The staffing function discussion and reply to 2 classmates discussion


Why is staffing important? Who is  responsible for it? Is it a function of personnel/human resource  departments? What are some of the ways managers can adapt to changes in  the external environment (shrinking work force, impacts of technology,  etc.) to recruit and maintain quality personnel?    

Guided Response: Respond  to at least two of your classmates’ posts. When addressing the question,  please make sure that the response is detailed and relevant to the  topic. When responding to classmates, analyze their discussions by  agreeing, disagreeing, or adding other ideas to strengthen or enhance  the perspective presented in their initial posts.



The Staffing Function

Why is staffing important?

Staffing is important because it is the means by which any  organization is able to reach its objective through their labor and  time. It is the process of hiring and equipping the correct personnel to  perform outlined and assigned tasks and responsibilities and  compensating them. Staffing is considered to be unescapable or prevalent  and  ongoing.  It is unescapable and prevalent in the sense that this  operations is handled by every manager in regards to the business.  It  is ongoing because it is a function that continues throughout the life  of the company  

Who is responsible for it?

Staffing is a combined effort between the department and human  resources. Departmental managers are responsible for ensuring that the  tasks are fulfilled through appropriate and applicable selection,  appraisal and development of the workers to satisfy the jobs delegated.  In the event, they are understaffed and need to fill the roles they  reach out to the human resources department and work with them to fine  suitable workers.

Is it a function of personnel/human resource departments?

Human resources works with the department that is in need and they  conduct the recruitment, selection, hiring and training function to  ensure that a good candidate fills the role. The recruitment process can  be by various means such as media, outside sources, fairs and so on.   Once a good candidate pool is narrowed down the selection takes place  and the hiring process moves forth. 

What are some of the ways managers can adapt to changes  in the external environment (shrinking work force, impacts of  technology, etc.) to recruit and maintain quality personnel?    

One crucial way that management can adapt to change in the external  environment to recruit and maintain quality personnel it to become more  flexible in their work options. Our organization in order to recruit and  retain good personnel has moved away from traditional forty hour work  weeks.  We have various schedules where people can work three day or  four day work weeks. We have the option to work from home.  We have  laptops that allow us to work half days in the office and the remaining  from home.  Organizations also have to  ensure that their benefit  packages are competitive such as PTO, bonuses, maternity leave options  etc



Staffing is important within an organization because they are  responsible for making sure a company runs efficiently and effectively.  Without staffing in place, managers would be overwhelmed with  interviewing, training, and supervising candidates, which means the work  environment would be chaotic. Staffing is in place to relieve the  stress off supervisors and prevent an organization from shutting down.  Human Resources are responsible for putting the right individuals in  place to perform job duties. They must do a job analysis on each  position needed for a company which includes posting the skills,  education, and experience needed for each position.

It is also the responsibility of Human resources to do reference  checks on applicants which will validate their work experience. Human  resource managers can adapt to changes in the external environment to  recruit and maintain quality personnel by using the productivity index  which is done by calculating profits and total number of employees.  Qualitative forecasting can also be used to help human resources adapt  to changes in the external environment by way of making a prophecy.  Instead of collecting statistics, job consultants or upper management  will determine what a company will need in the future.

An analysis can also be done to predict “how many individuals  in the external labor market will have the necessary skills for  employment in the organization at a specific time in the future” (Bierman, Ferrell, O. C., & Ferrell, L., 2016, p. 9.2).  Education facts can be collected from census websites to determine how  many people have associates, bachelors and master degrees as well as  knowing the age ranges. This will help a company to determine if they  need to expand their organization and create new jobs.


Bierman, L., Ferrell, O. C., & Ferrell, L. (2016). Management: Principles and applications, custom edition. Retrieved from (Links to an external site.)

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