There is little argument that the selection of competent people is vital to the success of an organization. The argument comes when two or more people attempt to define the term competent. From the organization planner's (that is, the concerned manager) point of view, the answer to the question of what constitutes competence may be found in the job definition itself. Positions should be staffed with people who can and will do the job. Jobs should not be designed to fit the qualifications of a particular person. This view may cause no problems for the manager who is staffing an entirely new organization, but for the manager upgrading an existing organization it means trouble. Consideration of the potential incumbent in the design of the job may contaminate many of the decisions that relate to job definition.
Staffing can be approached as a process. It involves analyzing job definitions to determine specifications against which potential job holders may be evaluated. This process can, and we think should, be used when analyzing the competence of an incumbent in any position. A compilation of the skills, knowledge, experience, and traits that are required for a job can be summarized to form the specification against which candidates can be evaluated.leia todo o artigo
