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STAFFING PRACTICES IN
SMALL AND MEDIUM SCALE BUSINESSES
ABSTRACT
This research work has attempted to identify the
critical functions of staffing and their importance to small and medium scale
businesses.
In carrying out the research work a sample size of
forty small businesses in Benin city was chosen. Data were gathered through
questionnaires and personal interview to examine the staffing practices in
these small businesses.
In carrying out this work, it was found that the
staffing function in small businesses is carried out by the owner/managers of
the businesses. There is no unique way for ascertaining the staffing needs in
these businesses. Recruitment is done mainly by family, friends and staff recommendation.
For staffing to be
effective as a function of management, proper manpower planning should be
done.
Proper job analysis
will lead to having the right staff, at the time and at the right place.
Training is needed at all levels of management. Objective of performance
evaluation should be stated to enhance its effectiveness.
TABLE OF CONTENTS
Title Page
Table of
Contents
Abstract
CHAPTER ONE: INTRODUCTION
Background of the
Study
Statement of the Research Problem
Objectives of the Study
Scope
of the
Study
Significance of the
Study
Limitations of the
Study
CHAPTER
TWO: LITERATURE REVIEW
Small and Medium Scale
Enterprises
Staffing as a Function of
Management
Manpower
Planning
Job Analysis
Recruitment
Selection
Placement
Training and Development
Performance
Appraisal
Separation
Situational Factors Affecting
Staffing
CHAPTER THREE:
RESEARCH METHODOLOGY
Introduction
Research
Design
Method of Data
Collection
Research Instrument
Sample and Sample
Size
Method of Data
Analysis
CHAPTER FOUR:
Data Presentation and
Analysis
CHAPTER
FIVE: SUMMARY, FINDINGS, RECOMMENDATIONS AND CONCLUSION
Summary
Recommendations
Conclusion
Bibliography
Appendix
CHAPTER ONE
INTRODUCTION
BACKGROUND OF THE
STUDY
Staffing is one of
the most important functions of management. It is an aspect of human resource
management that includes finding sufficient number of people who will take up
employment in the business and selecting from this number those to whom employment
will be offered. The staffing function is housed in the human resource or
personnel department of most large organizations while in smaller organizations
where there is often the absence of a well defined separate personnel
department, the process of staffing is conducted by the manager or owner of the
business.
However, whether small, medium or large
scale enterprise the purpose of staffing is ensuring that positions within the
organization are filled and remain filled with competent workers doing the work
of the organization to ensure that goals are met. Most writers have agreed that
staffing is composed of the following parts; recruitment, selection, placement,
training and development, employee appraisal and separation. From this it can be
concluded that staffing involves processes related to balancing the workload
with available resources, recruiting, selecting among candidates for open
positions, employees leaving the Organization, and transitioning into new
positions (Carnegie Mellon University 001:109). Human resource is considered
the most valuable yet the volatile and potentially unpredictable resource which
an organization utilizes. If an organization fails to place and direct human
resources in the right areas of the business, at the right time and at the
right cost, serious inefficiencies are likely to arise creating considerable
operational difficulties and likely business failure (Bramham 1990: Smith
1971). Acquiring and maintaining an adequate staff is the best asset an
organization can have (Clifford: 1989:145).
Finding and keeping
good employees is not a matter of luck but rather the result of aggressive
recruitment, careful selection, proper training and motivation and thoughtful
management. This may include careful manpower planning to reconcile the
organization’s need for human resources with the available supply of labour in
the local and national labour market.
STATEMENT OF THE
RESEARCH PROBLEM
This research work is going to provide
answers to the following questions.
1. How
do small businesses determine their staffing needs?
2
How do they recruit and select new employees?
3.
How do small-scale companies determine the right
training and development programs for their employees?
4.
How do small-scale companies evaluate the job
performance of their employees?
5.
How is the entire staffing function carried out in small-scale businesses?
OBJECTIVES OF THE
STUDY
This study has the following
objectives.
1.
To find out the methods adopted to ascertain the
staffing needs of their companies.
2.
To ascertain the recruitment methods adopted by
the firm.
3.
To find out if the firms understudy organize
training and development programmes for their employees from time to time.
4. To
determine how job performance is evaluated.
5.
To ascertain the procedures involved in the
entire staffing process of the organizations.
SCOPE
OF THE STUDY
This research work focuses on staffing
in small and medium scale enterprise. That is, finding out the common trend
used by small and medium scale enterprises. But intense study will be done in
few organizations in Benin City, Edo State.
SIGNIFICANCE
OF THE STUDY
This
work is significant because it will produce data that will be useful to:
·
To entrepreneurs
·
To personnel managers
·
The researcher and student of management on staffing practices of small and
medium scale organizations.
LIMITATIONS OF THE
STUDY
The case study research design has
limitations because staffing is to be studied in only few companies. This will
make it difficult to generalize the findings to other companies.
The questionnaire method of data collection is limited
to verbalized responses to predetermined answer to questions. The structured
and standardized format of the questionnaire may force the respondents to give
answers that they do not fully endorse. The limitations are due to time and
money constraint.
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