Staffing involves activities carried out to find competent people to fill job vacancies.
Staffing strategies are formulated strategies that ensure most of the staffing objectives are achieved in line with the business objectives of the organization.
Organizations may look for people to work on a permanent or temporary basis or on fixed-term contract or to perform piece-meal jobs.
Another scenario where this is applicable is when a job center provides workers to stand in for employees who are on short leave such as female employees on maternity leave or employees given time off by their employers.
A recruitment plan helps in the recruitment of the talents that your organization needs.
As an employer or a manager, you require staffing strategies in order to respond to changing work environment such as the onset of flexible work contracts, part-time jobs, globalization, diverse workforce, or the type of activities being carried out or changes thereof. The increasing usage of information technology requires that its integration in recruitment plans.
This means that you need to find the right strategies.
For example, you do not adopt the same strategies during good and difficult times. Difficult situations call for change in strategies.
What do you do when there is a shortage of the expertise that you need? Of course, you adopt a plan to find the right talents. If you cannot find the right people, you can adopt multitasking as a temporary arrangement.
Some talk of using Six Sigma with the intention of cutting costs and improving quality. One of the implication of this is that employees are rotated around the organization.
You can also headhunt the talents from among other organizations. You can scout at institutions of higher learning.
There are many things to remember when going about recruiting people.
You need to take into consideration relevant matters including prevailing conditions affecting the organization.
A plan that looks good on paper but does not help you achieve your objectives is not good enough. Review and rectify the weaknesses.
In most cases, you need to determine the actual number of people working in every divisions or sections. After this, you need to find out the number of people you actually need for each division or section. By doing this, you will know the number of additional people needed for the time being.
Factors to take into consideration include the increase in the volume of work, operational expansion in the immediate future, employee resignations, terminations and retirement.
There may be special condition in your organization that affects staffing requirement.
It is good to remember that your strategies must increase the probability of finding the right people. It does not mean that your organization has the capacity even if you have all the people that you need. Your organizations needs to have capable people in order to succeed.
Staffing concerns in a globalized world
Businesses as well as people are moving across borders. Big industry players are moving away as fast as countries make decisions that increase the costs of doing business there.
Cheap labor rules. But organizations will need capable people wherever they go. If they want to continue doing well, they must not overlook the importance of preferential treatment to the people who work for them.