Staffing Versus HR: The Differences and Similarities Your Management Should Know - Colorado Network Staffing (2024)

FAQs

What is the difference between HR and staffing? ›

HR and staffing can be seen as one in the same, or staffing can be an extension of, or specialty of a Human Resources Department. When we provide screened, quality applicants for direct placement, and temp or temp-to-hire employees to our clients, we've done it as though we are employees of your company.

One of the primary distinctions between the two is the strategic thinking, planning, and accountability of workforce management solutions — something that is beyond the scope of staffing. Workforce management considers the employee, employer, and customer/guest experience.

Staffing is the managerial function of recruitment, selection, training, developing, promotion and compensation of personnel. Staffing may be defined as the process of hiring and developing the required personnel to fill in the various positions in the organization.

The talent management team is directly responsible for employees. These HR specialists recruit, hire, develop, engage, and retain your company's employees. To do that, they need hard skills like data management, soft skills, and a formidable attention to detail. Recruiters build your company's workforce.

Unlike domestic HRM that is mainly concerned with local/national compliance, IHRM largely focuses on monitoring international taxation laws, employment protocols, language proficiencies, work visas & permits, etc., for a global workforce. This is one of the crucial differences between global vs. local HRM.

HR associates perform higher-level tasks than HR assistants – while the HR assistant will mostly handle administrative tasks the HR associate may have some responsibility for policy direction, leading meetings such as exit interviews and making decisions such as which medical insurance policies to go for.

In management, staffing is an operation of recruiting the employees by evaluating their skills and knowledge before offering them specific job roles accordingly. A staffing model is a data set that measures work activities, how many labor hours are needed, and how employee time is spent.

The role and purpose of staffing is to find employees with the right talent and place them in specific positions to improve business value. It aims to optimally utilize human resources and their skills to not only fill vacant positions but also to meet both current and future business needs.

The functions of staffing, which by itself is a function of management, are requisition, selection, training, placement, transfer and compensation. They can be carried out by an in-house HR team or by a temp agency or staffing company.

Staffing decisions are to be made based on the merit principle e.g., qualifications, relative ability, knowledge and skills. Objectivity, fairness, and consistency guide all selection activities. Confidentiality must be maintained by staff involved in the staffing process.

Who is responsible for staffing? ›

Staffing is the responsibility of all managers because it is a continuous process. Every manager at all levels of an organisation is responsible for effective planning and execution of the staffing function.

It involves linking business strategies to future manpower needs, forecasting labour demand and supply, and laying down the human resource (HR) plan to meet the labour needs. Thereafter, staffing is carried out, which typically involves recruitment, selection, and placement.

Recruiting services are focused on finding permanent employees for an organization, while staffing services are focused on providing temporary or contract employees as needed. There are times when an organization needs both recruiting and staffing services.

Staffing definition

Staffing refers to the continuous process of finding, selecting evaluating and developing a working relationship with current or future employees. The main goal of staffing is to fill the various roles within the company with suitable candidates.

This plan will, or should contain a roles and responsibility description, organisation charts, and a staffing management plan. So, they are related, but not the same scope i.e. the SMP is specific scope whereas the HRMP is the overall strategy.