Staffing principle

Staffing principle

In order to properly and effectively equip the required personnel according to the number and requirements of the positions required by the organizational structure, the following important staffing principles must be adhered to.


(1) The principle of choosing people

The so-called selection of people by reason means that all types of personnel who meet the standards should be selected according to the actual requirements of the positions and jobs. The purpose of selecting a person is to enable him to assume a certain position and to perform the work corresponding to the position as required. In order for the work to be completed satisfactorily and effectively, it is first required to arrange and set up positions under the premise of ensuring work efficiency, and secondly, the personnel occupying the position should have corresponding knowledge and work ability. Therefore, choosing people is the basic requirement for personnel matching, and it is also the first principle of staffing in the organization.


(2) Principles for the use of materials

The so-called use of materials refers to the work of arranging different requirements according to the different abilities and qualities of people. From the perspective of people in the organization, only by arranging work according to the characteristics of people can the full potential of people be fully utilized, and the enthusiasm of people's work can be stimulated to the maximum extent. If the school is not used, oversized or small, it will not only seriously affect the efficiency of the organization, but also cause the failure of the human resources plan.


(3) The principle of employing people

The so-called employer's strength means that when you use people, you can't ask for full blame. Managers should pay attention to the strengths of people. In reality, because people's knowledge, ability, and personality development are unbalanced, the task requirements in the organization are diverse. Therefore, the "generalist" and "all-round" in the full sense do not exist, even if they exist. Organizations do not have to choose to use this "generalist", but should choose the candidate that best suits the vacant position requirements. Effective management is to be able to take advantage of people's strengths and minimize their weaknesses.


(4) Principle of dynamic balance

Organizations in a dynamic environment are constantly changing and developing. The requirements of the organization for its members are also constantly changing. Of course, the ability and knowledge of people at work are constantly improving and enriching. Therefore, the coordination of people and things requires constant coordination and balance. The so-called dynamic balance is to make those who have sufficient ability to develop more important work in the organization, but also to make the ability and the people who do not meet the needs of the position to be identified and reasonably adjusted, and ultimately to achieve people and positions, The dynamic balance of work.