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Principles of Staffing

Updated on January 30, 2013

Staffing Principles

Staffing process of management assists in obtaining the right talent and also nurturing it. Staffing principles which are universally accepted are not present. Nonetheless, identifying valuable principles for effectively grasping and performing staffing function was done by Heinz Weihrich and Harold Koontz, which were here under.

Principle of the purpose of Staffing: Qualified personnel who are able and keen to carry on organizational roles is the main purpose of managerial staffing. It is proved that lack of the said qualities leads to failure.

Principle of Staffing: High managerial quality depends on clarity of defining organizational roles and human needs, good methods of managerial assessment and the training given to employees. Organizations without recognized job descriptions, efficient appraisals or any methods for training and development have to depend on outside resources to fill the managerial positions. Alternatively, organizations using individual’s potentials effectively in the enterprise are doing so by utilizing the systems methodology of staffing and human resource management.

Principle of job definition: Precise identification of the managerial results is needed to define the magnitude of their positions. Organizational roles of people have different features such as pay, status, power, direction and the likelihood of achievement that makes managers to function well.

Principles of Managerial Appraisal: Identification of the managerial activities and clarity of various objectives are needed for precise managerial appraisal against these criteria. The principle implies that the performance of managers is determined by the measurement of verifiable goals against the standards of managerial performance. Managerial appraisal takes into account the main managerial jobs such as planning, organizing, staffing, directing and controlling.

Principle of Open Competition: Encouragement of open competition amongst candidates for management positions depends entirely on the full commitment of an enterprise on quality management. Many firms have chosen managers with insufficient abilities because of breach of these principles. Good candidates who can be chosen from outside must be preferred rather than promoting candidates within the enterprise because of social pressures. Simultaneously, by using this principle, the enterprise is obliged to correctly evaluate its people by providing them with chances for growth.

Principle of Management Training and Development: For achieving effective development programs and activities, it is important to integrate more managerial training and development with the management methods and objectives. According to the systems approach, the managerial functions, goals of the enterprise and the managers’ professional requirements are correlated with the training and growth efforts.

Principle of Training Objectives: The training objectives must be stated correctly in order to achieve them. To aid the effectiveness of training efforts, it is necessary for analyzing training needs as the foundation for giving direction to development. This principle focuses on the importance of training for the needs of the enterprise and individual development.

Principles of Ongoing Development: Managers must practice self-development as an ongoing process for fulfilling the commitment of an enterprise towards managerial excellence. This principle states that managers must continuously learn in the present day competitive environment. Managerial knowledge and approaches must be continuously updated and reexamined and their skills must be enhanced in order to get positive results in an enterprise.

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