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 manpower needs of the
concern. It involves determining the number of
employees required in the organization and the
number of staff available to fill the positions.
Once the requirements are notified, the concern
invites and solicits applications according to
the invitations made to the desirable
candidates. Recruitment is the process of
attracting qualified applicants for a specific
job. The process begins when applications are
brought in and ends when the same is finished.
The result is a pool of applicants, from where
the appropriate candidate can be selected.
Selection- Selection is procedure of selecting the best
suitable candidate from among the induced
candidates for that particular job. It involves
steps lof screening, written test and personal
Orientation and Placement- Once screening takes place, the appointed
candidates are made familiar to the work units
and work environment through the orientation
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 given
according to the nature of activities and scope
of expansion in it. Along with it, the workers
are developed by providing them extra benefits
of in depth knowledge of their functional areas.
Development also includes giving them key and
important jobs as a test or examination in order
to analyze 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-
skilled or unskilled, physical or mental, etc.
Remuneration forms an important monetary
incentive for the employees.
Performance Evaluation- In order to keep a track or record of the
behavior, attitudes as well as opinions of the
workers towards their jobs. It is the process of
getting information about employees actual
performance at the job and comparing them with
desired result as planned.
Promotion and transfer- Promotion is said to be a non- monetary
incentive in which 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