Organization’s structure in terms of departs is vital in preventing role overlap within organizations. One such department is the human resource department that plays a significant role in enhancing smooth workflow within the organization. One key area within the human resource department is its staffing function which is very critical in the general stability of the organization. Staffing involves sourcing of employees with the required competency to fill the required vacant positions within the organization to allow for smooth operations(John & Björkman, 2015). Hiring and retention of competent staff as well as addressing the inadequacies of the labor force in the organization is critical for the success of the organization.

Reasons why the HR department is critical in Staffing Area

The HR  department is critical in the area staffing role due to various reasons. Firstly, it aims at bringing a competent pool of labor who will aid in the production of quality products and in the provision of excellent services within the organization. This will lead to client satisfaction and growth of the company as a result of numerous clients that will be attracted by the quality of services provided. Secondly, HR aids in the upholding of the company’s reputation by ensuring fair employee selection and appraisal of workers. This is a critical role that determines the degree to which the integrity and openness component is upheld within the organization. Thirdly, HR is essential in the area of staffing since is aids in recruiting employees that have the capability to bring the desired change within the organization.

Ways in Which HR Impacts Staffing Area

HR impacts the staffing area in a number of ways. Firstly, HR carries out manpower planning by establishing the human resource requirement for each department. The final findings will be analyzed and proposals made to the managing board explaining the need for more personnel in the organization.

Secondly, the human resource before staffing carries out a job analysis for the various jobs that need to be filled by the employees to be recruited. The job analysis helps in assessing the job requirements, skills, and experiences expected of the potential job holder. Also, the HR department identifies the duties and responsibilities that the job demands so that appropriate individuals are selected(Miranda, Indrawati & Wulandari, 2018). Thirdly, HR impacts on the staffing role through job specification function. It determines the abilities and skills that a candidate should possess for them to be considered for the vacancies specified. This not only aids in having the right people filling the various vacancies but also avoids incidences of recruiting individuals based on biasness. Lastly, HR carries out a performance appraisal of employees. Performance appraisal is carried out with an aim of assessing the degree to which the employees’ performance matches the expected standards as well as the targeted goals(Shellenback, 2017). The findings of the appraisal are used to make necessary adjustments regarding employee role shifts so that the targeted organizational performance can be attained.

An organization experiences either positive or negative results in its performance based on the degree of competency employed  HR department in playing its roles.  For instance, increased organization’s profit margin will mean that the HR department recruited qualified staff that led to that development in the organization. Allegation claims of tribalism based on employee selection within an organization indicate that the HR department lacks integrity in carrying out its responsibilities. Lastly, employees’ positives progress in performance will suggest that the HR department has taken reasonable measures in employee appraisals and guidance in ensuring that the organization meets its targets.

References

John, S., & Björkman, I. (2015). In the eyes of the beholder: The HRM capabilities of the HR      function as perceived by managers and professionals. Human Resource Management   Journal, 25(4), 424-    442. doi:10.1111/1748-8583.12078

Miranda, S., Indrawati, S., & Wulandari, W. (2018). Analysis of mental workload in the human   resource department. Paper presented at the 1-5. doi:10.1109/ICSTC.2018.8528658

Shellenback, K. (2017). Mercer: HR Structures Today. Retrieved from:                                                       https://www.shrm.org/resourcesandtools/tools-and-samples/…/staffinghrfunction.aspx

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