Clarify, how ‘staffing’ is termed as a part of ‘human resource management’.

Human resource management is a wider term as compared to staffing. It includes staffing, record keeping, personnel policies formulation, conducting personnel research, providing expert’s services, etc. Hence, staffing is a part of the human resource management and not all of it. The areas of human resource management can be divided into following categories:

(i) Recruitment: The primary function of the human resource manager is to find out the number of employees required by the organisation and make provision for their recruitment. To discharge this function he indulges himself in activities like recruitment, selection, placement, training, promotion, transfer, etc.

(ii) Providing Expert Services: Human resource manager renders certain services which require special knowledge, e.g., job evaluation, performance appraisal and negotiating with trade unions.

(iii) Developing Compensation and Incentive Plans: Human resource manager conducts research from time to time with the aim of improving upon the policies concerning personnel. On the basis of his research, he brings to the notice of top-level management new techniques in different fields of human resource management, such as suggesting new compensation and incentive plans.

(iv) Handling Grievances and Complaints: It is the responsibility of the human resource manager to establish cordial relations between the employers and the employees. To do this, he informs both the parties about the expectations of each other. In the event of disputes arising between them occasionally, he serves as a pacifier.

(v) Providing for Social Security and Welfare of Employees: It is a responsibility of the human resource management to formulate policies to provide social security and welfare of employees. These policies cover different aspects of employees, e.g., recruitment policy, selection policy, promotion policy, retirement policy, etc. While formulating these policies, human resource manager keeps in mind the interests of both of the organisation and the employees. Moreover, he also ensures proper implementation of these policies.

(vi) Defending the Company in Law Suits: In India, government has passed several legislative measures relating to the employees, such as, Workmen’s Compensation Act, Employees State Insurance Act, etc. It is the function of the human resource manager to enforce the provisions of such acts in his organisation.