Summary: The Importance Of Staffing

Staffing encompasses the ways in which company management employs and develops human resources for different roles within their company, both managerial and others. In order to do this, there must be an awareness of what manpower is required and how recruitment, selection, training and development for different positions will be undertaken. These processes are always ongoing as any organisation will have to retain and replenish its personnel continually (Ployhart et al., 2007). Managers must constantly monitor the number and make up of their workforce and look out for any gaps which need filling, as manpower requirements are continually in flux depending upon company expansion and development. Personnel also are in flux: as they resign, retire,

A company may have a wonderful product, but it will not sell without good salespeople. Equally, a company may buy in the highest quality raw material and machinery, but the production process requires skilled and diligent workers to assure quality products. For this reason, staffing is of vital importance in acquiring and retaining the workers a company needs to ensure its success. Good staffing procedures have the following benefits (Ployhart et al., 2007):

a) The company is enabled to procure suitable employees for its needs promptly. Staffing procedures enable managers to establish the number of workers needed and the qualifications and experience they should

It, therefore, follows that recruitment advertising which emphasises the uniqueness of a firm 's environment will be attractive as individuals will regard themselves as being a part of groups with the same attributes themselves which boost their own self-identity (Florén et al., 2016). Social identity theory argues that potential candidates who believe they are flexible, informal and unbureaucratic will want to join companies that exhibit, and have a staff that exhibits, such traits. Optimal distinctiveness theory argues that individuals want to have a positive social identity and that this can be bolstered by being part of a group, especially one which is seen as being different from others. The desire to be seen as standing out from the herd may be satisfied by the uniqueness that a small firm can offer. Signalling theory (Tucek, 2009) argues that if a small firm emphasises the uniqueness of its environment, it is more likely to attract candidates who value such things. As potential candidates do not know a firm inside out, they rely on clues from its recruitment stance to make assumptions about what it would be like working there (Suazo et al., 2009). The advantage which small firms have in recruiting processes of being able to emphasise their