NCERT Solutions for Class 12 Business Studies Principles and Functions of Management Chapter 6

Staffing Class 12

Chapter 6 Staffing Exercise Solutions

<< Previous Chapter 5 : Organising Next Chapter 7 : Directing >>

Short answerslong answers : Solutions of Questions on Page Number : 175

Q1 :  

Briefly enumerate the important sources of recruitment.

 


Answer :

Recruitment refers to the process of searching and attracting the required personnel for a job. In other words, it is the process of finding the potential candidates and instigating them to apply for the job. The following are the two important sources of recruitment.

i. Internal sources: Internal sources of recruitment refer to the sources that are within the organisation. That is, through internal sources the jobs are filled up from inside the organisation. It can take the form of transfers and promotions. Through transfers, the job of a specific profile is filled by shifting a suitable person working in another department of the organisation to the concerned department. Similarly, through promotions, higher position job vacancies in the organisation are filled by promoting the lower level employees.

ii. External Sources: External sources of recruitment refer to the sources of recruitment that are outside the organisation. Through external sources the jobs in an organisation are filled by bringing in new people. For example, one of the external sources of recruitment is 'direct recruitment' which involves putting up a notice board outside office and then following the recruitment process on a specified date. Similarly, placement agencies work as an external source as they act as a match maker for the job seekers and job providers.

Answer needs Correction? Click Here

Q2 :  

Define the staffing process and the various steps involved in it?

 


Answer :

Staffing process refers to the procedure of filling the vacancies and keeping them filled. It focuses on timely fulfillment of the human resource required within the organisation. According to 'Theo Haimann', 'staffing pertains to recruitment, selection, development, training and compensation of subordinate managers. This definition includes the steps involved in the staffing process. Following is a brief description of various steps involved in staffing.

(i) Estimation of the Required Manpower: The process of estimating manpower requirement is the basic step in the process of staffing. It refers to knowing the number and the kind of persons that are required in the organisation. Estimation process involves two steps-workload analysis and workforce analysis. Work load analysis implies an estimation of the number and the kind of persons required for various jobs. On the other hand, workforce analysis implies an estimation of the existing persons. The two-step analysis reveals whether there is any overstaffing or understaffing in the organisation and thereby, forms the basis of the staffing process. For example, a situation of understaffing would imply that more personnel are required to be appointed and a situation of overstaffing would imply that some of the existing personnel need to be removed. 

(ii) Recruitment/Searching: It refers to enlisting and searching the suitable candidates for the job. It is the process of searching the appropriate people for the job and influencing them to apply for the job. Recruitment creates a pool of prospective candidates for a job. It involves searching through various sources that includes internal sources (transfers and promotions) and external sources (advertising and placement agencies). It forms the basis for the selection process by attracting the aspirants towards the organisation. 

(iii) Selection: Selection involves choosing the right candidate out of the gathered pool of aspirants which is created after recruitment process. It is a rigorous procedure and comprises of series of tests, interviews, etc. The candidates who are not able to negotiate the selection process are rejected. It ensures that only the competent and the best ones are selected for the job. It is a highly important process as it forms the basis for working efficiency of the organisation.

(iv) Induction and Placement: Once the selection is done it becomes important to make the selected employees familiar with the working environment of the organisation. Induction involves giving a brief overview about the workplace, introducing them to other employees and the managers and making them comfortable with the work environment. Placement refers to occupying the position by the employee for which he has been selected. 

(v) Training and Development: Next step in the staffing process is training and development of the employee. Both the process emphasise on improving the employee competence. Training is a process of increasing the employee's capabilities and skills required for performing the job. Development, on the other hand, focuses on the overall growth of the employee by enhancing his thinking and understanding capabilities. They help the workers to upgrade their knowledge and increase their efficiency. Moreover, training and development motivates the workers and provides them opportunities for growth and career development. 

(vi) Appraisal: Performance appraisal is an important aspect of any organisation as it helps in evaluating the work of the individuals. Appraisal implies assessing the performance of the employee against certain predetermined standards. In addition, under performance appraisal the superior provides proper feedback to the employee so that right measures can be taken for increasing the working efficiency.

(vii) Promotions: Every employee needs encouragement and motivation for continuing the work with right efficiency. Promotion of the employee in terms of position, pay, etc. helps in providing job satisfaction to the employee and encourages them to realise their potential. Promotions serve the long term interests of the employees.

(viii) Compensation: Worth of the job is an important aspect to determine. All organisations need to establish the right pay or salary for each job. Compensation entails the price of a job along with the rewards that the employee deserves. Compensation provided to the employee can be in direct terms (that is, wages and salaries) as well as in indirect terms (such as insurance, bonus, etc.).

Answer needs Correction? Click Here

Q3 :  

What is meant by recruitment? How is it different from selection?

 


Answer :

Please Register/Login to get access to all solutions Facebook Login
Q4 :  

Explain the procedure for selection of employees.

 


Answer :

Please Register/Login to get access to all solutions Facebook Login
Q5 :  

Define training. How is it different from education?

 


Answer :

Please Register/Login to get access to all solutions Facebook Login
Q6 :  

What are the advantages of training to the individual and to the organisation?

 


Answer :

Please Register/Login to get access to all solutions Facebook Login
Q7 :  

Distinguish between training and development.

 


Answer :

Please Register/Login to get access to all solutions Facebook Login
Q8 :  

The staffing function is performed by every manager and not necessarily by a separate department. Explain.

 


Answer :

Please Register/Login to get access to all solutions Facebook Login
Q9 :  

Why are internal sources of recruitment considered to be more economical?

 


Answer :

Please Register/Login to get access to all solutions Facebook Login
Q10 :  

What is the importance of staffing function in today's environment?

 


Answer :

Please Register/Login to get access to all solutions Facebook Login
<< Previous Chapter 5 : Organising Next Chapter 7 : Directing >>

Principles and Functions of Management - Business Studies : CBSE NCERT Exercise Solutions for Class 12th for Staffing will be available online in PDF book form soon. The solutions are absolutely Free. Soon you will be able to download the solutions.

Popular Articles