How are staffing activities influenced by training or compensation activities?
This answer is also influenced by what the company considers to be the function or purpose of these activities; for example, does staffing put a higher priority on finding the right person for the job, or on hiring the cheapest candidate? And, overall, there's a stronger influence coming from what the company actually practices compared to what it says/advertises; for example, a company that says it wants experienced candidates, but doesn't hire anyone over 50, may not be being honest with itself or its candidates, or at least not articulating its interests in a forthright manner.
Staffing can be influenced by training in at least two ways; the process of staffing itself can be influenced by how staffers are trained, and the hiring process can be influenced by the type of training that the candidates will undergo. Examples of each:
- During the review process, candidates should be evaluated based on the job and type of training that they will receive; a warehouse worker should be evaluated primarily on organizational, physical and mechanical tasks, rather than computer skills or cash handling experience.
- HR employees may learn, via training, broader ranges of interpersonal interaction and interpretation so that employees may be more equitably assessed. A staffer who feels that all employees should be constantly smiling may pass over a highly qualified or performing individual who is less extroverted than others.
Staffing can be influenced by compensation in a similar manner. Compensation might be summarized as "are employees fairly compensated for their work?" Again, the definition of "fairness" is influential, and must take into consideration both the feelings of the employer and the employee. The staffing process must work to ensure that it is not over-compensating, and thereby costing the company unnecessary money, nor undercompensating and losing staff. Also, since different individuals consider different compensations to be fair, the staffing process needs to evaluate a reasonable middle ground where the effects of unsatisfied staff will be less than the money saved by not increasing compensation.
- Staff need to be sensitive to the types of compensation desired by the demographics they employ. A coffee shop in a mall may not gain much by offering a 401k or stock options, whereas a large corporation may not see much effect, and will certainly see a large cost to itself, by offering catered breakfast every morning.
- Staffers should consider the compensation likely to be expected by candidates based on their work history; an experienced person taking a pay cut may treat the job with some resentment.
- Staffers should work to ensure that employees see the link between their work and their compensation; if employees don't feel like their work (or lack of it) is producing recognizable results, they will feel less motivation and see how little work they can do without being noticed.
The process of staffing is continuous in nature having an aim of inculcating the most competent of personals from time to time and as need arises. It begins with the investigation of empty posts, and new ones in the different departments of various categories, followed by numerous steps to assign the best match for the job. The combined goal of each step is paving the path to future growth, expansion and development of the organization, and every step bears its own significance and it covers vast territories having an elongated explanation.
While, concentrating on the influence of training and compensation activities on the process of staffing, we should very well be aware that these two activities are integral parts of the process, just like petrol is to car.
If the needs of the organization are determined, and selection process has also been nicely conducted, now if the employees recruited do not know the actual way of working, although they have great potential, then definitely and in the long run the whole company would suffer. it would be like using a meat knife to cut through a piece of bread just because the knife hasn't been allowed to practice on complicated meat itself. Therefore, proper training would furnish the skills of the chosen candidates and eventually it would benefit the organization as the productivity of the personal will increase.
Hence, one should be aware what training actually is:
“Every time you get someone to do the work the way you want it done, you are training.” -R.C. DOOLEY
“Training is the act of increasing the knowledge and skill of an employee for doing a particular job.” -EDWARD B. FLIPPO
Training programs should not be carried out to match or compete another organization undertaking the same but to train its employees to better perform their tasks and to earn the objectives of the company.
Training helps in improving morale of employees, curtailing the accidents, improving chances of promotion, increasing the productivity, reducing labor turnover, introducing standard methods and to decrease the need for supervision during job performance.
Hence, training helps the personal to expand their horizons.
If staffing is done then none of the employees recruited would agree to work free of cost in an organization without any compensation for his employed skills and time.
Compensation refers to all work related payments, be it salary, pay, bonus, rewards, commission, insurance, etc. It merely refers to establishing a certain budget, setting the rules and criteria regarding payments in different scenarios depending on the performance, forming transparent compensation policies, and hence introducing attractive compensation for the employees.
The employer should take care of two major aspects:
>Is he over compensating?
>Is he under compensating?
Any of the above contrary acts can adversely affect the organization as more benefits would be given for lesser output attained from employees, or in on the contrary the employees would be exploited.
Also that, people will only be willing to work in an organization that gives them adequate benefits, thus moderate compensation can truly lift the image of organization not only in the eye of the employees but it would consequently mold the goodwill in the upward direction.
Therefore, while compensating the employees it should be kept in view that what level of employee is to be hired, his traits, skills, experience and abilities.
Hence, ignorance of training and compensation activities can adversely impact the staffing activities.