of talent management There are six talent management principles. These are described below. Alignment with strategy – Corporate strategy is the natural starting point for thinking about talent management. Strategic planning of the organization is to align with attracting, recruiting, developing and deploying the right people to drive the effort. Talent management goals are to be integrated with the business planning process and achievements of these goals are to be tracked through the management processes. Internal consistency – Implementing practices in isolation may not work and can actually be counter­productive. The principle of internal consistency refers to the ways the organization’s talent management practices fit with each other. Consistency is crucial. As an example, if an organization invests significantly in developing and training high-potential individuals, it should emphasize employee retention, competitive compensation and career management. It also should empower employees to contribute to the organization and reward them for initiative. Cultural embeddedness – In an...