What is staffing? Roles and principles of staffing

What is Human Resources ? This is an important process that can affect the productivity and efficiency of employees in a business. So what is the specific definition of human resource management and roles?

1. What is human resource allocation?

Manpower allocation is the process of allocating and using human resources effectively to meet the requirements and objectives of the enterprise. This process includes: Identifying human resource needs, recruiting, training, developing, allocating and managing human resources to ensure they can do their best work and bring the highest performance to the business.

2. What is the role of human resource planning?

Human resource planning plays an important role in human resource planning, bringing good results to the business. Here are their benefits:

2.1. For businesses and organizations

Human resource allocation plays an important role for businesses. As a result, businesses can know how to operate better.

Contributing to support monitoring the current personnel situation in the enterprise, creating a more orderly company environment.
Helping businesses understand the exact number of employees available and the capacity to meet the job to maximize work efficiency.
Helping businesses easily solve human resource problems. At the same time, staff work is the basic foundation for carrying out activities to promote new positions, recruit or rotate personnel.
Used as a basis for the formation of personal allowances or compensation payments.

What is Human Resources?

2.2. For workers

The implementation of human resource planning also has a positive effect on employees. Thanks to production, workers can choose a more suitable direction.

- Support to help employees better understand their own capabilities to find suitable jobs.

- Help employees develop in the right direction, in accordance with their capacity to increase work efficiency.

3. What are the conditions for staffing?

So what is the father's condition for staffing? Here are the basic elements needed for HR:

For now

For departments

It is necessary to have a specific and clear human resource development orientation.
It is necessary to have a reasonable business strategy in accordance with the set budget and prepare a change plan for unexpected situations.
It is necessary to have a reasonable business strategy in accordance with the set budget and prepare a change plan for unexpected situations.
Have a specific plan for cash flow activities including investment and financing activities.
There should be a clear information system and regulations.

Understand the position, duties and authority of the job.
Define tasks and processes effectively.
Determine the exact number of transactions.
Determine qualification expectations and estimate placement outcomes.
Understand the degree of application of automation in work and data management systems.

4. Principles of staffing

When performing personnel manning , businesses need to follow certain principles below to ensure the most accurate:

4.1. Correlation ratio

Correlation ratio is an important principle in staffing. Enterprises applying the principle of correlation ratio will often rely on the number of personnel increase and decrease between years.

Rule	For example
The rate of increase or decrease compared to the previous year will correspond to the rate of increase or decrease in sales.	Enterprises whose revenue is determined to increase by 60% in 2022 will increase their staffing by 40%.
Correlation ratio between direct positions (manufacturing & sales) with the group of indirect employee positions.	Direct personnel - indirect personnel is 60% - 15% Staff - Manager is 70% - 10%.
Correlation between the amount paid to the management team and employees, direct and indirect employee groups.	If an enterprise has an expense-revenue ratio of 80%, the salary fund paid to the management team - employees will be 20% - 80%.

4.2. Labor norms

The principle of labor norms will be based on the quantity and quality of work to evaluate. Here are the details of specific boundary coefficients:

Rule	For example
Rates are based on volume. Applied to jobs associated with production or services, increasing according to the level of perfection of workers.	25 products/shift/person. 80 products/shift/line (group) 10 customers served/day.
Norms based on coefficient spending system Applies to business units.	Set of revenue targets (50 billion) and number of customers (300 guests) in the year.
Norm based on service object Apply to indirect block	1 HR employee corresponds to 50 people in the business.

4.3. Frequency and duration

Enterprises applying the principle of frequency and duration need to be evaluated based on the position and working frequency of the personnel.

Rule

For example

Determined based on job title, frequency and duration of tasks.
Usually applied to indirect block

The Accountant position includes the following duties:

Check vouchers, accounting, daily payment, 200 vouchers/day.
Work together with the tax inspector at the end of each quarter for a period of 4 days.

5. Steps to staffing in the enterprise

To implement effective human resource scheduling, businesses need to perform the following 5 basic steps in turn:

What is Human Resources?

5.1. Identify and forecast human resource needs

The first step to mention is that the business needs to determine the relative needs of human resources in the enterprise based on the development goals and strategies. Thereby, businesses need to clarify the following information:

In a specific time, it is necessary to recruit a large number of potential and highly specialized personnel.
Exact quantity per position, per part.
Necessary requirements for professional skills and qualities of personnel suitable for the position.

5.2. Situation Analysis

Next in this step, enterprises need to carefully analyze the quality of existing human resources. Enterprises will consider both the advantages and limitations of resources to conclude whether they can meet the current needs or not. In the process of business analysis should be divided into 2 groups of basic factors for easy tracking such as system factors and process factors.

5.3. Make the decision to increase/reduce manpower

Based on the carefully examined and analyzed personnel situation, enterprises will begin to selectively make decisions to increase or decrease personnel. This is an extremely important step in screening the employee system including the leadership department. Therefore, businesses should have a broad view of the situation and be careful to come up with the most optimal solution.

5.4. Plan

After completing the above 3 steps, the enterprise will continue to plan the appropriate staffing. If the staffing process is done properly, the human resources department can both save time and costs and help optimize human resources. Basic information that should be included in the plan:

Plan and schedule, time to recruit specific personnel.
Promotion and rotation of internal personnel.
Reallocating the number of personnel in departments, restructuring the enterprise structure.
Cutting personnel with poor expertise, low working performance and not bringing positive value to the company.

5.5. Evaluate the implementation of the plan

The final step to complete the staffing process is that the business needs to conduct a plan review to find out the errors that occur between the set goals and reality. Once the specific causes are understood, businesses will learn lessons and have a better direction in the future.

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What is staffing? Roles and principles of staffing

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3. What are the conditions for staffing?