staffing as part of Human Resource Management

STAFFING AS A PART OF HRM

Staffing as a part of Human Resource Management

There is a conflict on the subject of whether staffing is part of human resource management or is a separate managerial function. Many modern thinkers stress that staffing is a part of human resource management. Staffing includes only

1. Training employees to improve their performance, developing their abilities,
2. Introducing new employees to the organization,
3. Placing the right person on the right job,

Human resource management is a wider term and includes in itself the following:

1. Handling grievances and complaints.
2. Analyzing jobs, collecting information about jobs to prepare job descriptions.
3. Recruitment i.e., search for people
4. Defending the company in lawsuits and avoiding legal complications
5. Training and development of employees for efficient perfor­mance and career growth.
6. Improving and Maintaining labor relations and union-management relations
7. Make incentive plans and develop compensation
8. Employee's welfare and Providing for social security

Conclusion: -So above discussion makes it clear that staffing is one of the parts of human resource management.

EVOLUTION OF HRM

1. With the emergence of the industrial revolution, trade union activities became very active.
2. The trade union activities forced management to appoint a person who could act as a link between owner and persons.
3. This resulted in the appointment of a labor welfare officer. His role was limited to the welfare of employees only.
4. With the introduction of the factory system, a large number of laborers were employed under one roof.
5. This resulted in the appointment of one more person who was given the responsibility of recruitment, selection and placement of persons. This person was known as a personnel officer.
6. Due to the importance of human relation approach and the dynamic environment and changes taking place there arose the need for training and developing the employees to update their knowledge as human relation approach recognizes human factor as most important.
7.  This requirement for human relations approach led to the replacement of the personnel manager to human resource manager.