8 Steps of Staffing Process in Management (2020)

Staffing Process

Staffing helps to acquire the right person by the proper and effective selection, performance appraisal, training, and development of the personnel to accomplish organization goals or objectives smoothly and timely.

We all know that the primary reason for staffing is hiring manpower efficiently in an organization.

When a new business or organization wants to expand its business in platforms or cities or often taking place in retirements, resignations, terminations, shifting, and even deaths, then staffing comes in the picture.

The organization wants the right person for the right job. So, if someone doesn’t know about the processes of staffing, then they feel some trouble in hiring the right ones.

Before staffing I advise that you should understand the processes of staffing.

Today we will briefly discuss the processes of staffing.

So, let’s dive in.

8 Steps of Staffing Process

1. Estimating the Manpower Requirements:

In an organization, the manpower requirement looks at the quantitative and qualitative amount of work and the labor force.

Generally, understanding the human resources requirement is like a coin because on one side is workload analysis or another side is workforce analysis.

Before the recruitment, managers translate the manpower requirements into particular job statements by desired qualifications, experience, personality characteristics, and so on.

These facts are the primary base of recruitment.

2. Recruitment:

The primary definition of recruitment is

It is the positive process of finding for awaited employees stimulating them to apply for in an enterprise.

It also helps to find out the right staff for the right job profile. It encourages the production or manufacturing level, higher wages and moral, and a build better reputation of an organization.

3. Selection:

It is the approach of picking the right employee among those who are recurring prospective jobs’ applicants in stage recruitment.

In the case of prestige’s job, the selection level of this is hard because the organization wants the best for this job.

4. Placement and Orientation:

It is process where installing the right employee on the job for which he/she is elected.

In this process, employees are introduced with their selected job.

5. Training or Development:

After the selection of staff in an organization, the most important and necessary step of the staffing process is training. Because people who are selected in an organization, can’t know everything about the activities of their job.

Peoples are not only seeking a job but also they want a career for a better satisfaction level. Everyone wants to go to the top of their sector. One of the best ways of doing it that is continuous learning.

In modern days, technology is changed every day by day so the training of employees is very necessary to keep them updated with the upcoming developments.

So, training is the best approach for development of the skills of employees.

6. Performance Appraisal:

Appraisal of employee’s performance gives information about the ability of the co-workers to perform their job which is assigned to them.

The main purpose of performance appraisal is to increase the performance and help to give full efforts to an employee.

7. Promotion and Career Planning:

It is very important for all enterprises or organizations to give promotional pathways and career stability.

It depends upon employee’s performance in their job, generally which denotes the upgrade of salary and post. But it is not a very essential thing.

8. Compensation:

Everyone has a need for money. So organizations plan to set wages and salary packages for their employees according to their worth of jobs.

Therefore, compensation imposes in the form of wage, incentives or perks and allowances to staff.


There are the major 8 steps of the staffing process in management.

Process of Staffing FAQ:

What are the major 8 steps of staffing process in management?

There are the major 8 steps of the staffing process in management which is (1) Estimating the Manpower Requirements, (2) Recruitment, (3) Selection, (4) Placement and Orientation, (5) Training or Development, (6) Performance Appraisal, (7) Promotion and Career Planning, (8) Compensation.

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