Staffing in HRP Department, issuing orders, resolving conflicts, Communicating23rd February 2021
Staffing is the process of hiring eligible candidates in the organization or company for specific positions. In management, the meaning of staffing is an operation of recruiting the employees by evaluating their skills, knowledge and then offering them specific job roles accordingly.
Assess current HR capacity
The first step in the human resource planning process is to assess your current staff. Before making any moves to hire new employees for your organization, it’s important to understand the talent you already have at your disposal. Develop a skills inventory for each of your current employees.
Forecast HR requirements
Once you have a full inventory of the resources you already have at your disposal, it’s time to begin forecasting future needs.
Demand forecasting is the detailed process of determining future human resources needs in terms of quantity the number of employees needed and quality the caliber of talent required to meet the company’s current and future needs.
Supply forecasting determines the current resources available to meet the demands. With your previous skills inventory, you’ll know which employees in your organization are available to meet your current demand. You’ll also want to look outside of the organization for potential hires that can meet the needs not fulfilled by employees already present in the organization.
Following points should be observed while issuing orders to the subordinates:
- Few orders: Issue as few orders as possible. More orders than those that are absolutely necessary, if issued, will result in loss of independence and thus initiatives of subordinates will be suppressed.
- Clear orders: The orders should be absolutely clear. They create confidence in the mind of the subordinates about the clear understanding by the order given.
- Brief but complete orders: The orders should be as brief as possible but complete orders to convey fully what is intended to be done.
- Promptness: Professional form and proper tone in orders. Prompt issuing of order and proper use of technical words and phrases is essential for effective directing. Proper tone in issuing the orders should be observed.
- Legitimate scope of orders: The manager issuing the order should keep within his own domain. He must not encroach up on the sphere of the receiving executive.
- Follow up orders: Another important principle of direction is that once orders or instructions are issued, they should be followed up to see that they are executed, orthe instructions should be countermanded or withdrawn.
Workplace conflict is inevitable when employees of various backgrounds and different work styles are brought together for a shared business purpose. Conflict can and should be managed and resolved. With tensions and anxieties at an all-time high due to the current political divide and racial inequity discussions at work, the chances for workplace conflict have increased. This toolkit examines the causes and effects of workplace conflict and the reasons why employers should act to address conflict.
The first steps in handling workplace conflict belong, in most cases, to the employees who are at odds with one another. The employer’s role exercised by managers and HR professionals is significant, however, and is grounded in the development of a workplace culture designed to prevent conflict among employees to the extent possible. The basis for such a culture is strong employee relations, namely, fairness, trust and mutual respect at all levels. This toolkit offers suggestions to create such an organizational climate and includes methods to deal with employee grievances and conflicts.
Experts offer several causes of workplace conflict, including:
- Personality differences.
- Workplace behaviors regarded by some co-workers as irritating.
- Unmet needs in the workplace.
- Perceived inequities of resources.
- Unclarified roles in the workplace.
- Competing job duties or poor implementation of a job description—for example, placing a nonsupervisory employee in an unofficial position of “supervising” another employee.
- A systemic circumstance such as a workforce slowdown, a merger or acquisition, or a reduction in force.
- Mismanagement of organizational change and transition.
- Poor communication, including misunderstood remarks and comments taken out of context.
- Differences over work methods or goals or differences in perspectives attributable to age, sex or upbringing.
To manage conflict, employers should consider the following:
- Make certain that policies and communication are clear and consistent, and make the rationale for decisions transparent.
- Ensure that all employees not just managers are accountable for resolving conflict.
- Do not ignore conflict, and do not avoid taking steps to prevent it.
- Seek to understand the underlying emotions of the employees in conflict.
- Keep in mind that approaches to resolving conflict may depend on the circumstances of the conflict.
Communication is a vital management component to any organization. Whether the purpose is to update employees on new policies, to prepare for a weather disaster, to ensure safety throughout the organization or to listen to the attitudes of employees, effective communication is an integral issue in effective management.
The impact of effective communication
Effective communication may contribute to organizational success in many ways. It:
- Builds employee morale, satisfaction and engagement.
- Helps employees understand terms and conditions of their employment and drives their commitment and loyalty.
- Educates employees on the merits of remaining union-free (if that is the organization’s goal).
- Gives employees a voice an increasingly meaningful component of improving employees’ satisfaction with their employer.
- Helps to lessen the chances for misunderstandings and potentially reduces grievances and lawsuits.
- Improves processes and procedures and ultimately creates greater efficiencies and reduces costs.
Effective communication strategies:
- Safeguard credibility to establish loyalty and build trust.
- Maintain consistency to establish a strong employment brand.
- Listen to employees and to members of the leadership team.
- Seek input from all constituencies.
- Provide feedback.
- Prepare managers in their roles as organizational leaders.