CBSE Class 12 Case Studies In Business Studies – Staffing

STAFFING Staffing: Definition Staffing is concerned with obtaining, utilising and maintaining a satisfactory and satisfied work force.

Importance of the Staffing

  • It helps in discovering and obtaining competent personnel for various jobs within an organisation.
  • By putting right person on the right job, it leads to a higher performance of the employees.
  • It ensures the continuous survival and growth of the enterprise through the succession planning for managers.
  • It helps to ensure optimum utilisation of the human resources.
  • It improves job satisfaction and morale of the employees through objective assessment and fair rewarding for their contribution.

Steps Involved in the Staffing Process

  • Estimating the manpower requirements on the basis of workload analysis and workforce analysis.
  • Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organisation.
  • Selection is the process of choosing from among the pool of the prospective job candidates developed at the stage of recruitment.
  • Placement and Orientation is done by giving the charge of the post to the employee for which he has been selected. It also includes introducing him to the other employees and familiarising him with the rules and policies of the organisation.
  • Training and development is done in order to ensure continuous learning of their employees so that they contribute effectively and efficiently towards the realisation of the organisational goals. Training is given to make a person job fit whereas development seeks to increase their potential for higher level jobs.
  • Performance appraisal is undertaken to evaluate the worth of an employee to the organisation.
  • Promotion and career planning are an integral part of people’s career and enhance their job satisfac tion.
  • Compensation refers to all forms of pay or rewards going to employees.

HUMAN RESOURCES MANAGEMENT Human Resource Management: Definition Human Resource Management refers to the process of managing the employees within an organisation as human factor is recognised as the most important instrument of success in an organisation.

  • Staffing is considered to be an inherent part of human resource management as it deals with the human element of management and is concerned with obtaining, utilising and maintaining a satisfactory and satisfied work force.

Scope of Human Resource Management:

  • Recruitment
  • Analysing jobs, collecting information about jobs to prepare job descriptions.
  • Developing compensation and incentive plans.
  • Training and development of employees for efficient performance and career growth.
  • Maintaining labour relations and union management relations.
  • Handling grievances and complaints.
  • Providing for social security and welfare of employees.
  • Defending the company in law suits and avoiding legal complications

RECRUITMENT Recruitment: Definition Recruitment may be defined as the process of searching for prospective employees and stimulating them to apply for jobs in the organisa tion.

Sources of Recruitment

  • Direct Recruitment
  • Casual Callers
  • Advertisement
  • Employment Exchange
  • Placement Agencies and Management
  • Consultants
  • Campus Recruitment
  • Recommendations of Employees
  • Labour Contractors
  • Advertising on Television
  • Web Publishing

SELECTION Selectiort: Definition Selection is the process of choosing the best candidate from a pool of applicants for the job.

Important Tests Used for Selection of Employees:

  • Intelligence Tests include important psychological tests used to measure the level of intelligence quotient of an individual.
  • Aptitude Test is a measure of an individual’s potential for learning new skills.
  • Personality Tests give an insight into a person’s emotions, reactions, maturity and value system etc.
  • Trade Test seek to measure the existing skills of the individual.
  • Interest Tests are used to know the pattern of interests or involvement of a person.

Steps in the Process of Selection

  • Preliminary Screening of the applications is done to eliminate those applicants who do not fulfill the minimum requirements of the job.
  • Selection Tests help in an objective assessment of certain characteristics of individuals and is free from personal bias.
  • Employment Interview is a face-to- face interaction between the interviewer(s) and prospective candidate.
  • Reference and Background check is carried out for the purpose of verifying information and gaining additional information about an applicant.
  • Selection Decision is made from among the candidates who pass the tests and interview.
  • The selected candidates are asked to undergo a medical examination before the job offer is made.
  • Job Offer is made to those applicants who have passed all the previous tests.
  • Contract of Employment is issued to the selected candidate and includes information like job title, duties, responsibilities, date of joining, pay and allowances, etc. if the applicant accepts the job offer.

Differences between Recruitment and Selection

  TRAINING AND DEVELOPMENT Training: Definition Training is the process of increasing the knowledge and skill of the employees to perform specific jobs.

Development: Definition Development is the process of the overall growth of a person in all aspects.

Benefits of Training to the Organization

  • Training imparts systematic learning to employees thereby helping to avoid wastage of efforts and money and is considered better than the hit and trial method.
  • It increases the employees’ productivity both in terms of quantity and quality, leading to higher profits.
  • Training increases the morale of the employees and reduces absenteeism and employee turnover.
  • It helps in obtaining effective response to fast changing environment – technological and economic.
  • Training equips the future manager who can take over in case of emergency.

Benefits of Training to the Employee

  • Training leads to better career of the individual due to improved skills and knowledge during training.
  • It helps an individual earn more due to increased productivity.
  • It makes the employee more efficient in handling machines and less prone to accidents.
  • It increases the satisfaction and morale of employees.

Methods of Training:

  • Internship Training is a method for providing on the job training to the employees through a joint programme in which educational institutions and business firms cooperate. The learners carry on with their regular studies for the prescribed period. They also work in some factory or office to acquire practical knowledge and skills related to their specific field of expertise.
  • Vestibule training is a popular method for providing off the job training through which the trainees learn their jobs on the equipment they will be using at tKeir actual work place. This is usually done when employees are required to handle sophisticated machinery and equipment.
  • Induction training is given to the new employees in order to familiarise them with the key employees of the organisation and give information about the working of the organisation.
  • Apprenticeship training is provided to the people seeking to enter skilled jobs like plumbers, electricians or iron workers. They are provided training under the guidance of a master worker.

Differences between Training and Development

LATEST CBSE QUESTIONS

Question 1. Why is ’employment interview’ conducted in the process of selection? (CBSE, Delhi 2017) Answer: An employment interview is a formal, in-depth conversation conducted to evaluate the applicant’s suitability for the job in the process of selection. At the same time the interviewee may also seeks information from interviewer (if needed).

Question 2. Alpha Enterprises is a company manufacturing water geysers. The company has a functional structure with four main functions-Production, Marketing, Finance and Human Resource. As the demand for the product grew, the company decided to hire more employees. Identify the concept which will help the Human Resource Manager in deciding the actual number of persons required in each department. (CBSE, Delhi 2017) Answer: Workload analysis is the concept which will help the Human Resource Manager in deciding the actual number of persons required in each department.

Question 3. Explain briefly ‘transfers’ and ‘promotions’ as internal sources of recruitment. (CBSE, Delhi 2017) Answer:

  • Transfer: Transfers involves a horizontal movement of employees. In case of transfers an employee is shifted from one job to another, one department to another or from one shift to another. However, the salary remains unchanged and it may not result in any substantive change in the responsibilities and status of the employee. It is a good source of filling the vacancies with employees from over-staffed departments and is thus helpful in avoiding termination and in removing individual problems and grievances. At times it serves as a useful tool for training of employees for learning new jobs skills .
  • Promotion: Promotion is a vertical shifting of employees to a higher position, thereby increase in the responsibilities, facilities, status and salary. It helps to boost the morale, loyalty and level of job satisfaction of the employees. Moreover, a promotion at the higher level may lead to a chain of promotions at lower levels in the organisation.

Question 4. Why is ‘Aptitude Test’ conducted in the process of selection? (CBSE, OD 2017) Answer: An aptitude test seeks to measure the potential of individuals for learning new skills.

Question 5. Bhagwati Enterprises is a company engaged in the marketing of air-conditioners of a famous brand. The company has a functional structure with four main functions—Purchase, Sales, Finance and Staffing. As the demand for the product grew, the company decided to recruit more employees. (CBSE, OD 2017) Idetify the concept which will help the Human Resource Manager to find out the number and type of personel availale so that he could decide and recruit the required number of persons for each department. Answer: Workforce analysis will help the human resource manager to find out the number and type of personnel available in the organization.

Question 6. Explain briefly ‘Casual Callers’ and ‘Labour Contractors’ as external sources of recruitment. (CBSE, OD 2017) Answer:

  • Casual callers: Casual callers is considered to be relatively cheaper source of recruitment in comparision to the other sources. This is because the organizations has to primarily maintain a database in their offices of the unsolicited applicants who sent their resume in anticipation of job prospects. As an when a vacancy arises in the organization such job-seekers may be screened.
  • Labour contractors: Labour contractors proves to be a very useful resource for appointing the required number of unskilled workers at short notice. However, if the labour contractors who themselves are the employees of the organization decide to leave it for any reason then all the workers recommended by him are also likely to leave the work along with him.

Question 7. Human Resource Management includes many specialized activities and duties which the human resource personnel must perform. In the light of this statement, explain any four such duties performed by Human Resource Manager. (CBSE, Sample Paper, 2017) Answer: Human Resource Management includes many specialised activities and duties which the human resource personnel must perform. These duties are stated below:

  • Recruitment i.e., search for qualified people and stimulating them to apply for the job within the organisation.
  • Prepare job descriptions by analysing jobs, collecting information about jobs etc.
  • Developing suitable compensation and incentive plans for the employees.
  • Designing appropriate training and development of employees to foster efficient performance and career growth.

Question 8. Resolutions Pvt. Ltd. is a publishing company. Its book on Business Studies for class XII is in great demand. As a result, the employees in the marketing department are always racing against time. The employees have to work overtime and on holidays to cater to the demand. Managers in the marketing department are under stress as they have to handle more than two territories. The work stress has led to dissatisfaction among the employees and managers.

  • Name and explain the step of staffing process which has not been performed properly.
  • State the next two stages immediately following the step identified in part ‘a’. (CBSE, Sample Paper, 2017)
  • The step of staffing process which has not been performed properly is: Estimation of manpower requirements: It is the first step in the staffing process and is carried out with the help of workload analysis (assessment of the number and types of human resources necessary for the performance of various jobs and accomplishment of organisational objectives) and work force analysis (assessment of the number and type available).
  • Recruitment: Recruitment may be defined as the process of searching for prospective employees and stimulating them to apply for jobs in the organisation.
  • Selection: Selection is the process of choosing the best candidate from a pool of applicants.

Question 9. Joseph Bros is a firm manufacturing jute lampshades. It uses leftover jute pieces from various jute factories to manufacture economical lampshades which are supplied to various hotels in nearby towns. It employs men and women from nearby villages as workers for creating good lampshade designs. Joseph Bros, is not able to meet its targets. Namish, the supervisor of the company, was told to analyse the reasons for the poor performance. Namish found the following problems and suggested certain solutions in the working of the business. The number of workers employed was less than what was required for the work. As a result, the existing workers were overburdened. The firm decided to search for new workers and it asked the present employees to introduce candidates or recommend their friends and relatives to the firm. This enabled the firm to ‘put people to jobs’ and assured the attainment of objectives according to plans.

  • Identify the functions of management being performed by the firm in the above situation.
  • Name the concept and its source used by the firm to attract more workers for the firm.
  • State any two values being followed by Jacob Bros. (CBSE, Sample Paper 2016)
  • The ‘Staffing’ function of management is being performed by the firm.
  • Recruitment is the concept used by the firm to attract more workers to the firm. The firm is planning to use the external source of recruitment i.e ‘Recommendation of present employees’ to attract more workers to the firm.
  • Generating employment
  • Optimum utilisation of resources.

Question 10. Aakansha, Nikita and Parishma are the owners of a handicraft unit in the urban area of Dibrugarh in Assam, which is involved in the manufacturing and marketing of Sital Pati, traditional mats and Jappi (the traditional headgear). They decided to shift this manufacturing unit to a rural area with an objective of reducing the cost and providing job opportunities to the locals. They followed the functional structure in this organisation with a view to increasing managerial and operational efficiency. They assessed and analysed the type and number of employees required, keeping in mind that they had to encourage the women and the people with special needs belonging to the rural area. State the next three steps that they will have to undertake for obtaining a satisfied workforce for their handicraft unit. (CBSE, Sample Paper 2016) Answer: The next three steps that they will have to undertake for obtaining a satisfied workforce for their handicraft unit are as follows:

  • Placement and Orientation: Placement refers to the process of giving the charge of the job for which the employees have been appointed. Orientation may involve a series of activities related to introducing the new employee to other employees and familiarising him with the rules and policies of the organisation. Moreover, he is taken around the workplace and made aware of the fire safety policy, canteen, conference room etc.

Question 11. Mrs. Rajlaxmi is working as the Human Resource Consultant in a firm that manufactures cosmetics, which is facing a problem of high employee turnover. The CEO of the company has invited suggestion from her for retaining the talented employees and reducing the employee turnover. Mrs. Rajlaxmi recommends that the good employees be rewarded in a way that it creates a feeling of ownership among the employees and at the same time, makes them contribute towards the growth of the organisation.

  • Identify the incentive and explain its type which has been suggested by Mrs. Rajlaxmi to the CEO of the company.
  • Also explain any two other incentives of the same type. (CBSE, Sample Paper 2016)
  • Co-partnership / stock option, which is a type of financial incentive, has been suggested by Mrs. Rajlaxmi to the CEO of the company.
  • Retirement Benefits: An organisation may provide several retirement benefits to its employees after their retirement such as provident fund, pension and gratuity which provide financial security. These benefits serve as an incentive when they are in service in the organisation.
  • Perquisites: In many companies perquisites and fringe benefits are offered over and above the salary such as car allowance, housing, medical aid, and education to the children etc.

Question 12. Ashish, the Marketing Head, Raman, the Assistant Manager and Jyoti, the Human Resource Manager of Senor Enterprises Ltd. decided to leave the company. The Chief Executive Officer of the company called Jyoti, the Human Resource Manager and requested her to fill up the vacancies before leaving the organisation. Informing that her subordinate Miss Alka Pandit was very competent and trustworthy, Jyoti suggested that if she could be moved up in the hierarchy, she would do the needful. The Chief Executive Officer agreecs for the same. Miss Alka Pandit contacted Keith Recruiters who advertised for the post of marketing head for Senor Enterprises Ltd. They were able to recruit a suitable candidate for the company. Raman’s vacancy was filled up by screening the database of unsolicited applications lying in the office.

  • Name the internal/external sources of recruitment used by Senor Enterprises Ltd. to fill up the above stated vacancies.
  • Also state any one merit of each of the above identified source of recruitment. (CBSE, Delhi 2016)
  • The vacancy for the post of Human Resource Manager has been filled up through Promotion.
  • The vacancy for the post of Marketing Head has been filled up through the Placement Agencies and Management Consultants.
  • The vacancy for the post of Assistant Manager has been filled up through Casual Callers.
  • Promotion: It boosts the morale of not only the employee who is promoted but also of other employees as they get an assurance that their competence will also be recognised in due course.
  • Placement Agencies and Management Consultants provide specialised services to the organisations to recruit technical, professional and managerial personnel at middle and top level.
  • Casual Callers as a source of recruitment reduces the cost of recruiting workforce in comparison to other sources.

Question 13. Zenith Ltd. is a highly reputed company and many people wanted to join this company. The employees of this organisation are very happy and they discuss how they came in contact with this organisation. Aman said that he was introduced by the present Sales Manager, Mr. John. Benu said that he had applied through the newspaper and was appointed as the H.R. Manager. Vaibhav said that he was neither related to any employee of the organisation nor was there any advertisement in the newspaper, even then, he was directly called from IIM Ahmedabad from where he was about to complete his MBA.

  • The above discussion is indicating an important function of management. Name the function of management.
  • The management function identified in part (1) follows a particular process. Explain the step of this process which is being discussed in the above paragraph. (CBSE, Sample Paper 2015)
  • The function of management being referred to in the above lines is ‘Staffing’.
  • Recruitment is the step in the staffing process which is being discussed in the above paragraph. Recruitment may be defined as the process of searching for prospective employees and stimulating them to apply for jobs in the organisation. The various sources of recruitment mentioned in the above paragraph are: Aman: Recommendation of present employee. Benu: Advertisement in newspaper Vaibhav: Campus recruitment.

Question 14. Blue Heavens Ltd. purchased a new machinery from Germany for manufacturing some auto components. It was a cost-effective and quality production machine but during the production process, manager observed that the quality of the production was not as per standards. On investigation, it was found that there was lack of knowledge of using these hi-tech machines. So, frequent visits by engineers were required from Germany but this resulted in high overhead charges. Suggest what can be done to develop the skills and abilities of employees for producing quality products by using these hi-tech machines. Also state how the employees or the organisation will be benefited by your suggestion. (CBSE, Sample Paper 2015) Answer: Training should be provided to the employees to develop their skills and abilities for producing quality products by using these hi-tech machines. The benefits of imparting training to the employee are as follows:

  • Better career: Training leads to better career opportunities for the employees as it helps to improve their skills and knowledge of doing the job.
  • Increased earnings: Training leads to increased performance by the employees thereby helping them to earn more.
  • Increased efficiency: Training makes the employees more efficient in handling machines and less prone to accidents.
  • Improved motivation: Training increases the satisfaction and morale of employees thereby motivating them to work with greater enthusiasm.

Question 15. The workers of Gargya Ltd. are unable to work on new computerised machines imported by the company to fulfill the increased demand. Therefore, the workers are seeking extra guidance from the supervisor and the supervisor is overburdened with frequent calls of the workers. Suggest how the supervisor, by increasing the skills and knowledge of workers, can make them handle their work independently. Also state any three benefits that the workers will derive by the decision of the supervisor. (CBSE, OD 2015) OR The workers of Vyam Ltd. are unable to work on new and hi-tech machines imported by the company to fulfill the increased demand. Therefore, the workers are seeking extra guidance from the supervisors. The supervisor is overburdened with the frequent calls of workers. Suggest how the supervisor, by increasing the skills and knowledge of workers, can make them handle their work independently? Also state any three benefits that the workers will derive by the decision of the supervisor. (CBSE, Delhi 2015) Answer:

  • The supervisor may provide Vestibule training to the workers in order to enable them handle their work independently. Vestibule training is a popular method for providing off the job training during which the trainees learn their jobs on the equipment they will be using at their actual work place. This is usually done when employees are required to handle sophisticated machinery and equipment.
  • Increased earnings: Training leads to increased performance by the employees thereby helps them to earn more.

Question 16. Mohit Gupta is working with Yellow Security Services Ltd. He is also recruiting security guards for the company. The company provides security services in Delhi and Noida at short notice to various companies. The guards are recruited on a temporary basis. The guards provided by this company are known for their honesty and punctuality. Mohit Gupta is well-known in his village for providing employment to unskilled people.

  • Name the source of recruitment used by Yellow Security Services Ltd.
  • State any one disadvantage of this source of recruitment.
  • Identify the need of security guards which is being fulfilled by the company as per Maslow’s need hierarchy.
  • Identify any two values communicated to society in the above stated case. (CBSE, OD 2015)
  • External source of recruitment i.e. Labour contractor has been used by Yellow Security Services Ltd.
  • One disadvantage of the external source of recruitment is that the new employees may take longer time to settle in the organisation.
  • The basic physiological needs of the security guards are being fulfilled by the company.
  • Reliability /Dependability
  • Generating employment opportunities

Question 17. Prashant, the Director of a company, is planning to manufacture rugs for utilising waste materials from one of his garment factories. He decided that this manufacturing unit will be set-up in a rural area so that people of that area will have more job opportunities. For this, he wanted four different heads for Sales, Accounts, Purchase and Production Departments. He decided that one of them will be a differently-abled person, another from a minority community and one from a disadvantaged section of society. He gave an advertisement in the newspaper for the above vacancies.

  • Identify and state the next three steps Prashant has to follow in the staffing process after advertising for the above vacancies.
  • Identify any two values that Prashant wants to communicate by setting up this manufacturing unit. (CBSE, OD 2013)
  • Placement and Orientation: Placement refers to the process of giving the charge of the job for which they have been appointed. Orientation may involve a series of activities related to introducing the new employee to other employees and familiarising him with the rules and policies of the organisation. Moreover, he is taken around the workplace and made aware of the fire safety policy, canteen, conference room etc.
  • Training and Development: Organisations either have in-house training centres or make alliances with training and educational institutes. This is done to ensure continuous learning of their employees in order to strengthen their competencies for both present and future jobs. This helps to motivate them and enables them to perform better and contribute more towards the realisation of the organizational effectiveness and efficiency.
  • Optimum utilisation of resources
  • Rural development.

Question 18. Nishant, the director of a garment company, is planning to manufacture bags for the utilisation of waste material from one of his garments unit. He has decided that his manufacturing unit will set-up in a rural area of Odisha where people have very few job opportunities and labour is available at very low rates. He also thought of giving equal opportunities to men and women. For this, he wanted four different heads for sales, accounts, purchase and production. He gave an advertisement and short listed ten candidates per post after conducting different selection tests.

  • Identify and state the next three steps for choosing the best candidate out of the short¬listed candidates.
  • Also identify two values which Nishant wants to communicate to society by setting up this manufacturing unit. (CBSE, Delhi 2013; OD 2013)
  • Employment Interview: It is a face-to-face interaction between the interviewers and prospective candidate. It involves a formal, in-depth conversation that is conducted to evaluate the applicant’s suitability for the job.
  • Reference and Background Checks: At the time of filling up of the job application form,the prospective candidates are required to provide names, addresses, and telephone numbers of references for the purpose of verifying information and gaining additional information about him/her.
  • Selection Decision: The final decision about the selection is made from among the candidates who pass the tests and interview.
  • Rural development
  • Gender equality

Question 19. Harish, the director of a company, is planning to manufacture stuffed toys for utilising waste materials from one of his garment factories. He decided that this manufacturing unit will be set-up in a rural area so that people of that area will have more job opportunities. For this, he selected Rehman, Anita Banerjee, Harpreet Kaur and Umesh (a differently abled but very intelligent and creative person in designing) as the heads of Sales, Accounts, Purchase and Production Departments respectively.

  • Identify and state the next three steps that Harish has to follow in the staffing process after selecting the heads of different departments.
  • Identify any two values that Harish wants to communicate by setting-up this manufacturing unit. (CBSE, Delhi 2013)
  • Training and Development: Organisations either have in-house training centres or make alliances with training and educational institutes. This is done to ensure continuing learning of their employees and in order to strengthen their competencies for both present and future jobs. This helps to motivate them and enables them to perform better and contribute more towards the realisation of the organizational effectiveness and efficiency.
  • Performance Appraisal: It is a process of evaluating the worth of an employee to the organisation. It may be done in both formal and informal way. The process performance appraisal includes defining the job, appraising performance and providing feedback.
  • Sustainable development

Question 20. Sahil, the director of a garments company, is planning to manufacture bags for the utilisation of waste materials from one of his garments units. He decided that his manufacturing unit will be set up in the rural area of Odisha where people have very less job opportunities and labour is available at a very low rate. He also thought of giving equal opportunities to men and women. For this, he selected S. Chatterjee, Inderjeet Kaur, Aslam and Sarabjeet as heads of the Sales, Accounts, Purchase and Production Departments.

  • Identify and state the next two steps that Sahil has to follow in the staffing process after selecting the above heads.
  • Also identify two values which Sahil wants to communicate to society by setting up this manufacturing unit. (CBSE, OD 2013)
  • Placement and Orientation: Placement refers to the process of giving the charge of the job for which they have been appointed. Orientation may involve a series of activities related to introducing the new employee To other employees and familiarising him with the rules and policies of the organisation. Moreover, he is taken around the workplace and made aware of the fire safety policy, canteen, conference room etc.
  • Training and Development: Organisations either have in-house training centres or make alliances with training and educational institutes. This is done to ensure con¬tinuous learning of their employees and in order to strengthen their competencies for both present and future jobs. This helps to motivate them and enables them to perform better and contribute more towards the realisation of the organisational effectiveness and efficiency.

ADDITIONAL QUESTIONS

Question 1. Owing to the increased workload after demonetisation, the income tax employees of Karnataka and Goa region had urged the centre to increase manpower of the I-T department by filling up 35% vacancies which were lying vaccant. As there were confirmed reports about misuse of bank accounts, foreign exchange mechanism, gold purchases and adoption of various other dubious means for investing the unaccounted cash. In context of the above case:

  • Identify and explain the function of management being discussed in the above lines.
  • Identify and explain the particular step related to the function of management as identified in part (1) of the question which has already been performed. Also, state the next three steps to be performed after this step.
  • Staffing is the function of management which is being referred to in the above lines. The managerial function of staffing is concerned with obtaining and maintaining a satisfactory and satisfied workforce.
  • Selection: Selection is the process of choosing the best candidate from the pool of applicants.
  • Placement and Orientation: Placement refers to the process of giving the charge of the job for which they have been appointed. Orientation may involve a series of activities related to introducing the new employee to other employees and familiarising him with the rules and policies of the organisation. Moreover, he is taken around the workplace and made aware of the fire safety policy , canteen, conference room etc.

Question 2. Sia plans to start a play school at a prime location in the city. She offers a partnership proposal to her family friend Jyotika who has done a diploma in human resource management. As Sia understands that human resource management is critical to starting and running the school. The school needs an experienced and dynamic principal. It also needs talented and dedicated teachers and a competent administrative staff. Therefore, after determining the organisational structure of the school she initiates the staffing process with the help of Jyotika to fill in the various job positions as staffing is considered to be an inherent part of human resource management. In the context of the above case:

  • Outline the concept of human resource management.
  • Why is staffing is considered to be an inherent part of human resource management?
  • Human Resource Management refers to the process of managing the employees within an organisation as human factor is recognised as the most important instrument of success in an organisation. Therefore, it is a specialised activity which may require the expertise of many people depending upon the nature and size of the business.

Question 3. Nakul belongs to a small village in Varanasi. Being the only literate person in his immediate family, he decides to settle in a city. So he opens a sweets shop in Chandni Chowk, Delhi as he possesses extraordinary culinary skills. Very soon he starts getting requests from his cousins in the village to engage them in some kind of job in his business. Considering it to be his moral obligation, he engages five of his cousins in his business without paying any specific attention to their individual capabilities. This leads to wastage of materials, time, effort and energy, resulting in lower productivity and poor quality of products. As a result, the profitability of his business starts falling. Soon, he realised that for the success of the business it is essential that right kind of people must be available in right number at the right time. In the context of the above case:

  • Identify and explain the function of management that has been overlooked by Nakul.
  • Describe briefly the importance of the function of management as identified in part (1).
  • Staffing is the function of management that has been overlooked by Nakul. Staffing is the process of manning the roles designed into the organisational structure. It is concerned with obtaining, utilising and maintaining a satisfactory and satisfied work force. –
  • It helps to ensure optimum utilisation of the human resources. By avoiding over manning, it prevents under-utilisation of personnel and high labour costs. At the same time it avoids disruption of work by indicating in advance the shortages of personnel.

Question 4. Anuroop runs a law firm in Hyderabad. His firm offers valuable financial and legal consultancy services to the clients. Whenever the firm hires any new employees, on the first day of their joining, they are welcomed to the organisation and are given details about hours of work, holiday requests, sickness procedure, dress code, lunch arrangements, introduced to the daily operations and key people in the workplace, etc. They are also familiarised with the organisation’s policies and procedures, including complaints and dispute resolution, sexual harassment, emergency exits and evacuation procedure. In the context of the above case:

  • Name the type of training which is being referred to in the above lines.
  • Identify and explain the human needs of the new employees that are being fulfilled by Anuroop through this training.
  • Induction training is being referred to in the above lines.
  • Basic Physiological Needs: These needs are most basic in the hierarchy and are linked to primary needs like hunger, thirst, shelter etc. “they are given details about hours of work, holiday requests, sickness procedure, dress code, lunch arrangements etc.”
  • Safety/Security Needs: These needs offer security and protection from physical and emotional harm. “They are also familiar with the organisation’s policies and procedures, including complaints and dispute resolution, sexual harassment, emergency exits and evacuation procedure.”
  • Affiliation/Belonging Needs: These needs refer to affection, sense of belongingness, acceptance and friendship. “Whenever the firm hires any new employees, on the first day of their joining, they are welcomed to the organisation.”

Question 5. Deeksha is the general manager of a firm offering Telemarketing services. Telemarketing is a method of direct marketing in which a representative of the company solicits prospective customers to buy products or services, either over the phone or through a subsequent face to face, or Web conferencing appointment scheduled during the call. Deeksha ensures that all the call centre representatives are well versed with the local languages so that they can interact effectively with the prospective buyers. Moreover, the employees are provided training to improve upon their troubleshooting skills so that they do not spend too much time with every customer. By acquiring these skills the callers are able to add value to their message and also shorten the call durations, leading to increased customer satisfaction and profitability of the business. As a part of the firm’s policy, Deeksha encourages women, persons from backward communities and persons with special abilities to assume responsible positions in the organisation. In context of the above case:

  • Identify the type of communication barriers that Deeksha is able to overcome by ensuring that all the call centre representatives are well versed with the local languages.
  • What are benefits of training employees to an organisation?
  • List any two values that the firm wants to communicate to the society.
  • Deeksha is able to overcome the semantic barriers by ensuring that all the call centre representatives are well versed with the local languages.
  • Training imparts systematic learning to employees thereby helping to avoid wastage of efforts and money. It is considered better than the hit and trial methods.
  • Women empowerment

Question 6. Srija runs an NGO under the name ‘Sarthak’ in Delhi. The organisation is engaged in offering waste paper recycling services to all kinds of institutions in the Delhi NCR region. It also manufactures custom made paper stationery out of recycled paper on order for the interested institutions at a very competitive price. The website of ‘Sarthak’ provides a link to a Careers site wherein the people desirous of joining the NGO can use simple Job Search to find the right opportunity for themselves. The NGO also keeps a database of unsolicited applicants in its office so that job seekers may be notified of future opportunities when they arise. In context of the above case:

  • Identify the two sources of external recruitment being used by the NGO ‘Sarthak’ by quoting lines from the paragraph.
  • List any two values that Srija wants to communicate to the society.
  • Web Publishing:”The website of ‘Sarthak’ provides a link to a Careers site wherein the people desirous of joining the NGO can use simple Job Search to find the right opportunity for themselves”
  • Casual Callers: “The NGO also keeps a database of unsolicited applicants in its office so that job seekers may be notified of future opportunities when they arise.”
  • Environment sustainability .
  • Responsibility.

Question 7. Race Tech Ltd. is one of the top IT companies in India. The company does mass recruitment each year from different colleges offering fresher level job to the final year students. This helps in recruiting the brightest and the best available talent in the educational institutions. In context of the above case:

  • Identify the source of external recruitment adopted by the company.
  • Explain briefly any three advantages of using the external sources of recruitment.
  • Campus Recruitment is the source of external recruitment adopted by the company.
  • Qualified Personnel: Through the external sources of recruitment,the management is able to attract qualified and trained people to apply for the vacant job positions in the ^manisation.
  • Wider Choice: As the vacancies are advertised widely a large number of applicants from outside the organisation are likely to apply. This gives the organisation a wider choice while selecting the people for employment.
  • Fresh Talent: The organisations cannot fulfil all the vacancies from within the organisation. Therefore by using the sources of external recruitment they get a wider choice and it brings new blood into the organisation.

Question 8. Prateek has started an advertising agency in Gurgaon. One of the page on his company’s website contains the following information, “Welcome to all the visitors of this page who are looking for an opportunity to make a career in the field of advertising. The openings are available in the company at various levels, so don’t miss the chance.” This page includes a link to provide further details about the vacancies available in terms of the desired qualifications, experience, personality characteristics and so on. Through a continuous assessment of the number and types of human resources necessary for the performance of various jobs and accomplishment of organisational objectives and in relation to the number and type available, he gets the information on this page updated. In context of the above case:

  • Identify and explain the steps in the staffing process being carried out by Prateek by quoting lines from the paragraph.
  • Name the concept that relates to the details about the vacancies available in terms of the desired qualifications, experience, personality characteristics and so on.
  • Estimating the Manpower Requirements: It is the first step in the staffing process and is carried out with the help of workload analysis (assessment of the number and types of human resources necessary for the performance of various jobs and accomplishment of organisational objectives) and work force analysis (assessment of the number and type available). “Through a continuous assessment of the number and types of human resources necessary for the performance of various jobs and accomplishment of organisational objectives and in relation to the number and type available.”
  • Recruitment: Recruitment may be defined as the process of searching for prospective employees and stimulating them to apply for jobs in the organisation. “One of the pages on his company’s website contains the following information, “Welcome to all the visitors of this page who are looking for an opportunity to make a career in the field of advertising. The openings are available in the company at various levels, so don’t miss the chance.”This page includes a link to provide further details about the vacancies available.” “..he gets the information on this page updated.”
  • Job description is the concept that relates to the details about the vacancies available in terms of the desired qualifications, experience, personality characteristics and so on.

Question 9. Sunidhi runs a KPO (Knowledge Process Outsourcing) in Gurgaon. The services provided by her firm include all kinds of research and information gathering in fields such as financial market, medicine, animation and design, etc. Sunidhi believes that the success of the company can be achieved mainly through the people it chooses to employ. Therefore, she aims to attract the best people and provides them innumerable opportunities to enhance their knowledge and skill relevant to their position. In context of the above case, identify and explain the aspects of staffing being taken into consideration by Sunidhi by quoting lines from the paragraph. Answer: The three aspects of staffing being taken into consideration by Sunidhi are as follows:

  • Recruitment: Recruitment may be defined as the process of searching for prospective employees and stimulating them to apply for jobs in the organisation. “she aims to attract the best people”
  • Selection: Selection is the process of choosing the best candidate from a pool of applicants. “Sunidhi believes that the success of the company can be achieved mainly through the people it chooses to employ.”
  • Training: Training helps to upgrade the knowledge and skills of the employees so that their ability to perform in the present job can be enhanced. “..provides them innumerable opportunities to enhance their knowledge and skill relevant to their position.”

Question 10. Anushka is doing a course in fashion designing from an institute of repute. As a part of the course, she has been asked to take on-the-job training in an export house for a fortnight in order to gain an insight about various practical aspects related to designing. Anushka, through the references from her senior, joins an export house owned by an upcoming designer, Nandita. In context of the above case:

  • Name and explain the type of training which Anushka has been asked to undertake.
  • Explain briefly any one method for providing off-the-job training.
  • Internship Training is the type of training which Anushka has been asked to undertake. It is a joint programme of training in which educational institutions and business firms co-operate. The learners carry on with their regular studies for the prescribed period. They also work in some factory or office to acquire practical knowledge and skills related to their specific field of expertise.
  • Vestibule training is a popular method for providing off-the-job training. The term ‘vestibule’ means duplicate or replica. Under this method, the trainees learn their jobs on the equipment they will be using at their actual work place. The training is conducted away from the actual work floor at a place where actual work environments are created in a class room and employees use the same materials, files and equipment. This is usually done when employees are required to handle sophisticated machinery and equipment. .

Question 11. The employees of ‘Food Darbar,’ a restaurant, are trained through a structured programme that provides training in each area within the restaurant. The trainees learn the skills necessary for running each of the 12 workstations in the restaurant, from taking orders to the cooking area. This enables the employees to gain a broader understanding of all parts of the business and how the restaurant functions as a whole. The trainee gets fully involved in the department’s operations and also gets a chance to test her own aptitude and ability. When employees are trained by this method, the organisation finds it easier at the time of promotions, replacements or transfers. In context of the above case:

  • Name the type of training which ‘Food Darbar’ provides to its employees.
  • Distinguish between training and development on the basis of meaning, purpose and scope.
  • Job rotation is the type of training which ‘Food Darbar’ provided to its employees. It is a method of on-the-job training

Question 12. Sunder Lai runs a security service providers agency. Considering that psychological testing is a critical step for judging the potential of the prospective candidates for a career in law enforcement, he uses various types of psychological tests as part of the selection processes. This is done to ensure that potential new officers are emotionally and psychologically suited to carry out the requirements of the job. In context of the above case:

  • Briefly outline any one more type of test that Sunder Lai may use to assess the potential of the prospective candidates.
  • Briefly outline the steps involved in the selection process after conducting the assessment tests.
  • Interest Tests: Interest tests are used to know the pattern of interests or involvement of a person.
  • Reference and Background Checks: At the time of filling up of the job application form, the prospective candidates are required to provide names, addresses, and telephone numbers of references for the purpose of verifying information and gaining additional information about him/her.
  • Medical Examination: After the selection decision and before the job offer is made, the candidate is required to undergo a medical fitness test.
  • Job Offer: The next step in the selection process is job offer, given to those applicants who have passed all the previous tests.
  • Contract of Employment: After candidate accepts the job offer, a contract of employment is issued. Basic information that should be included in a written contract of employment will vary according to the level of the job, but it will include information like job title, duties, responsibilities, date of joining, pay and allowances, etc.

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Revision Notes for CBSE Class 12 Business Studies Chapter 6 - Free PDF Download

Staffing is defined as the process of hiring and developing the required human resources to fill in various positions in the organization. It signifies placing the right person at the right job. This function of management is concerned with shaping the manpower requirements, selection, placement, training, and compensation of employees of an enterprise. It helps in filling and maintaining the filled positions in the organization structure. It is a continuous process because new jobs are created every time, as employees may leave the organization off and on and also because of growth and diversification in an organization.

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Access Class 12 Business Studies Chapter 6 - Staffing Notes

Introduction and Meaning: Staffing

The working of an organization depends upon the Human Resource of that organization. The growth highly depends upon introduction of efficient and quality staff. 

Staffing is the next step after planning and selection of the organization structure. 

In this step the right people are placed in the right positions. This involves various steps like recruitment, selection, training, development, promotion, compensation and performance appraisal of the workforce.

Therefore, Staffing is a management function that entails hiring candidates who are a good fit for the organization by evaluating their skills and knowledge and assigning them specific roles based on their skill set. It is involved in meeting an organization's human resource requirements. 

Importance of Staffing

Proper staffing is an organization has the following benefits:

It helps in finding out the required workforce for various job roles.

Placing the right people at the right positions makes the performance better.

Continuous survival and growth of an organization is ensured through the succession planning for the managers.

Identification of workforce requirements and filling positions accordingly. 

It avoids disruptions by showing the exact shortages of personnel in advance.

Helps in improving the level of job satisfaction among the employees through objective assessment and fair reward for their contribution.

Benefits of Staffing

Best candidate: Staffing aids in the identification and selection of the best candidate for the job.

Increases Efficiency: It ensures that the right people are chosen for the right job, which contributes to the organization's overall efficiency and performance.

Better growth opportunities: An organization has a better chance of growing if the best candidates are chosen for the job.

Manpower Planning: Staffing aids in manpower planning and proper manpower utilization. It also aids in the filling of vacant job positions, ensuring that working efficiency is maintained.

Harmony: Through staffing the right kind of people are selected for the job, whose selection is based on merit. These people are put to work after the required background checks and provision of proper training. Hence the right people at the right job will be able to work more efficiently, and the overall harmony in the organisation will be kept intact as well.

Staffing as a Part of Human Resource Management

This function is performed by the managers.

In this the people or the resources are motivated and made acquainted with the goals and objectives of the organization.

It is considered as a generic function of the organization.

The performance of an organization highly depends on the performance and efficiency of the human resource. 

The success in achieving the goals and objectives of the organization is also dependent on the level of motivation, determination and competence of the 

Specialized Activities of the Hrm

Searching for qualified individuals i.e recruitment.

Analysing the jobs to be performed, collecting information and preparing the job descriptions.

Developing pay structure, incentives and remunerations.

Designing of training programs and structure for career growth.

Handling grievances and complaints.

Maintaining labour relations and union management relations.

Planning for social security and welfare of employees.

Defending the company in lawsuits and avoiding legal compliance

Staffing Process

Estimating Manpower Requirements: The basic process involves the planning of manpower needed to fill various positions in the organization and perform the tasks as per the objectives of the organization. In this step;

Various job positions are created. 

Educational qualifications required, skill set needed to perform each job, prior experience needed, etc is decided.

Recruitment: A positive process with an aim to attract a larger number of people with desirable profiles to apply for positions vacant in the organisation. There are namely two sources of recruitment, external and internal. In this step, the following steps are done,

The job descriptions are created.

Medium of advertising is decided. The advertisement may be displayed on the factory gate or may be published through print media or may be shared through electronic media. 

This involves locating and determination of potential candidates. In this both external and internal sources of recruitment are explored.

Selection: This process involves the finding of or choosing the most appropriate candidate for the job amongst the pool of applicants. This process involves a series of events like tests and interviews. It also ensures,

That the organization gets the best among all those who applied.

The self-esteem and prestige of the selected ones are enhanced.

Placement and Orientation: In this process the employee selected is given an introduction about the work environment, he/she is made to see the workplace, and is introduced to colleagues, subordinates and seniors. He/she is made to familiarise with the rules and regulations and policies of the organization

Placement involves placing the selected employee at the position he is selected for.

Training and Development: In this dynamic world it has become very important for people to keep themselves upgraded as per the requirement and technologically advanced. 

This process of upgrading oneself requires training, the organization may have in-house training centers or may have tie-ups with other organizations to train their employees. Through these training programs employees get trained  and it also serves as a benefit to the organization in turn. 

These programmes motivate the employees and also their competencies are strengthened. This also helps in retention of the employees and also attracts talents.

Performance Appraisal: Performance appraisal means to analyse the performance of the employees against set benchmarks or based on previous performances. Basically, this is a way to provide feedback on the performance of the employees of an organization.

Promotion and Career Planning: Promotion means to upgrade the profile or position of a person. This acts as a major push factor in the career objectives of people. Promotions motivate people to work better. Promotion to a higher position means serving greater responsibilities which in turn brings greater pay and job satisfaction. 

Compensation: Compensation is the payment or reward given to employees of an organization by the way of salary and wages. This may be in various forms like salaries, incentives, commissions, bonuses and indirect payment like medical facilities, etc.

Aspects of Staffing

The three aspects of Staffing are as follows:

Recruitment

This means to find the suitable candidate for a job position. Advertising acts as an integral part of the recruitment process and occurs through several channels like newspaper, publications, campus interviews, etc.

The objective of the recruitment process is to attract the potential candidates for the suitable job profiles having adequate qualifications and characteristics that may fit him or her for the job. 

In this suitable candidates are located and invited to apply for jobs in the organization. The process involves various activities like:

Identification of different sources of labour supply.

Assessment of their validity.

Choosing the most suitable source or sources.

Inviting applications from candidates looking for a job.

Sources of Recruitment

Internal Sources

External Sources

Internal Sources of recruitment are those sources in which the talent acquisition is done from within the organization. No new members or employees are recruited here. There are two internal sources of recruitment, that are:

Transfers: 

Recruitment through the source means placing of the employees or shifting of the employees from one job to another from one department to another. 

Here the employees can be shifted from one shift to another without any substantial change in the responsibilities and status of the employee. This is the horizontal shift in the position of an employee.

Transfers may be inter city or inter state. 

Job transfer acts as an important way of avoiding termination and may also remove individual problems and grievances.

Promotion:  

Through this process, vacancies in higher positions are filled. This is also known as the vertical shift of employees. In this, people are given higher and greater responsibilities of the organization. 

This practice helps in improving motivation, loyalty and satisfaction among the employees.

This also initiates a chain of promotions at lower levels too.

Merits of Internal Sources

Boosts employee morale: Employees get motivated to perform better so that they can acquire higher positions in the organization. 

Reliable method: It simplifies the process of selection and placement. This is one of the most reliable ways since the candidates are already known to the organization.

Tool of Training: Transfers act as a tool of training the employees to prepare them for higher jobs. 

Creates balance: It also enables shifting employees from those departments where there is a surplus to those departments that have shortages.

Inexpensive: This is cheaper as compared to recruitment from external sources.

Limitations of Internal Sources

No fresh blood in the organization: The scope for induction of fresh talents gets reduced. 

Employee lethargy: Employees may become lethargic if they become sure of time bound promotions.

Not suitable for new organizations: Newly formed organizations cannot use this source, as it requires existing employees to fulfil the human resource needs.

No competitive spirit: Spirit of Competition may be hampered.

Lower productivity: Frequent transfers may lower the productivity of the organization.

When the Internal Sources fail to cater the needs, the organization starts the recruitment through external sources. 

There could be reasons like Incapability of the existing employees to fulfill the eligibility criteria, new organization etc. 

External recruitment brings fresh hopes and talents in the organization. The commonly used external sources are:

Direct Recruitment: In this type of recruitment process a notice is put on the notice board mentioning the details of the job. Aspiring job-seekers assemble outside the organization's premises on specified date and time and the selection is done.

Casual Callers: Companies may maintain a database of applications received over a period of time. List is prepared so that the candidates can be screened out to fill the vacancies as they arise and also it reduces the cost of recruitment.

Advertisement: Advertisements in newspapers and professional journals are given when a wider choice of applicants are required. The source is advantageous to the organization as a wide variety of applicants apply to search for a job and also the management has a wide range of choice.

Employment Exchange: The employment exchange is a government organisation where potential employees register themselves. The employment exchange acts as a link between employers and potential employees. 

Placement Agencies and Management Consultants: Placement agencies act as a medium to bridge the gap between the job seekers and the job providers. These agencies charge a nominal amount of fee for their services and they are very useful where extensive screening is required. They generally have professional recruiters who can easily fulfill the need of top executives for the companies by making the right offers.

Campus Recruitment: This is one of the most popular sources of recruitment. The recruitment is done through management colleges, universities, vocational training centres.

Advertising on Television: Companies may use electronic media like television to advertise the vacancy and the desirable profile for the advertised job.

Web Publishing: Companies may use the internet to look for potential employees and may advertise vacant positions in the organisation.

Labour Contractors: Companies may appoint a labour contractor as a company employee and give him the responsibility to bring in casual workers. 

Merits of External Sources

Qualified Personnel: Management can use external sources to attract qualified and trained people to apply for the positions in the organisation.

Wider Choice: Large number of applications received from potential employees provided company is a wider choice while selecting the right candidate.

Fresh Talent: People joining from outside world bring in fresh talent and new ideas infusing new blood in the organisation

Competitive Spirit: New employees bring in the competitive spirit in the company both existing and new employees work hard to prove their competence.

Limitations of External Sources

Dissatisfaction among existing staff: Filling of positions using external sources may lead to dissatisfaction among existing employees who may be expecting to rise through promotions.

Lengthy process: It is a very time consuming process of appointing people.

Costly process: Recruitment through external sources requires a lot of money to be paid for advertising, processing applications, payment to professional agencies, etc.

B. Selection

This is the process of choosing the best out of all. A series of employment tests and interviews are conducted in order to choose the person who would be the best fit for the job.

The process starts from the screening of applications and may continue till the offer of employment acceptance and joining of the candidate.

Process of Selection

Preliminary Screening: It helps in shortlisting of the suitable and probable candidates and elimination of the unqualified or unfit job seekers based on the application forms.

Selection Tests: this may be an online or an offline test. In this test a wide range of questions may be asked to determine the intelligence in personality and manual skills of the person. 

Important tests used for the selection of employees are:

Intelligence test: It measures a candidate's ability to learn.

Aptitude test: It measures the candidates ability to learn new skills.

Personality test: It measures the overall personality of the candidate in terms of emotions, reactions, maturity, value systems etc.

Trade test: It measures the candidate's existing level of knowledge and proficiency.  

Interest test: It identifies the candidate's areas of interest.  

Employment Interview: This is a formal and in-depth conversation with the candidate and it is conducted to test the suitability of the candidate.

Reference and Background Check: This is done in order to verify the credibility of the information provided by the employees. This is also done to gather additional information about the candidate.

Selection Decision: At this stage all the members involved in the process of selection meet and take final decision regarding selection of candidates.  

Medical Examination: This examination is undertaken to check the fitness of the candidate before the job offer is made. 

Job offer : In this step of the selection process the applicants who have passed all the previous hurdles, a job offer is made to them through the letter of appointment or confirmation. The letter contains a date from which the appointee must report on duty. 

Contract of Employment: After the job offer is made the duration of employment agreed upon by both the parties is executed.

Difference between Recruitment and Selection:

C. Training and Development

This is an attempt to improve the current and future performance of the employee by increasing the ability to perform through various training programs and introducing him or her with skills and knowledge. 

Training is the process of improving an employee's skills and competence required to perform a specific job.

The process of an employee's overall growth is referred to as development.

Importance of Training and Development

Training and Development is one of the most important parts of skill enhancement and is very important for career growth of the employees and objective fulfillment for the organization.

Benefits to the organization

Providing training to the employees in a systematic manner is better than the hit and trial methods which generally leads to wastage of time and efforts of both the organization and the employee.

The productivity of the employees in both the terms quantity and quality leading to better profits.

Training helps in catering to the fast changing needs of the environment and also reduces absenteeism and employee turnover. It also equipped the future managers to take over in case of emergencies.

Benefits To the Employee

It improves the skill set of the employees and knowledge which will lead to a better and a bright career of the individual.

It makes the employees more efficient to handle machines which makes them less prone to accidents.

It increases the performance of the individual and helps in burning more. Also it increases the satisfaction and morale of the employees.

Difference Between Training and Development:

Training, development and Education

Training: Training is the process of improving an employee's skills and competence required to perform a specific job.

Development: Development refers to the learning opportunities that are designed to help the employee's grow. 

Education: It is the method of increasing the knowledge and understanding of the employees. It helps in better interpretation of the knowledge.

Training Methods

A. On the Job Methods

On-the-job training refers to the training where the subordinates learn by doing in the workplace, under the supervision of superiors. It includes:

Apprenticeship Programmes: It is a method in which a trainee works under the guidance of a master worker for a prescribed period of time with an aim to acquire specific skills.

Coaching: It is a method in which a superior acts as a coach and guides or instructs the employee trainee to learn skills and processes within a defined period of time.

Internship Training: It is a combined effort of educational institutions and business organisations to give work exposure to students and prepare them for real work culture.

Job Rotation: It is a method of training where employees are trained with a full range of skills by shifting them from one job to another aur from one department to another.

B. Off the Job Methods

On-the-job training refers to the training where the subordinates learn by doing at a place away from the workplace. It includes:

Classroom Lectures/ Conference: It is a method of training where information is conveyed through lectures for conferences.

Films: It is a method of training where important information or skills are demonstrated using films, televisions, videos or presentations.

Case study: It is a method of training where actual work situations of the past are discussed to identify problems, analyse its causes, and develop alternative solutions to solve problems.

Computer Modelling: It is a method of training where the actual work environment is imitated by programming a computer.

Vestibule Training: It is a method of training where a duplicate work environment called ‘vestibule’ is created to train employees with the technical and operating skills.

Programmed Instructions: It is a method of training where specific skills or knowledge are broken into units and arranged in a logical and sequential learning package.

Importance or Need of Staffing

Staffing is an important function of management. The following points highlight the same:

Obtaining Proficient Personnel: It ensures the accessibility of the most suitable and skilled person for different kinds of jobs.

Higher Performance: By placing the right person in the right position, it ensures better accomplishment.

Continuous Growth and Survival: It makes sure continuous survivability and progress of the enterprise, through the consecutive planning for building managers.

Maximum Utilization of Human Resources: It helps in preventing overmanning, underutilization of manpower, and high labour costs. It also helps in avoiding the interruption of work by indicating prior to the probable scarcity of employees.

Helps in Attaining Organizational Goals: It improves job satisfaction by providing fair compensation and regular appraisal, which helps in realizing organizational goals.

The staffing function deals with the human factor of management. It is important because the performance and the growth of an organization depend upon its human resource, its proficiency and driving force. Along with the growth of the organization and the increase in the number of employees, a separate department called Human Resource Development (HRD) is formed. It consists of skilled people for all areas related to Human Resource Management. The HR personnel performs some specialized activities including:

Recruiting or searching for eligible candidates.

Analyzing job requirements and preparing the description of the job.

Developing the remuneration and incentive plans.

Training of the employees.

Developing and maintaining labor relations and union-management relations.

Taking care of the complaints and grievances.

Providing social security and the wellbeing of employees.

Defending the organization in lawsuits and avoiding legal complications.

Therefore, staffing is extended to what is known as Human Resource Management (HRM).

Evolution of Human Resource Management

Human Resource Management has evolved from a number of important developments like labour welfare officer, personnel officer, and personnel manager, and human resources manager.

During the phase of the industrial revolution, when trade unions emerged, a person was needed to act as a mediator between the workers and the owners and that is how the concept of labour welfare officer came into existence. The personnel manager was responsible for hiring and maintaining staff who were employed for a huge factory system. The human resource manager was responsible for the well-being of the staff. The rapid advancement of technology and the increasing size of the organization and the complicated behaviour of human beings led to the evolution of Human Resource Management.

The process of staffing begins with estimating the requirement of human resources and exploring different sources from where they can be obtained. Furthermore, the process aims at providing training to the hired employees for personal development, compensation, and career planning to retain them in the organization.

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1. Estimating the Manpower Requirements

This stage involves forecasting and determining the number and kinds of manpower required by the organization in the future. The analysis of workload and the force to complete the work helps the manager to know the actual manpower required. It also helps to analyze whether the organization is understaffed or overstaffed. Further, the job description is designed by specifying the qualification, experience, training, and personal characteristics required for various positions.

2. Recruitment

This stage includes the process of searching for prospective candidates and motivating them to apply for jobs in the company. The objective of this stage of recruitment is to create a pool of prospective candidates and then select the best from the pool.

3. Selection

In this stage, the eligible candidate is chosen for the right position from the pool of candidates. The selection includes a series of interviews, tests, and negotiations in order to generate the contract of employment.

4. Placement and Orientation

Placement here means occupying the position or the post for which the candidate is selected. Then the selected candidate has to go through the orientation or the induction program where he is introduced to the other staff of the company and also familiarized with the rules and policies of the organization. The senior managers of the company conduct this program by giving a brief presentation of the company.

5. Training and Development

In this stage, the new employee is trained to develop his knowledge about the job, skill sets, and attitude. The training also helps the person in his career building and motivation level.

6. Performance Appraisal

Appraisal means evaluating the employee’s performance as per the predetermined standards. In this step, the capability of the employee is evaluated and provides feedback and scope for improvement.

7. Promotion and Career Planning

In this stage, the organization addresses the career prospects and promotional avenues to the employees, which is beneficial to both the organization and the employee. This also motivates the employee and increases his productivity, which would serve the long-term interests of the organization.

8. Compensation

Compensation means the payment or rewards given to the employee for the job he is performing. It can be in the form of salaries, wages, incentives, commissions, etc. Incentives are given to motivate employees to perform better.

Chapter-wise Revision Notes on Class 12 Business Studies  

Chapter 1 - Nature and Significance of Management Notes

Chapter 2 - Principles of Management Notes

Chapter 3 - Business Environment Notes

Chapter 4 - Planning Notes

Chapter 5 - Organising Notes

Chapter 7 - Directing Notes

Chapter 8 - Controlling Notes

Chapter 9 - Financial Management Notes

Chapter 10 - Financial Markets Notes

Chapter 11 - Marketing Notes

Chapter 12 - Consumer Protection Notes

Chapter 13 - Entrepreneurship Development Notes

Class 12 Subject-wise Revision Notes

Class 12 Maths Revision Notes

Class 12 Physics Revision Notes

Class 12 Chemistry Revision Notes

Class 12 Biology Revision Notes

Class 12 Business Studies Revision Notes

Class 12 Economics Revision Notes

Subject-wise Solutions for Class 12

NCERT Solutions for Class 12 Maths

NCERT Solutions for Class 12 Physics

NCERT Solutions for Class 12 Chemistry

NCERT Solutions for Class 12 Biology

NCERT Solutions for Class 12 English

NCERT Solutions for Class 12 Business Studies

NCERT Solutions for Class 12 Economics

NCERT Solutions for Class 12 Accountancy

Why are Revision Notes for Class 12 Business Studies Chapter 6 Important?

Vedantu’s Revision Notes for Class 12 Business Studies Chapter 6 are the finest material to understand and practice the topics in the best way.

The material carries all the information in detail and pointwise.

All the cases of the material are solved in the simplest way which explains the term clearly.

Vedantu Revision Notes for Class 12 Business Studies Chapter 6 Staffing provides all the main topics so that the student can focus on it and prepare for the exam. 

Staffing is a crucial facet of organizational management, involving the recruitment and development of human resources. It ensures the right individuals are placed in the appropriate roles and encompasses processes like identifying requirements, selection, placement, training, and fair compensation. Staffing maintains the organization's workforce and adapts to changes such as employee turnover and growth. It is fundamental to organizational success.

In addition to these revision notes, you can further enrich your study materials by accessing a wide array of NCERT Class 12 Question Papers for various subjects. For a comprehensive revision approach, don't forget to explore the sample question papers provided on Vedantu's website. These combined resources will be instrumental in helping you excel in your academic endeavors and grasp the subject matter with confidence.

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FAQs on Staffing Class 12 Notes CBSE Business Studies Chapter 6 (Free PDF Download)

1. What Does Staffing Mean?

Staffing is the managerial function of hiring and developing manpower for the jobs required in the organization.

2. What is Orientation or Induction?

Orientation or Induction is the process of introducing the new employee to the existing staff and familiarizing him with the rules and the policies of the company.

3. What is Recruitment?

Recruitment is the process of searching for prospective candidates and stimulating them to apply for jobs in the company.

4. What do you Mean by Human Resource Management?

Human Resource Management is the department of a company that is involved in recruitment, selection, development, and training of the employees.

5. What is staffing according to Chapter 6 of Business Studies of Class 12?

Staffing is the process of obtaining and training human resources for various jobs within a company. It also includes estimating the required individuals in the company. The key goal here is to allocate the right individual to a certain work role. It is an integral part of the working of an organization because it also helps in managing the finances. Overall, staffing cannot be skipped for the efficient functioning of a company.

6. What is the selection process according to Chapter 6 of Business Studies of Class 12?

The selection process is the third step in the process of staffing. It includes conducting exams, tests, and interviews depending on the open job position to select the best individual for it. The process may differ from company to company due to the varying requirements. There can also be more than one step for selection like a company can have a written test for the selection then narrow the candidates for interviews.

7. What is the importance of staffing according to Chapter 6 of Business Studies of Class 12?

Staffing is a crucial step for the companies for the following reasons:

It guarantees that the most suited and skilled individual is placed for the job.

It assures greater results by putting the appropriate individual in the right position.

It ensures the enterprise's long-term survival and growth by planning ahead of time.

It aids in the prevention of overstaffing, understaffing, and high labour expenses.

It increases employee satisfaction by providing fair remuneration and frequent evaluation, which aids in the achievement of corporate goals.

8. Is according to Chapter 6 of Business Studies of Class 12 easy?

Chapter 6 of Business Studies of Class 12 discusses the important recruiting and promotion process of a business. It is relatively easy for pupils to grasp the concepts by comparing them to the same procedure that is carried out on a regular basis by various organizations. You can also go through all the chapters once and mark the ones you find challenging so you can tackle them first. A good study plan is the best method to prepare for any subject. Use Vedantu Revision Notes for Chapter 6 of Business Studies of Class 12 to prepare better. The solutions are free of cost and also available on Vedantu Mobile app.

9. How does estimation of manpower help in staffing according to Chapter 6 of Business Studies of Class 12?

The management can determine the personnel necessary in a business by assessing the workload and the required force to finish a task. To avoid understaffing or overstaffing, it is critical to estimate and recruit just the necessary amount of personnel. Estimating the required manpower also assists in the financial distribution within a company. It is crucial for every organization to manage their budget to grow efficiently instead of going downhill.

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  • Class 12th /

Staffing Class 12

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  • Updated on  
  • Jun 26, 2021

Staffing Class 12 Notes

The subject of Business Studies class 12 deals with management functions such as planning, organising, and after organising, comes the topic of staffing. As per Dale Yoder’s words, “Staffing is that phase of the management which deals with the effective control and use of manpower or human resources.” This blog will cover some important study and revision notes on the chapter of staffing class 12 as per the syllabus of business studies . So get ready with a pen and notebook in hand and read this blog till the end. 

This Blog Includes:

What is staffing, need and importance of staffing, staffing: as a part of human resource management (hrm), process of staffing , estimating manpower requirement, advantages of internal sources of recruitment, limitations of internal sources of recruitment, advantages of external sources of recruitment, limitations of external sources of recruitment, selection , training and development, benefits of training , methods of training, difference between training and development, short questions on staffing class 12, long question answers for staffing class 12.

Must Read: Controlling Class 12

As per the chapter of Business Studies, Staffing Class 12, it is defined as the process of putting the right people to jobs. This process begins with human resource planning and includes different other functions like:

Recruitment

  • Development
  • Performance appraisal of the workforce 

The importance of staffing class 12 can be described on the basis of the following factors and points:

  • Filling the roles by obtaining competent personal
  • Helps in placing or assigning the right person at the right job
  • Increases the growth of enterprise
  • Enables optimum utilisation of human resources
  • Helps in competing
  • Helps in improving the job satisfaction and morale of employees

As we all know, staffing class 12  is one of the management functions in an organisation that all managers have to perform. Managers have to deal with people or human resource directly. Hence, staffing becomes an important function because as and when the organisation grows, the number of people needed to complete the assigned tasks and deadlines will also grow. For this, more people will be employed in the organisation. Sometimes when a company reaches that stage, a separate department called the human resource department or HRM is formed, consisting of line manager(s) and those who are good at managing and dealing with other people or the organisation’s human resource. 

The fun fact is that earlier, staffing was only focussed or limited till the hiring of people for specific or vacant positions. As evolution happened and over the period of time, staffing has become a part of HRM that consists of not only staffing but also other things such as job evaluation, management of labour relations and other activities like: 

  • Human resource planning
  • Recruitment, selection and placement
  • Performance appraisal
  • Compensation
  • Social security
  • Career growth

Also Read: Business Environment Class 12 Notes

According to the chapter of Staffing class 12, the process of staffing involves the following steps:

  • Estimating the manpower requirements
  • Placement and orientation
  • Training and development
  • Promotion and career planning

The chapter of staffing class 12 tells us about estimating the manpower requirements which consists of:

  • Making of inventory of existing human capital in terms of qualifications, training & abilities.
  • Evaluation and assessing of all departments’ future needs for human resources.
  • To establish a curriculum for the provision of human capital.

Do Read: Nature and Significance of Management Class 12 Notes

As per the Staffing class 12 chapter, recruitment can be defined as a process or step of the staffing process that deals with searching for prospective employees and stimulating them to apply for jobs in an organisation. There are 2 sources of recruitment:

  • Transfers 
  • Promotion 

There are several advantages of internal sources of recruitment as per the chapter of staffing class 12. They are mentioned below.

  • It is more economical and viable.
  • It helps in motivating the existing employees.
  • Through transfer, employees get training also in the form of the job position.
  • No wastage of time on employee training and development by the organisation
  • Filling of jobs internally is way cheaper.
  • The internal recruitment process also simplifies the entire recruitment or staffing process and, of course, selection & placement too.
  • Availability of fresh talent is reduced in the organisation 
  • Sometimes, employees may become lethargic 
  • The spirit of competition among the employees is also hampered
  • The productivity of the organization also decreases due to frequent transfers of employees 
  • Direct Recruitment
  • Casual callers
  • Advertisements
  • Employment Exchange
  • Placement agencies and management consultants
  • Campus recruitment
  • Recommendations of employees
  • Labour contractors
  • Factory gate

Explore: Creative Courses After 12th Commerce

We now move on to the several advantages of external sources of recruitment as per the chapter on staffing class 12. They are mentioned below.

  • Availability of fresh talent
  • qualified personnel
  • Wider Choice 
  • Competitive Spirit is maintained throughout the organisation 

The limitations of the same are mentioned below.

  • Dissatisfaction among existing employees
  • Costly process
  • Lengthy Process

The next step after the recruitment process is selection. It deals with discovering the most promising and suitable or rightful candidate to fill up the vacant spot of job position in the organisation. According to Staffing class 12, the process of selection is a lengthy process that includes the following steps:

  • Preliminary screening
  • Intelligence test
  • Aptitude test
  • Personality test
  • interest test
  • Employment interview
  • Reference and background checks
  • Selection decision
  • Medical examination
  • Contract of employment

We now look the important points of training and development and its features.

  • As per the chapter of staffing class 12, training refers to the process of equipping the employees with the necessary and required skills to perform the job. 
  • On other hand, development can be described as the overall growth of the employees in the organisation as it focuses more on personal growth and successful employees development. 

Tabulated below are the important benefits of the chapter staffing class 12.

Must Read: Business Studies Class 12 Project

According to the chapter of staffing class 12, the various methods of training are as follows: 

  • Apprenticeship programmes
  • Internship training
  • Job rotation
  • Classroom lectures
  • Computer modelling
  • Vestibule training
  • Programmed instruction

The last segment of the chapter on staffing class 12 looks at the difference between training and development. They are tabulated below.

Explore: Phenomenal Business Leaders & Their Secrets to Success

Ques:1 How is staffing a continuous process? State

Answer: Staffing is a continuous process because new jobs may be created and some of the existing employees may leave the organisation.

Ques:2 What is meant by Induction Training?

Answer: Induction training means introducing the selected employees to other employees and familiarising him with the rules and policies of the organisation.

Ques:3 How does staffing help to ensure higher performance of employees?

Answer: Staffing ensures higher performance by putting the right person on the right job.

Ques: 4 HRM is the most important task. Why?

Answer: The success of an organisation in achieving its goals is determined to a great extent on the competence, motivation and performance of its human resources.

Ques:1 Define the staffing process and the various steps involved in it.

Ans: The staffing process of the management is concerned with acquiring, developing, employing, remunerating and retaining people. The following steps are involved in the staffing process:

(i) Estimating the Manpower Requirements The first step in the staffing process is determining the present manpower inventory and assessing the present and future manpower requirements of the organisation keeping in mind the production schedule, demand etc.

(ii) Recruitment Recruitment may be defined as the process of searching for prospective employees and stimulating them to apply for jobs in the organisation. For this various sources can be used like transfer, promotion, advertising, job consultants etc.

(iii) Selection Selection is the process of choosing from among the pool of prospective job candidates developed at the stage of recruitment. It involves a host of tests and interviews.

(iv) Placement and Orientation Orientation is introducing the selected employee to other employees and familiarising him with the rules and policies of the organisation. He is taken around the work place and given the charge of the job for which he has been selected. Placement refers to the employee occupying the position or post for which the person has been selected.

(v) Training and Development All organisations have either in-house training centres or have forged alliances with training and educational institutes to ensure continued learning of their subordinates. By offering the opportunities for career advancement to their members, organisations are not only able to attract but also retain its talented staff.

(vi) Performance Appraisal After the employees have undergone a period of training and they have been on the job for some time, there is a need to evaluate their performance. The employee is expected to know what the standards are and the superior is to provide the employee feedback on his/her performance. The performance appraisal process, therefore, will include defining the job, appraising performance and providing feedback.

(vii) Promotion and Career Planning It is very important for all organisations to address career related issues and promotional avenues for their employees. They must provide opportunities to everyone to show their potential and in return promotions can be provided.

(viii) Compensation All organisations need to establish wage and salary plans for their employees. There are various ways to prepare different pay plans depending on the worth of the job. Compensation therefore, refers to all forms of pay or rewards going to employees.

Ques:2 Distinguish between training and development.

Ques: 3 What are the advantages of training to the individual and to the organization?

Answer 3: Training is an important event for any organization. It is an activity that is aimed at building the skills and abilities of the individuals which is required to perform a job. It is an essential part of a job which is helpful in improving the knowledge of an individual. The nature of jobs has changed with the changes in the business environment. Here are the benefits of training for the employee and the organization.

Benefits to Employee

1. Training provides the employee with the skills to grow in the career. It is helpful in improving knowledge of the processes which is essential for future growth.

2. An individual with training will be able to earn more than those without any kind of training. It improves the working efficiency and results in good performance.

3. Training makes an employee more confident of handling work. The equipment and machines at the workplace will be easier to manage with proper training. There will be less accidents.

4. Training improves the self-confidence of the employees and helps them to face new challenges in work. The increased confidence also contributes to the feeling of higher job satisfaction.

Benefits for Organization

1. Training is a systematic way of teaching processes. It will therefore be more efficient and saves the organisation time and money.

2. Training helps individuals and makes them more efficient; the direct result is the improvement in productivity. The rise in employee productivity will result in growth of the company.

3. Training helps in preparing employees in facing new challenges and situations. It helps in building an effective way to counter issues that arise in future.

4. A good training helps in boosting employee morale. It gives proper confidence and motivation which reduces the employee turnover and absenteeism from work.

This brings us all towards the end of the chapter on staffing class 12. We hope that the blog will come in handy for that last moment revision before exams and fetch you more marks in the exams. So keep studying and score higher with Leverage Edu . If you are wondering what to do after the commerce stream in class 12th, get in touch with our experts at Leverage Edu who will help you every step of the way! Sign up for a free session today!

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Case Studies - Staffing | Business Studies (BST) Class 12 - Commerce PDF Download

Q. 1. “Our assets walk out of the door each evening, we have to make sure that they come back the next morning.” This statement relates to which function of management.  Explain the importance of this function.

Ans.   Staffing.   [For importance of function refer on page no. 156.]

Q. 2. In a company all recruiting, screening and training process for data entry, etc. are done by one officer only.  Their competitor was attracting most qualified employees.  As a result this company had to choose from candidates who have soft skills and less qualifications.  On the basis of above case answer the following questions:

(i) What problem do you see company is facing?

(ii) How can this problem m be solved?

  • This company has failed to recognize the human resource approach.  This approach considers human resources as most important factor.  They are dependent on personnel office for all the activities whereas they have failed to recognize the importance of human resource management.
  • This problem can be solved by setting up a human resource management department which performs following function:

[Explain activities of human resource management]

Q. 3. Zenith Ltd. is a highly reputed company and many people wanted to join this company.  The employees of this organization are very happy and they discussed how they came in contact with this organization.

Aman said that he was introduced by the present Sales manager, Mr. John.

Benu said that he had applied through the newspaper and was appointed as H.R. John.

Vaibhav said that he was neither related to any of the employee of the organization nor there was any advertisement in the newspaper even then he was directly called from HM Ahmedabad from where he was about to complete his MBA.

  • The above discussion is indicating an important function of management.  Name the function of management.
  • The management function identified in part (a) follows a particular process.  Explain the step of this process which is being discussed in the above para.

Ans.     (a) Staffing.

(b) Recruitment – It is defined as the process of researching for prospective employees and stimulating them to apply for jobs in the organization.

Q. 4. Blue Heavens Ltd. purchased a new hi-tech machine from Germany for manufacturing high quality auto components in a cost effective manner.  But during the production process, the manager observed that the quality of production was not as per standard.  On investigation it was found that there was lack of knowledge amongst the employees of suing these hi-tech machines.  So, frequent visit of engineers was required form Germany.  This resulted in high overhead charges.

Suggest what can be done to develop the skills and abilities of employees for producing high quality products by using these hi-tech machines.  Also state how the employees or the organization will benefit from your suggestion.

Ans.     Training of employees

            Benefits to the organization or employees:

  • Avoid wastage of effort & money
  • Enhances employee productivity
  • Equips future managers
  • Increases employee morals & reduces absenteeism
  • Obtaining effective response to fact changing environment
  • Improved skills and knowledge of the individual
  • Increased performance by the individual

Q. 5. Ms. Neeta recently completed her Post-Graduate Diploma in Human Resource Management.  A few months from now a large steel manufacturing company appointed her as its Human Resource Manager.  As of now, the company employs 800 persons and has an expansion plan in hand which may require another 200 persons for various types of additional requirements.  Ms. Neeta has been given complete charge of the company’s Human Resource Department.

(a) State any two functions she must be performing.

(b) What problems do you foresee in her job?  What steps is she going to take to perform her job efficiently?                                                                                 (6 mark)

  • Ms. Neeta is must be performing these functions as a HR manager:
  • Analysing jobs and collecting information about jobs to prepare job descriptions.
  • Developing compensation and incentive plans
  • Since the company has an expansion plan requiring 200 more persons for various types of additional requirements, Ms. Neeta will have to recruit and select those persons from outside the organization.  For this she will have to invite candidates to apply for the jobs through external sources of recruitment such s advertisements, placement agencies, recommendations of employees, etc.

Then, Ms. Neeta will have to arrange for various types of training (e.g. apprenticeship training, vestibule training, etc.) of the employees to make them efficient.

She will have to handle workers’ grievances and complaints and maintain labour relations.

She will have to provide for social security and welfare of employees.

Q. 6. Name the methods of recruitment in the following cases:

  • A company gets applications on and off even without declaring any vacancy.  However, as and when the vacancy arises, the company makes use of such applications.
  • Casual vacancies of unskilled or semi-skilled jobs when there is a rush of order or when some permanent workers are absent.
  • Recruitment by which most of the senior positions of the industry as well as commerce are filled.                                                                         (3 marks)
  • Casual callers
  • Direct recruitment
  • Advertisement

Q. 7. Anuroop runs a law firm in Hyderabad.  His firm offers valuable financial and legal consultancy services to the clients.  Whenever the firm hires any new employees, on the first day of their joining, they are welcomed to the organization and are given details about hours of work, holiday requests, sickness procedure, dress code, lunch arrangements, introduced to the daily operations and key people in the workplace, etc.  They are also familiarized with the organistion’s policies and procedures, including complaints and dispute resolution, sexual harassment, emergency exits and evacuation procedure.

In the context of the above case:

  • Name the type of training which is being referred to in the above lines.
  • Identify and explain the human needs of the new employees that the being fulfilled by Anuroop through this training.
  • Introduction training is being referred to in the above lines.
  • The various types of human needs of the new employees that are being fulfilled by Anuroop through induction training are stated below:
  • Basic Physiological Needs:
  • Safety / Security Needs:
  • Affiliation / Belonging Needs:

Q. 8. Srija runs an NGO under the name ‘Sarthak’ in Delhi.  The organization is engaged in offering waste paper recycling services to all kinds of institutions in the Delhi NCR region.  It also manufactures custom made paper stationery out of recycled paper on order for the interested institutions at a very competitive price.  The website of ‘Sarthak’ provides a link to a Careers site where in the people desirous of joining the NGO can use simple Job Search to find the right opportunity for themselves.  The NGO also keeps a database of unsolicited applicants in its office so that job seekers may be notified of future opportunities when they arise.

In context of the above case:

  • Identify the two sources of external recruitment being used by the NGO ‘Sarthak’ by quoting lines from the paragraph.
  • List any two values that Srija wants to communicate to the Society.
  • The two sources of external recruitment being used by the NGO ‘Sarthak’ are as follows:
  • Web Publishing:
  • Casual Callers:
  • The two values that Srija wants to communicate to the society are:
  • Environment sustainability
  • Responsibility.

Q. 9. Prateek has started an advertising agency in Gurgoan.  One of the page on his company’s website contains the following information, “Welcome to all the visitors of this page who are looking for an opportunity to make a career in the field of advertising.  The openings are available in the company at various levels, so don’t miss the chance.”  This page includes a link to provide further details about the vacancies available in terms of the desired qualifications, experience, personality characteristics and so on.  Through a continuous assessment of the number and types of human resources necessary for the performance of various jobs and accomplishment of organizational objectives and in relation to the number and type available, he gets the information on this page updated.

  • Identify and explainthe steps in the staffing process being carried out byy Prateek by quoting lines from the paragraph.
  • Name the concept that relates to the details about the vacancies available in terms of the desired qualifications, experience, personality characteristics and so on.
  • The two steps in the staffing process being carried out by Prateek are as follows:
  • Estimating the Manpower Requirements:
  • Recruitment:
  • Job descriptions the concept tht relates to the details about the vacancies available in terms of the desired qualifications, experience, personality characteristics and so on.

Q. 10. Aakanksha, Nikita and Parishma are the owners of a handicraft unit in the urban area of Dibrugarh in Assam, which is involved in the manufacturing and marketing of Sital Pati, traditional mats and Jappi (the traditional headgear).

They decided to shift this manufacturing unit to a rural area with an objective of reducing the cost and providing job opportunities to the locals.

They followed the functional structure in this organization with a view to increasing managerial and operational efficiency.

They assessed and analysed the type and number of employees required, keeping in mind that they had to encourage the women, and the people with special needs belonging to the rural area.

State the next three steps that they will have to undertake, for obtaining a satisfied workforce for their handicraft unit.                                                                         (3 mark)

Ans.  The next three steps in the process of staffing are stated below:

  • Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization.
  • Selection is the process of choosing from among the pool of the prospective job candidatye4s developed at the stage of recruitment.
  • Placement and orientation refers to the employee occupying the position or post for which the person has been selected and introducing the selected employee to other employees and familiarizing him with the rules and policies of the organisation.

Q. 11. A company x Ltd. is setting up a new plant in India for manufacturing auto components.  India has highly competitive and cost-effective production base in this sector.  X Ltd. is planning to capture about 40% of the market share in India and also export to the tune of at least $5 million in about 2 years of its planned operations.  To achieve these targets, it requires a highly trained and motivated workforce. You have been retained by the company to advise it in this matter.

(i) which sources of recruitment the company should rely upon?

(ii) Which methods of training should company initiate?                    (4 marks)

  • The company should rely upon the following external sources of recruitment because it is setting up a new plant and requiring large number of employees with latest technology.  So, it needs to recruit technical, professional and managerial personnel.
  • Management consultants
  • Campus recruitment.
  • The company should initiate following methods of training
  • Apprenticeship training
  • Vestibule training
  • Internship.

Q. 12. The quality of production is not as per standard. On investigation it was observed that most of the workers were not fully aware of proper operation of the machinery.  What could be the way to improve the accuracy?                                                       (3 marks)

Ans.  Workers are needed to be given appropriate training to make them learn use of machinery and most suitable method in this case is apprenticeship training . It is on-the-job method of training.  The workers seeking to enter skilled traits, e.g., to become plumbers, electricians or iron workers are required to undergo apprenticeship training for a prescribed time period (which may vary from 2 to 5 years).  Apprenticeship training puts the apprentices (trainees) under the guidance of a master worker or an experienced guide or trainer.

Q. 13. The employers of ‘Food Darbar,’ a restaurant, are trained through a structured programme that provides training in each area within the restaurant.  The trainees learn the skills necessary for running each of the 12 workstations in the restaurant, from taking orders to the cooking area.  This enables the employees to gain a broader understanding of all parts of the business and how the restaurant functions as a whole.  The trainee gets fully involved in the department’s operations and also gets a chance to test her won aptitude and ability.  When employees are trained by this method, the organization finds it easier at the time of promotions, replacements or transfers.

  • Name the type of training which ‘Food Darbar’ provides to its employees.
  • Distinguish between training and development on the basis of meaning, purpose and scope.
  • Job rotation is the type of training which ‘Food Darbar’ provided to its employees.  It is a method of on-the-job training.
  • The difference between Training and Development is given below:

Q. 14. Deeksha is the general manager of a firm offering Telemarketing services.  Telemarketing is a method of direct marketing in which a representative of the company solicits prospective customers to buy products or services, either over the phone or through a subsequent face to face, or Web conferencing appointment scheduled during the call.  Deeksha ensures that all the call centre representatives are well versed with the local languages to that they can interact effectively with the prospective buyers.  Moreover, the employees are provided training to improve upon their troubleshooting skill so that they do not spend too much time with every customer.  By acquiring these skills the callers are able to add value to their message and also shorten the call durations, leading to increased customer satisfaction and profitability of the business.

As a part of the firm’s policy, Deeksha encourages women, persons from backward communities and persons with special abilities to assume responsible positions in the organization.

  • Identify the type of communication barriers that Deeksha is able to overcome by ensuring that all the call centre representatives are well versed with the local languages.
  • What are benefits of training employees to an organization?
  • List any two values that the firm wants to communicate to the society.
  • Deeksha is able to overcome the semantic barriers by ensuring that all the call centre representatives are well versed with the local languages.
  • The benefits of training to an organization are as follows:
  • The two values that the firm wants to communicate to the society are:
  • Women empowerment

Q. 15. Bhuvan Ltd. is highly reputed company.  The employees of this organization discussed how they came in contact with this organization.  Reena said she was introduced by the Purchase manager (Mr. John. Neetu said she applied through newspaper and was appointed as Finance manager).

Indu said she was directly called by the company from her IIM institute after completing MBA.

  • Identify the different sources of recruitment.
  • Name the function of management discussed in above para.

Ans.  (i)           (a) Reena’s source of recruitment recommendation from existing staff.

                       (b) Neetu’s source: Media advertising

                       (c) Indu’s source: Campus recruitment

         (ii)           Function discussed in above para is staffing.

Q. 16. Mr. Anil Garg is working as Managing Director of “CLS Packaging Limited”.  He is not in favour of selling waste material in the marked.  Instead he is planning to make himself new products of this material.  For this purpose, a new unit will have to be set up. Accordingly, he decided to establish this unit in an area where large number of persons are unemployed and so labour is available at cheap rate.

In order to attract workers to this new unit, a special Remuneration Scheme was introduced.  As per this scheme, workers will get their remuneration on the basis of their work.  There will be two rates of wages: higher wage rate and lower wage rate.  A worker who will work up to a given standardized unit or beyond will be paid his/her remuneration at a higher rate.  On the other hand, a worker who will work less than the given standardized units will be paid his/her remuneration at a lower rate.

In order to operate this new unit, Mr. Garg established a separate ‘Waste Material Division’.  It consisted of four departments, such as, Purchase, sales, Production and Accounts.  Company required four managers to run these departments, of these, two managers were appointed from the existing business, by way of promotion; while the other two were selected out of the waiting list maintained by the company.

  • Which form of organization structure is being adopted by the company?
  • Identify and given the meaning of wage payment scheme adopted by the company to motivate the workers.
  • What methods of recruitment have been adopted by the company?
  • Identify these two values that Mr. Garg has been dedicating to the society by establishing this new unit.                                                                        (1 + 2 + 1 + 1)
  • Divisional Organization Structure.
  • Differential Wage System
  • Development of backward area
  • Rise in employment opportunities

Q. 17. Sahil the director of garments company, is planning to manufacture bags for the utilization of waste material of one of his garments unit.  He decided that his manufacturing unit will be get up in a rural area of Orissa where people have very less job opportunities and labour is available at very low rate.  He also thought of giving equal opportunities to men and women.  For this he selected S. Chatterjee, Indrajeet Kaur, Aslam and Sarabjeet as heads of Sales, Accounts, Purchase and Production departments.

  • Identify and state the next two steps that Sahil has to follow in the staffing process after selecting the above heads.
  • Also identify two values which Sahil wants to communicate to the society by setting up this manufacturing unit.                                                           (5 marks)
  • The next two steps that Sahil has to follow in the staffing process are:
  • Placement and Orientation
  • Training and development
  • Values which Sahil wants to communicate to the society are:
  • Development of backward areas
  • Providing job opportunities in rural areas
  • Optimum utilization of resources
  • Secularism.

Q. 18. The workers of ‘Gargya Ltd.’ are unable to work on new computerized machines imported by the company to fulfil the increased demand.  Therefore, the workers are seeking extra guidance from the supervisor and the supervisor iis overburdened with the frequent calls of workers.

Suggest how the supervisor, by increasing the skills and knowledge of workers, can make them handle their work independently.

Also state any three benefits that the workers will derive by the decision of the supervisor.                                                                                                            (4 marks)

Ans.  Training of employees / Vestibule training / On the job training.

Q. 19. Anushka is doing a course in fashion designing form an institute of repute.  As a part of the course, she has been asked to take on-the-job training in an export house for a fortnight in order to gain an insight about various practical aspects related to designing.  Anushka, through the references from her senior, joins an export house owned by an upcoming designer, Nandita.

  • Name and explain the type of training which Anushka has been asked to undertake.
  • Explain briefly any one method for providing off-the-job training.
  • Internship Training
  • Vestibule training.

Q. 20. Which source of external recruitment is deal for a manufacturing organization?  Why?

Ans.  Advertisement, because it has wide choice to recruit and select most of the senior position of industry and commerce.  More information about the organization and job can be given in the advertisement.

Q. 21. Name the methods of training:

  • The trainee learns under the guidance of a master worker.
  • Trainees learn on the equipments they will be using, but training is conducted away from the actual work floor.
  • Trainees work in some factory or office to acquire practical knowledge and skills along with regular studies.                                                                                     (3 marks)
  • Internship training

Q. 22. A company is manufacturing paper plates and bowls.  It produces 1,00,000 plates and bowls each day.  Due to local festival it got an urgent order of extra 50,000 plates and bowls per day.

  • Name the source of recruitment of labour the company needs to fulfill its order.
  • Explain any two merits of this method.                                                          (3 marks)
  • Direct recruitment of casual or ‘Badli’ workers (external source of recruitment).
  • Wider choice: A notice can be placed on the notice board of the enterprise specifying the details of the jobs available.  A large number of job-seekers assemble outside the premises of the organization.  Selection is done on the spot.
  • Competitive spirit: The existing workers will have to compete with the outsiders.

Q. 23. Your school has some vacancies of teachers.  The eligible staff has been promoted to half of the posts.  Suggest any three ways through which right type of people may be invited to fill up rest of the vacancies.                                                                                   (3 marks)

Ans.  The following external sources of recruitment will suit the purpose:

  • Advertisements
  • Employment Exchange
  • Recommendations of existing staff.

Q. 24. What kind of tests will primarily be used while selecting these people in an organization?  Give reason.

  • An interior decorator
  • A computer operator
  • A public dealing officer
  • A school teacher                                                                                             (4 marks)

Ans.  The type of tests primarily to be used for selection are the following:

  • Interest tests as these tests are used to know the pattern of interest or involvement of a person.
  • Trade tests as these tests measure the existing skills of the individuals.
  • Personality tests as these provide clues to a person’s emotions, reactions, maturity and value system, etc.
  • Intelligence tests as these tests are indicators of a person’s learning ability or ability to make decisions and judgements.

Q. 25. Ramesh is working under the guidance of Harsh, a carpenter for the last three years to learn the different skills of this job.  Name the method of training Ramesh is undergoing.                                                                         (1 mark)

Ans.  Apprenticeship training

Q. 26.  The workers of a factory remain idle because of lack of knowledge of hi-tech machines.  Frequent visit of engineer is made which causes high overhead charges.  Suggest the method of training that should be given to the employees.  Explain.   (3 marks)

Ans.  Workers are needed to be given appropriate training to learn the use of hi-tech and sophisticated machines.  The suitable method of training in the case is vestibule training .   it is an off-the-job method of training in which employees learn their jobs on the equipment they will be using, but the training is conducted away from the actual work floor.   Actual work environments re created in a classroom and employees use the same materials, files and equipment.

Q. 27. Identify and explain the following:

  • It is a managerial decision-making process as to predict which job applicants will be successful if hired.
  • It is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in job.
  • It is the process of choosing from among the candidates from within the organization on from the outside, the most suitable person for the current position or for the future position.                                                                                                   (3 marks)

Ans.  Selection is the process being referred to in all the three statements.

It is the process of identifying and choosing the best person out of a number of prospective candidates for the job.  Selection process serves two important purposes:

  • It ensures that the organization gets the best among the available.

It it enhances the self-esteem and prestige of those selected.

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Staffing Class 12 Business Studies Notes and Questions

Please refer to Staffing Class 12 Business Studies notes and questions with solutions below. These revision notes and important examination questions have been prepared based on the latest Business Studies books for  Class 12 . You can go through the questions and solutions below which will help you to get better marks in your examinations.

Class 12 Business Studies Staffing Notes and Questions

Q. 1. “Our assets walk out of the door each evening, we have to make sure that they come back the next morning.” This statement relates to which function of management. Explain the importance of this function. Ans.  Staffing. [For importance of function refer on page no. 156.] Q. 2. In a company all recruiting, screening and training process for data entry, etc. are done by one officer only. Their competitor was attracting most qualified employees. As a result this company had to choose from candidates who have soft skills and less qualifications. On the basis of above case answer the following questions: (i) What problem do you see company is facing? (ii) How can this problem m be solved? Ans. 1. This company has failed to recognize the human resource approach. This approach considers human resources as most important factor. They are dependent on personnel office for all the activities whereas they have failed to recognize the importance of human resource management. 2. This problem can be solved by setting up a human resource management department which performs following function: [Explain activities of human resource management] Q. 3. Zenith Ltd. is a highly reputed company and many people wanted to join this company. The employees of this organization are very happy and they discussed how they came in contact with this organization. Aman said that he was introduced by the present Sales manager, Mr. John. Benu said that he had applied through the newspaper and was appointed as H.R. John. Vaibhav said that he was neither related to any of the employee of the organization nor there was any advertisement in the newspaper even then he was directly called from HM Ahmedabad from where he was about to complete his MBA. 1. The above discussion is indicating an important function of management. Name the function of management. 2. The management function identified in part (a) follows a particular process. Explain the step of this process which is being discussed in the above para. Ans.  (a) Staffing. (b) Recruitment – It is defined as the process of researching for prospective employees and stimulating them to apply for jobs in the organization. Q. 4. Blue Heavens Ltd. purchased a new hi-tech machine from Germany for manufacturing high quality auto components in a cost effective manner. But during the production process, the manager observed that the quality of production was not as per standard. On investigation it was found that there was lack of knowledge amongst the employees of suing these hi-tech machines. So, frequent visit of engineers was required form Germany. This resulted in high overhead charges. Suggest what can be done to develop the skills and abilities of employees for producing high quality products by using these hi-tech machines. Also state how the employees or the organization will benefit from your suggestion. Ans.  Training of employees Benefits to the organization or employees: 1. Avoid wastage of effort & money 2. Enhances employee productivity 3. Equips future managers 4. Increases employee morals & reduces absenteeism 5. Obtaining effective response to fact changing environment 6. Improved skills and knowledge of the individual 7. Increased performance by the individual Q. 5. Ms. Neeta recently completed her Post-Graduate Diploma in Human Resource Management. A few months from now a large steel manufacturing company appointed her as its Human Resource Manager. As of now, the company employs 800 persons and has an expansion plan in hand which may require another 200 persons for various types of additional requirements. Ms. Neeta has been given complete charge of the company’s Human Resource Department. (a) State any two functions she must be performing. (b) What problems do you foresee in her job? What steps is she going to take to perform her job efficiently? Ans. 1. Ms. Neeta is must be performing these functions as a HR manager: 1. Analysing jobs and collecting information about jobs to prepare job descriptions. 2. Developing compensation and incentive plans 1. Since the company has an expansion plan requiring 200 more persons for various types of additional requirements, Ms. Neeta will have to recruit and select those persons from outside the organization. For this she will have to invite candidates to apply for the jobs through external sources of recruitment such s advertisements, placement agencies, recommendations of employees, etc. Then, Ms. Neeta will have to arrange for various types of training (e.g. apprenticeship training, vestibule training, etc.) of the employees to make them efficient. She will have to handle workers’ grievances and complaints and maintain labour relations. She will have to provide for social security and welfare of employees. Q. 6. Name the methods of recruitment in the following cases: 1. A company gets applications on and off even without declaring any vacancy. However, as and when the vacancy arises, the company makes use of such applications. 2. Casual vacancies of unskilled or semi-skilled jobs when there is a rush of order or when some permanent workers are absent. 3. Recruitment by which most of the senior positions of the industry as well as commerce are filled. (3 marks Ans. 1. Casual callers 2. Direct recruitment 3. Advertisement Q. 7. Anuroop runs a law firm in Hyderabad. His firm offers valuable financial and legal consultancy services to the clients. Whenever the firm hires any new employees, on the first day of their joining, they are welcomed to the organization and are given details about hours of work, holiday requests, sickness procedure, dress code, lunch arrangements, introduced to the daily operations and key people in the workplace, etc. They are also familiarized with the organistion’s policies and procedures, including complaints and dispute resolution, sexual harassment, emergency exits and evacuation procedure. In the context of the above case: 1. Name the type of training which is being referred to in the above lines. 2. Identify and explain the human needs of the new employees that the being fulfilled by Anuroop through this training. Ans. 1. Introduction training is being referred to in the above lines. 2. The various types of human needs of the new employees that are being fulfilled by Anuroop through induction training are stated below: 1. Basic Physiological Needs: 2. Safety / Security Needs: 3. Affiliation / Belonging Needs: Q. 8. Srija runs an NGO under the name ‘Sarthak’ in Delhi. The organization is engaged in offering waste paper recycling services to all kinds of institutions in the Delhi NCR region. It also manufactures custom made paper stationery out of recycled paper on order for the interested institutions at a very competitive price. The website of ‘Sarthak’ provides a link to a Careers site where in the people desirous of joining the NGO can use simple Job Search to find the right opportunity for themselves. The NGO also keeps a database of unsolicited applicants in its office so that job seekers may be notified of future opportunities when they arise. In context of the above case: 1. Identify the two sources of external recruitment being used by the NGO ‘Sarthak’ by quoting lines from the paragraph. 2. List any two values that Srija wants to communicate to the Society. Ans. 1. The two sources of external recruitment being used by the NGO ‘Sarthak’ are as follows: 1. Web Publishing: 2. Casual Callers: 1. The two values that Srija wants to communicate to the society are: 1. Environment sustainability 2. Responsibility. Q. 9. Prateek has started an advertising agency in Gurgoan. One of the page on his company’s website contains the following information, “Welcome to all the visitors of this page who are looking for an opportunity to make a career in the field of advertising. The openings are available in the company at various levels, so don’t miss the chance.” This page includes a link to provide further details about the vacancies available in terms of the desired qualifications, experience, personality characteristics and so on. Through a continuous assessment of the number and types of human resources necessary for the performance of various jobs and accomplishment of organizational objectives and in relation to the number and type available, he gets the information on this page updated. In context of the above case: 1. Identify and explainthe steps in the staffing process being carried out byy Prateek by quoting lines from the paragraph. 2. Name the concept that relates to the details about the vacancies available in terms of the desired qualifications, experience, personality characteristics and so on. Ans. 1. The two steps in the staffing process being carried out by Prateek are as follows: 1. Estimating the Manpower Requirements: 2. Recruitment: 1. Job descriptions the concept tht relates to the details about the vacancies available in terms of the desired qualifications, experience, personality characteristics and so on. Q. 10. Aakanksha, Nikita and Parishma are the owners of a handicraft unit in the urban area of Dibrugarh in Assam, which is involved in the manufacturing and marketing of Sital Pati, traditional mats and Jappi (the traditional headgear). They decided to shift this manufacturing unit to a rural area with an objective of reducing the cost and providing job opportunities to the locals. They followed the functional structure in this organization with a view to increasing managerial and operational efficiency. They assessed and analysed the type and number of employees required, keeping in mind that they had to encourage the women, and the people with special needs belonging to the rural area. State the next three steps that they will have to undertake, for obtaining a satisfied workforce for their handicraft unit. Ans . The next three steps in the process of staffing are stated below: 1. Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization. 2. Selection is the process of choosing from among the pool of the prospective job candidatye4s developed at the stage of recruitment. 3. Placement and orientation refers to the employee occupying the position or post for which the person has been selected and introducing the selected employee to other employees and familiarizing him with the rules and policies of the organisation. Q. 11. A company x Ltd. is setting up a new plant in India for manufacturing auto components. India has highly competitive and cost-effective production base in this sector. X Ltd. is planning to capture about 40% of the market share in India and also export to the tune of at least $5 million in about 2 years of its planned operations. To achieve these targets, it requires a highly trained and motivated workforce. You have been retained by the company to advise it in this matter. (i) which sources of recruitment the company should rely upon? (ii) Which methods of training should company initiate? Ans. 1. The company should rely upon the following external sources of recruitment because it is setting up a new plant and requiring large number of employees with latest technology. So, it needs to recruit technical, professional and managerial personnel. ● Advertisement ● Management consultants ● Campus recruitment. 1. The company should initiate following methods of training ● Apprenticeship training ● Vestibule training ● Internship. Q. 12. The quality of production is not as per standard. On investigation it was observed that most of the workers were not fully aware of proper operation of the machinery. What could be the way to improve the accuracy?  Ans.  Workers are needed to be given appropriate training to make them learn use of machinery and most suitable method in this case is apprenticeship training . It is on-the-job method of training. The workers seeking to enter skilled traits, e.g., to become plumbers, electricians or iron workers are required to undergo apprenticeship training for a prescribed time period (which may vary from 2 to 5 years). Apprenticeship training puts the apprentices (trainees) under the guidance of a master worker or an experienced guide or trainer. Q. 13. The employers of ‘Food Darbar,’ a restaurant, are trained through a structured programme that provides training in each area within the restaurant. The trainees learn the skills necessary for running each of the 12 workstations in the restaurant, from taking orders to the cooking area. This enables the employees to gain a broader understanding of all parts of the business and how the restaurant functions as a whole. The trainee gets fully involved in the department’s operations and also gets a chance to test her won aptitude and ability. When employees are trained by this method, the organization finds it easier at the time of promotions, replacements or transfers. In context of the above case: 1. Name the type of training which ‘Food Darbar’ provides to its employees. 2. Distinguish between training and development on the basis of meaning, purpose and scope. Ans. 1. Job rotation is the type of training which ‘Food Darbar’ provided to its employees. It is a method of on-the-job training. 2. The difference between Training and Development is given below: Q. 14. Deeksha is the general manager of a firm offering Telemarketing services. Telemarketing is a method of direct marketing in which a representative of the company solicits prospective customers to buy products or services, either over the phone or through a subsequent face to face, or Web conferencing appointment scheduled during the call. Deeksha ensures that all the call centre representatives are well versed with the local languages to that they can interact effectively with the prospective buyers. Moreover, the employees are provided training to improve upon their troubleshooting skill so that they do not spend too much time with every customer. By acquiring these skills the callers are able to add value to their message and also shorten the call durations, leading to increased customer satisfaction and profitability of the business. As a part of the firm’s policy, Deeksha encourages women, persons from backward communities and persons with special abilities to assume responsible positions in the organization. In context of the above case: 1. Identify the type of communication barriers that Deeksha is able to overcome by ensuring that all the call centre representatives are well versed with the local languages. 2. What are benefits of training employees to an organization? 3. List any two values that the firm wants to communicate to the society. Ans. 1. Deeksha is able to overcome the semantic barriers by ensuring that all the call centre representatives are well versed with the local languages. 2. The benefits of training to an organization are as follows: 3. The two values that the firm wants to communicate to the society are: 1. Women empowerment 2. Humanity. Q. 15. Bhuvan Ltd. is highly reputed company. The employees of this organization discussed how they came in contact with this organization. Reena said she was introduced by the Purchase manager (Mr. John. Neetu said she applied through newspaper and was appointed as Finance manager). Indu said she was directly called by the company from her IIM institute after completing MBA. 1. Identify the different sources of recruitment. 2. Name the function of management discussed in above para. Ans.  (i) (a) Reena’s source of recruitment recommendation from existing staff. (b) Neetu’s source: Media advertising (c) Indu’s source: Campus recruitment (ii) Function discussed in above para is staffing. Q. 16. Mr. Anil Garg is working as Managing Director of “CLS Packaging Limited”. He is not in favour of selling waste material in the marked. Instead he is planning to make himself new products of this material. For this purpose, a new unit will have to be set up. Accordingly, he decided to establish this unit in an area where large number of persons are unemployed and so labour is available at cheap rate. In order to attract workers to this new unit, a special Remuneration Scheme was introduced. As per this scheme, workers will get their remuneration on the basis of their work. There will be two rates of wages: higher wage rate and lower wage rate. A worker who will work up to a given standardized unit or beyond will be paid his/her remuneration at a higher rate. On the other hand, a worker who will work less than the given standardized units will be paid his/her remuneration at a lower rate. In order to operate this new unit, Mr. Garg established a separate ‘Waste Material Division’. It consisted of four departments, such as, Purchase, sales, Production and Accounts. Company required four managers to run these departments, of these, two managers were appointed from the existing business, by way of promotion; while the other two were selected out of the waiting list maintained by the company. 1. Which form of organization structure is being adopted by the company? 2. Identify and given the meaning of wage payment scheme adopted by the company to motivate the workers. 3. What methods of recruitment have been adopted by the company? 4. Identify these two values that Mr. Garg has been dedicating to the society by establishing this new unit. Ans. 1. Divisional Organization Structure. 2. Differential Wage System 3. Promotion ● Casual callers 1. Development of backward area ● Rise in employment opportunities Q. 17. Sahil the director of garments company, is planning to manufacture bags for the utilization of waste material of one of his garments unit. He decided that his manufacturing unit will be get up in a rural area of Orissa where people have very less job opportunities and labour is available at very low rate. He also thought of giving equal opportunities to men and women. For this he selected S. Chatterjee, Indrajeet Kaur, Aslam and Sarabjeet as heads of Sales, Accounts, Purchase and Production departments. 1. Identify and state the next two steps that Sahil has to follow in the staffing process after selecting the above heads. 2. Also identify two values which Sahil wants to communicate to the society by setting up this manufacturing unit. Ans. 1. The next two steps that Sahil has to follow in the staffing process are: 1. Placement and Orientation 2. Training and development 1. Values which Sahil wants to communicate to the society are: 1. Development of backward areas 2. Providing job opportunities in rural areas 3. Equality 4. Optimum utilization of resources 5. Secularism. Q. 18. The workers of ‘Gargya Ltd.’ are unable to work on new computerized machines imported by the company to fulfil the increased demand. Therefore, the workers are seeking extra guidance from the supervisor and the supervisor iis overburdened with the frequent calls of workers. Suggest how the supervisor, by increasing the skills and knowledge of workers, can make them handle their work independently. Also state any three benefits that the workers will derive by the decision of the supervisor. Ans. Training of employees / Vestibule training / On the job training. Q. 19. Anushka is doing a course in fashion designing form an institute of repute. As a part of the course, she has been asked to take on-the-job training in an export house for a fortnight in order to gain an insight about various practical aspects related to designing. Anushka, through the references from her senior, joins an export house owned by an upcoming designer, Nandita. In context of the above case: 1. Name and explain the type of training which Anushka has been asked to undertake. 2. Explain briefly any one method for providing off-the-job training. Ans. 1. Internship Training 2. Vestibule training. Q. 20. Which source of external recruitment is deal for a manufacturing organization? Why? Ans.  Advertisement, because it has wide choice to recruit and select most of the senior position of industry and commerce. More information about the organization and job can be given in the advertisement. Q. 21. Name the methods of training: 1. The trainee learns under the guidance of a master worker. 2. Trainees learn on the equipments they will be using, but training is conducted away from the actual work floor. 3. Trainees work in some factory or office to acquire practical knowledge and skills along with regular studies.  Ans. 1. Apprenticeship training 2. Vestibule training 3. Internship training Q. 22. A company is manufacturing paper plates and bowls. It produces 1,00,000 plates and bowls each day. Due to local festival it got an urgent order of extra 50,000 plates and bowls per day. 1. Name the source of recruitment of labour the company needs to fulfill its order. 2. Explain any two merits of this method. Ans. 1. Direct recruitment of casual or ‘Badli’ workers (external source of recruitment). 2. Merits: 1. Wider choice: A notice can be placed on the notice board of the enterprise specifying the details of the jobs available. A large number of job-seekers assemble outside the premises of the organization. Selection is done on the spot. 2. Competitive spirit: The existing workers will have to compete with the outsiders. Q. 23. Your school has some vacancies of teachers. The eligible staff has been promoted to half of the posts. Suggest any three ways through which right type of people may be invited to fill up rest of the vacancies.  Ans.  The following external sources of recruitment will suit the purpose: 1. Advertisements 2. Employment Exchange 3. Recommendations of existing staff. Q. 24. What kind of tests will primarily be used while selecting these people in an organization? Give reason. 1. An interior decorator 2. A computer operator 3. A public dealing officer 4. A school teacher Ans.  The type of tests primarily to be used for selection are the following: 1. Interest tests as these tests are used to know the pattern of interest or involvement of a person. 2. Trade tests as these tests measure the existing skills of the individuals. 3. Personality tests as these provide clues to a person’s emotions, reactions, maturity and value system, etc. 4. Intelligence tests as these tests are indicators of a person’s learning ability or ability to make decisions and judgements. Q. 25. Ramesh is working under the guidance of Harsh, a carpenter for the last three years to learn the different skills of this job. Name the method of training Ramesh is undergoing. Ans.  Apprenticeship training Q. 26. The workers of a factory remain idle because of lack of knowledge of hi-tech machines. Frequent visit of engineer is made which causes high overhead charges. Suggest the method of training that should be given to the employees. Explain.  Ans.  Workers are needed to be given appropriate training to learn the use of hi-tech and sophisticated machines. The suitable method of training in the case is vestibule training . it is an off-the-job method of training in which employees learn their jobs on the equipment they will be using, but the training is conducted away from the actual work floor. Actual work environments re created in a classroom and employees use the same materials, files and equipment. Q. 27. Identify and explain the following: 1. It is a managerial decision-making process as to predict which job applicants will be successful if hired. 2. It is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in job. 3. It is the process of choosing from among the candidates from within the organization on from the outside, the most suitable person for the current position or for the future position.  Ans.  Selection is the process being referred to in all the three statements. It is the process of identifying and choosing the best person out of a number of prospective candidates for the job. Selection process serves two important purposes: 1. It ensures that the organization gets the best among the available. It it enhances the self-esteem and prestige of those selected.

Important Notes for NCERT Class 12 Business Studies Chapter Staffing

Meaning Staffing means putting people to jobs. It begins with human resource planning and includes different other functions like recruitment, selection training, development, promotion and performance appraisal of work force. Need and Importance of Staffing :- 1. Obtaining Competent personal : Proper staffing helps in discovering and obtaining competent personal for various jobs. 2. Higher performance : Proper staffing ensures higher performance by putting right person on the right job. 3. Continuous growth : Proper staffing ensures continuous survival and growth of the enterprise. 4. Optimum utilisation of human resources :- it prevents under – utilisation of personnel and high labour cost. 5. Improves job satisfaction : It improves job satisfaction and morale of employee. Process of staffing :

Case Study Class 12 Business Studies Chapter 6 Staffing

Components of Staffing (A) Recruitment (B) Selection (C) Training. Thus, Recruitment + Selection + Training = Staffing. (A) Recruitment :  Recruitment may be defined as the process of searching for prospective employee and stimulating them to apply for job in the Organisation. Sources of Recruitment :-  (A) Internal Source (B) External Sources Internal Sources of Recruitment :-  Internal sources refer to inviting candidates from within the Organisation. Following are important sources of internal recruitment. 1. Transfer :-  It involves the shifting of an employee from one job of another, from one department to another or from one shift to another shift. 2. Promotions :  It refers to shifting an employee to a higher position carrying higher responsibilities, prestige, facilities and pay. 3. Laid off employee : To recall the temporary worker for work is called Lay-off as internal sources of recruitment. External Sources of Recruitment :- 1. Direct Recruitment :-  Under the direct Recruitment a notice is placed on the notice board of the enterprise specifying the details of the job available. 2. Casual callers :  Many reputed business org. keep a data base of unsolicited applicants in their office. These list can be use for Recruitment. 3. Advertisement : –  Advertisement in newspaper is generally used when a wider choice is required. 4. Employment Exchange :  Employment exchange is regarded as a good source of Recruitment. 5.  Compus recruitment and labour contractors can be used for the purpose.  (B) Selection :  Selection is the process of choosing from among the candidates from within the org. or from the outside, the most suitable person from the current position or for the future position. (C) Training: Training is the act of increasing the knowledge and technical skills of an employee for doing a particular job efficiently.

Case Study Class 12 Business Studies Chapter 6 Staffing

Benefits to the Organisation: – 1. It enhances employee productivity and quality. 2. Training increases employee moral. 3. Employee got new Tech. knowledge. 4. Efficient uses of machine. Benefits to the Employee: – 1. Improved skills and knowledge of employee 2. Increased performance by the individual help him to earn more. 3. Less accidents. 4. Training increases the satisfaction and morale of employee. Training Method (A) On the Job Method: –  It refers to the method that are applied to the work place, while the employee is actually working. It means learning while doing. 1. Apprenticeship Programme Training: –  A master worker or a trainer is appointed who guides the worker regarding the skill of job. 2. Coaching :  In this method, the superior guides and instructs the trainee as a coach. 3. Job Rotation :  In this method employee is transfer to other department or other shift. (B) Off the Job Method :  These methods are used away from the work place. It means learning before doing. 1. Class room lectures :  The lecture approach is well adapted to convey specific information. The use of audio-visuals can often make a formal classroom. 2. Films :  They can provide information to the employee. 3. Case study :  Trainee study the cases to determine problems & analyses causes. 4. Computer modelling –  Training provide to the employee by the help of computer

Staffing Class 12 Business Studies

We hope the above  Staffing Class 12 Business Studies  are useful for you. If you have any questions then post them in the comments section below. Our teachers will provide you an answer. Also refer to  MCQ Questions for Class 12 Business Studies

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  • CBSE Class 12 Business Studies Chapter 6 – Staffing Class 12 Notes

Staffing Class 12 Revision Notes

The Staffing class 12 notes help you to identify the need and importance of staffing in an organization. It helps in establishing a relationship with Human Resource Management. Staffing in simple terms means putting people to jobs. It is one of the process of management which deals with obtaining, utilizing and maintaining a satisfactory and satisfied workforce. It is the managerial function of filling and keeping filled the positions in the organization structure. Staffing starts with identifying the requirement of the workforce or workforce planning and includes different other functions like recruitment, selection, training, development, promotion, compensation and performance appraisal of personnel.

For any organization, its foundation is the talented and hardworking people, who are the principal assets of any firm. The growth of any organization requires the continual infusion of quality staff. For this adequate staffing or the provision for appropriate human resources is an essential requirement for any organization’s success. Therefore it is believed that an organization can achieve its objectives only when it has the right persons in the right positions.

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Sub-topics covered under Staffing :

  • Introduction to Staffing and its Meaning : This sub-topic deals with the introduction and meaning of staffing. Once the planning and selection of the organization structure are done, next step of the management process is to fill the various posts provided in the organization.
  • Staffing in HRM & Its Revolution : This sub-topic explains that staffing is a function which all managers need to perform and is a separate and specialized function. HRM in present-day has evolved from various significant inter-related developments, which relate back to the era of industrial revolution.
  • Staffing Process : The prime concern of the staffing function in the management process is the timely fulfillment of the manpower requirements within an organization. The staffing process involves estimating manpower requirements, recruitment, selecting among many applicants, placement, orientation, training, and development.

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CBSE Class 12 Business Studies Revision Notes

  • CBSE Class 12 Business Studies Chapter 13 – Entrepreneurship Development Class 12 Notes
  • CBSE Class 12 Business Studies Chapter 12 – Consumer Protection Class 12 Notes
  • CBSE Class 12 Business Studies Chapter 11 – Marketing Class 12 Notes
  • CBSE Class 12 Business Studies Chapter 10 – Financial Markets Class 12 Notes
  • CBSE Class 12 Business Studies Chapter 9 – Financial Class 12 Notes
  • CBSE Class 12 Business Studies Chapter 8 – Controlling Class 12 Notes
  • CBSE Class 12 Business Studies Chapter 7 – Directing Class 12 Notes
  • CBSE Class 12 Business Studies Chapter 5 – Organising Class 12 Notes
  • CBSE Class 12 Business Studies Chapter 4 – Planning Class 12 Notes

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  • Chapter 6: Staffing

NCERT Solution for Class 12 Business Studies Chapter 6 - Staffing

NCERT Solutions are considered an extraordinarily helpful resource for students to prepare for the CBSE Class 12 Business Studies examinations. This study resource provides students with in-depth knowledge of the concepts covered, and the solutions collated by the subject matter experts are easy to comprehend and clear their doubts right away. Students can download the PDF of NCERT Solutions for Class 12 Business Studies Chapter 6 below and practise them without any time constraints.

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Very short answer questions ncert solutions business studies  class 12 chapter 6.

1. What is meant by staffing?

Staffing is a management function that involves the hiring of candidates suitable for the organisation by evaluating their skills and knowledge, and offering specific roles as per their skill set. It is involved in the fulfilment of human resource requirements for an organisation.

2. State the two important sources of recruitment.

Recruitment is the process of searching and hiring the right person for the job. It can also be said as the process of finding potential candidates suitable for the job and convincing them to apply for the post. Two important sources of recruitment can be defined as follows:

1. Internal Sources

2. External Sources

Internal sources refer to sources of recruitment within the organisation. It means any vacancy created is filled by an existing employee working in the organisation.

External sources of recruitment include hiring a new candidate either through agencies or conducting a direct hiring session.

3. The workers of a factory are unable to work on new machines and always demand the help of a supervisor. The supervisor is overburdened with their frequent calls. Suggest the remedy.

This situation can be controlled by providing the workers with proper training regarding the use of machines. It will increase their confidence and skill set. It will also result in faster working with no delay in performing the task.

4. The quality of Production is not as per standards. On investigation, it was observed that most of the workers were not fully aware of the proper operation of the machinery. What could be the way to improve the quality of production to meet the standards? (training).

The quality of the production can be improved by offering training to employees. This can be job training, where there will be a master worker whose role will be to train the employees in the use of machinery. The employees can learn and practise under the guidance of a master worker for a period of time before working individually. This type of training will help an employee to work with efficiency.

5. The workers of a factory remain idle because of the lack of knowledge of hi-tech machines. Frequent visit of an engineer is made, which causes high overhead charges. How can this problem be removed?

This kind of problem is dealt with by providing workers with proper training. These workers can be provided vestibule training which will reduce the frequent visits of the engineer. Vestibule training is the kind of training where the workers are made to practise on dummy machines, which are models of industrial equipment that the workers need to work on. Once they gain adequate exposure, the workers can be shifted to the factory to perform the work.

Short Answer Questions NCERT Solutions Business Studies  Class 12 Chapter 6

1. What is meant by recruitment? How is it different from the selection?

Recruitment is the process of searching and hiring the right person for the job. It can also be said as the process of finding potential candidates suitable for the job and convincing them to apply for the post. Whereas selection is the procedure of choosing the required set of candidates from a pool of candidates.

The points of comparison between recruitment and selection are as follows:

2. An organisation provides security services. It requires such candidates who are reliable and don’t leak out the secrets of their clients. What step should be incorporated into the selection process?

For conducting such a selection process, the tests that can be conducted are personality tests. Such tests will help recruiters identify the candidates with the most stable personalities, which is suitable for the job type that is offered.

3. A company manufactures paper plates and bowls. It produces 1,00,000 plates and bowls each day. Due to a local festival, it got an urgent order of extra 50,000 plates and bowls. Explain the method of recruitment that the company should adopt in the given circumstances to meet the order.

The method of choice in this situation is approaching labour contractors. Production of paper plates and bowls is done by workers or labourers who have low skills. Labour contractors have access to labourers looking for work opportunities and, therefore, will be able to provide the required manpower at the time of need.

4. Distinguish between training and development.

Training and development are closely related concepts but are distinct in their function. The focus is the same for both concepts, but there is a change in perspective. Training is related to the process of imparting abilities and skills that are required in a job, while development is the growth of an individual over a period of time.

The following points highlight the difference between training and development.

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

Internal sources of recruitment involve selecting an existing employee for a new position in the organisation. The way of recruiting is either through transfer or promotion. It is considered more economical because it saves time and money. The recruitment process is not that extensive as compared to external recruitment. There will be no expenditure on the training of employees, which is further cost-efficient. Therefore, in these ways, it is economical.

6. No organisation can be successful unless it fills and keeps the various positions filled with the right kind of people for the right job. Explain.

In today’s world, finding the right candidate for the job is pretty challenging, given the developments in technology, the nature of the job and the skill sets that are required. Staffing is an essential function of management that helps in the hiring of manpower for the organisation.

Staffing provides the following benefits:

1. Staffing helps in finding and selecting the best-suited candidate for the job.

2. It ensures that the right people are selected for the right job, which will help in increasing the overall efficiency and performance of the organisation.

3. By selecting the best candidates for the job, an organisation has a better chance of registering growth.

4. Staffing helps in manpower planning and helps in the proper utilisation of manpower. It also helps in filling up vacant job posts so that working efficiency is maintained.

Long Answer Questions NCERT Solutions Business Studies Class 12 Chapter 6

1. ‘Human resource management includes many specialised activities and duties.’ Explain.

Human resource is one of the essential functions of management which is involved with the hiring, development and management of resources in the form of humans for the organisation. It performs a lot of activities which includes determining the demand for recruiting, preparing plans for recruiting, conducting recruitment, selecting the best candidates, rolling out offer letter, inducting employees to the organisation, imparting training and development and finally, acting as support for employee grievances.

The following points will explain the activities that are performed by human resources:

1. Human resource planning

2. Recruiting the candidates (the process of finding candidates for jobs)

3. Determine the job and its specific requirements and perform research and analysis to prepare the correct job description.

4. Conduct training and development programmes for the newly joined employees as well as refresher programmes for existing employees.

5. Conduct performance appraisals for the employees on a quarterly/half-yearly/yearly basis.

6. Maintaining good relations with labours and paying attention to the labour union demands.

7. Act as the point of contact for handling employee complaints and grievances.

8. Assist in providing schemes for the welfare of employees.

9. Representing the company in various lawsuits and finding ways to prevent legal complications.

2. Explain the procedure for the selection of employees.

Selection is the process of choosing the best candidates from the pool of candidates that appear for a recruitment programme. It is a process that comprises various types of tests and interviews. The following steps are involved in the selection process:

1. The first step in the selection process is screening; in this process, candidates who do not fill the required criteria and qualifications are eliminated from the initial recruitment process. The process of elimination starts with the screening of the information that is provided by candidates in their application forms. Initial interviews conducted will also help determine the facts that are not present in the application and will be helpful in rejecting candidates.

2. The next step in screening is to put the candidates through a set of tests like the intelligence test, personality test and aptitude test. These tests assess the candidates on different levels and help recruiters determine their candidature.

3. The candidates who complete the tests are made to appear for the next round of interview, which is a personal interview. These are conducted to help the candidate know better by having conversations with the managers. This test also helps the recruiter assess the mental stability of the candidate regarding the job.

4. The candidates, once they complete the interview process, have to wait for some time when the organisation performs background checks on the employee; it can be asking the previous employer or colleagues and verifying the information as provided by the candidate.

5. After conducting all the checks and being satisfied, the candidate is shortlisted for the job offer.

6. There can be an optional medical examination of the candidate, and the final job offer is processed once the candidates clear the test.

7. The next step is sending out the offer letter, which contains information on the joining date and time at which to report to the office.

8. Employment contract: Once the employee joins, the final step is to get over with the documentation and provide the employee with the details such as salary, designation, HR policies, leave policies etc.

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

Training is an important event for any organisation. It is an activity that is aimed at building the skills and abilities of the individuals who are required to perform a job. It is an essential part of the job which is helpful in improving the knowledge of an individual. The nature of jobs changes with the changes in the business environment. The following are the benefits of training for the employee and the organisation.

Benefits to employee

i. Training provides employees with the skills to grow in their careers. It is helpful in improving knowledge of the processes, which is essential for future growth.

ii. An individual with training will be able to earn more than those without any kind of training. It improves working efficiency and results in a good performance.

iii. Training makes an employee more confident in handling work. The equipment and machines at the workplace will be easier to manage with proper training so that there will be less accidents.

iv. Training improves the self-confidence of the employees and helps them to face new challenges at work. The increased confidence also contributes to the sense of feeling of higher job satisfaction.

Benefits for organisation

i. Training is a systematic way of teaching processes. It will be, therefore, more efficient and saves the organisation time and money.

ii. Training helps individuals and makes them more efficient; the direct result is an improvement in productivity. The rise in employee productivity will result in the growth of the company.

iii. Training helps in preparing employees to face new challenges and situations. It helps in building an effective way to counter issues that arise in future.

iv. Good training helps in boosting employee morale. It gives proper confidence and motivation, which reduces employee turnover and absenteeism from work.

4. Kalu Consultants has launched www.naukaripao.com exclusively for senior management professionals. The portal lists out senior-level jobs and ensures that the job is genuine through the rigorous screening process.

a. State the source of recruitment highlighted in the case above.

b. State four benefits of the above-identified source of recruitment.

a. www.naukaripao.com is an online portal which serves as a common platform for job providers and seekers. It helps the candidates to find good jobs, and companies to find good candidates. This form of recruitment is called web publishing.

b. The benefits associated with web publishing are as follows:

1. Resumes get screened very fast on the website only as per the job title, which saves a lot of time for the recruiters. It makes the search for prospective candidates much easier. The added benefit is real-time interaction between the job seeker and the organisation.

2. The reach of online recruitment is across the globe, so more candidates can be hired.

3. The companies looking for candidates can put their brand on the recruitment website, which will help the recruitment company gain name in the market.

4. It makes the hiring process short as compared to traditional recruitment. Not only time is reduced, but it reduces costs also.

5. A company, Xylo limited, is setting up a new plant in India for manufacturing auto components. India is a highly competitive and cost-effective production base in this sector. Many reputed car manufacturers source their auto components from here.

Xylo limited is planning to capture about 40% of the market share in India and also export to the tune of at least ₹ 50 crores in about 2 years of its planned operations. Achieving these targets requires a highly trained and motivated workforce. You have been retained by the company to advise in this matter. While giving answers, keep in mind the sector the company is operating.

Questions: a. Outline the process of staffing the company should follow. b. Which sources of recruitment the company should rely upon? Give reasons for your recommendation. c. Outline the process of selection, which the company should follow with reasons.

a. The following process of staffing should be followed by the company.

1. Identify and prepare the number and types of personnel required for the setup.

2. Find suitable candidates who can fill the vacancies in the company and approach them to apply for the position.

3. Select the right candidate after performing a thorough interview process.

4. Help the employee get familiar with the working environment as it will make them feel comfortable.

5. Train the employee as per the requirements of the job description.

6. Determine the performance of the employee against the set of standards and provide appropriate feedback.

7. Promote employees who are good performers.

8. Provide appropriate compensation and benefits to the employees to keep them motivated.

b. The company should rely on recruitment sources that are external. The company is going to set up a new plant in a new region; therefore, candidates who are locals of that area will be the best resources as they will be familiar with the environment and working conditions of the local region, so it will be beneficial for the organisation.

c. The company should follow the following selection process:

1. Screen the candidates and reject those who are not matching with the job description.

2. Test the candidate using various types of tests, which can include an aptitude test, personality test, and intelligence test.

3. Arrange a personal interview session for candidates who make the cut from the tests. The manager will be able to judge the candidate further and help in assessing the candidate’s true potential.

4. Before finalising the candidate, perform a background check by taking references from the candidate about previous employers.

5. On finding the candidate suitable for the job, provide a confirmation.

6. Help the candidate with the employment contract and terms of employment.

6. A major insurance company handled all recruiting, screening and training processes for data entry/customer service representatives. Their competitor was attracting most of the qualified, potential employees in their market. Recruiting was made even more difficult by the strong economy and the ‘jobseeker’s market.’ This resulted in the client having to choose from candidates who had the ‘soft’ skills needed for the job but lacked the proper ‘hard’ skills and training.

Questions a. As an HR Manager, what problems do you see in the company? b. How do you think it can be resolved and what would be its impact on the company?

a. The following problems can be identified in the company:

1. There is a lack of qualified candidates in the company as most of the skilled candidates have been hired by the competitors.

2. The company employees lack the hard skills required for the job; this results in poor performance of the employees.

b. To resolve this problem, the following steps can be taken:

1. Employees should be provided proper hard skills training in order to make them more suitable for the job.

2. The company can try an external recruitment process in order to attract the best talents. The agencies will shortlist such candidates as deemed suitable for the job.

7. Ms. Jayshree recently completed her Post Graduate Diploma in Human Resource Management. A few months from now, a large steel manufacturing company appointed her as its Human Resource Manager. As of now, the company employs 800 persons and has an expansion plan in hand, which may require another 200 persons for various types of additional requirements. Ms. Jayshree has been given complete charge of the company’s Human Resources Department.

Questions 1. Point out what functions is she supposed to perform? 2. What problems do you foresee in her job? 3. What steps is she going to take to perform her job efficiently? 4. How significant is her role in the organisation?

1. Being a Human Resource Manager, Ms. Jayshree should be looking to hire candidates for the company. This falls under the staffing function. She must ensure that the hiring of the candidates should be as per the expansion plan of the company, and the candidates that are hired should be the ideal candidate for the position. She must also check if the employees are getting proper training and also are motivated.

Her role will consist of the following functions:

a. Preparing job descriptions for individual positions.

b. Recruitment of candidates who are qualified for the job.

c. Developing the salary structure for the employees.

d. Conducting interviews of the candidates.

e. Arrange proper training of new candidates.

f. Look after the welfare of employees.

g. Address employee complaints and grievances.

h. Defend the company in lawsuits and legal matters.

2. We can foresee the following problems in her job:

a. The job role requires her to perform multiple functions on a daily basis.

b. Finding the right candidate for a role is a tedious job.

c. She has to identify sources of recruiting candidates.

d. She needs to arrange proper training for the employees to develop the necessary skills required for the job.

3. She has to take the following steps in order to perform efficiently in her job:

a. Devise a proper staffing plan that has an estimate of human resource requirements of the present as well as the future.

b. The minimum qualification for the jobs should be decided in advance.

c. There should be a proper structure and assessment tests for screening the potential candidates.

d. The selection test should be properly conducted along with the interview.

4. The role of Ms. Jayshree is very important for the organisation. She has to ensure the right candidates are getting selected for the job. Any mistake in hiring the wrong candidate will result in a waste of time and cost, which impacts not only the performance but also the efficiency of the organisation. Her job is to ensure the selected candidates are best suited to be part of the organisation.

In the following ways, the human resource function can be important for the organisation:

1. Hiring of right candidate leads to high performance and efficiency.

2. Growth and survival of employees in the organisation can be planned by managers.

3. Helps in maintaining employee morale and provides motivation to employees in the form of rewards and recognition.

4. Assists in the proper utilisation of resources for the organisation.

NCERT Solution for Class 12 Business Studies Chapter 6 – Staffing provide students with a comprehensive introduction to the concepts. It provides a clear picture of what is the staffing.

Concepts covered in this chapter are listed below:

  • Meaning of staffing
  • Importance of staffing
  • Staffing as a part of Human Resource Management
  • Staffing process
  • Recruitment

NCERT Solutions for Class 12 Business Studies Chapter 6 provides a wide range of illustrative examples, which helps the students to comprehend and learn quickly. The above-mentioned are the solutions according to the Class 12 CBSE syllabus. For more solutions and study materials of NCERT solutions for Class 12 Business Studies, visit BYJU’S or download BYJU’S – The Learning App for more information and the best learning experience.

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12 Business Studies notes Chapter 6 Staffing

Download CBSE class 12th revision notes for chapter 6 Staffing in PDF format for free. Download revision notes for Staffing class 12 Notes and score high in exams. These are the Staffing class 12 Notes Business Studies prepared by team of expert teachers. The revision notes help you revise the whole chapter 6 in minutes. Revision notes in exam days is one of the best tips recommended by teachers during exam days.

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CBSE Class 12 Business Studies Revision Notes CHAPTER – 6 Staffing class 12 Notes Business Studies

Staffing means putting people to jobs. It begins with human resource planning and includes different other functions like recruitment, selection, training, development, promotion and performance appraisal of work force.

Need and Importance of Staffing

1. Obtaining Competent Personnel: Proper staffing helps in discovering and obtaining competent personnel for various jobs.

2. High Performance: Proper staffing ensures higher performance by putting right person on the right job.

3. Continuous growth: Proper staffing ensures continuous survival and growth of the enterprise.

4. Optimum utilization of human resources: It prevents under-utilization of personnel and high labour cost.

5. Improves job satisfaction: It improves job satisfaction and morale of employee.

Staffing As a Part ofHuman Resource Management (HRM)

• Staffing • Function which all managers have to perform as all managers directly deal with people • Staffing refers to this kind of role played by all managers in small organizations. • As organizations grow and number of people employed increases, a separate department called the human resource department is formed which consists of specialists who are experts in dealing with people. • In fact early definitions of staffing focused narrowly on only hiring people for vacant positions. But today staffing is a part of HRM which encompasses not only staffing but also a number of other specialized services such as job evaluation, management of labour relations.

• Human Resource Management • Involves procuring, developing, maintaining and appraising a competent and satisfied workforce to achieve the goals of the organization efficiently and effectively. • Its purpose is to enable every human being working in the organization to make his best possiblecontribution..

2 . Recruitment: It refers to identification of the sources of manpower availability and making efforts to secure applicants for the various job positions in an organization.

3. Selection: It is the process of choosing and appointing the right candidates for various jobs in an organization through various exams, tests &interviews.

4. Placement and Orientation: When a new employee reports for duty, he is to be placed on the job for which he is best suited. Placement is very important process as it can ensure “Right person for right job”. Orientation/Induction is concerned with the process of introducing a new employee to the organization. The new employees are familiarized with their units, supervisors and fellow employees. They are also to be informed about working hours, procedure for availing leave, medical facilities, history and geography of organization and rules/regulations relating to their wages etc.

5. Training and Development: Systematic training helps in increasing the skills and knowledge of employees in doing their jobs through various methods. Development involves growth of an employee in all respects. It is the process by which the employees acquire skills and competence to do their present jobs and increase their capabilities for higher jobs in future.

6. Performance Appraisal: It is concerned with rating or evaluating the performance of employees. Transfers and promotions of the staff are based on performance appraisal.

RECRUITMENT

(A) Recruitment: Recruitment may be defined as the process of searching for prospective employees and stimulating them to apply for jobs in the organization.

Sources of Recruitment (A) Internal Sources (B) External Sources

(A) Internal Sources of Recruitment Internal sources refer to inviting candidates from within the organization. Following are important sources of internal recruitment:

1. Transfers: It involves the shifting of an employee from one job to another, from one department to another or from one shift to another shift.

2. Promotions: It refers to shifting an employee to a higher position carrying higher responsibilities, prestige, facilities and pay.

3 . Lay-Off: To recall the temporary worker for work is called Lay-Off, who were temporarily separated from organization due to lack of work.

Advantages of Internal Sources Recruitment: (1) Employees are motivated to improve their performance. (2) Internal recruitment also simplifies the process of selection & placement. (3) No wastage of time on the employee training and development. (4) Filling of jobs internally is cheaper.

Limitation of Internal Sources (1) The scope for induction of fresh talent is reduced. (2) The employee may become lethargic. (3) The spirit of competition among the employees may be hampered. (4) Frequent transfers of employees may often reduce the productivity of the organization.

External Sources of Recruitment

When the candidates from outside the organization are invited to fill the vacant job position then it is known as external recruitment. The common methods of external sources of recruitments are:

1. Direct Recruitment: Under the direct recruitment, a notice is placed on the notice board of the enterprise specifying the details of the jobs available.

2. Casual callers: Many reputed business organizations keep a data base of unsolicited applicants in their office. This list can be used for Recruitment.

3. Advertisement: Advertisement in media is generally used when a wider choice is required. Example– Newspapers, Internet, Radio, Television etc.

4. Employment Exchange: Employment exchange is regarded as a good source of recruitment for unskilled and skilled operative jobs.

5. Campus recruitment and labour contractors can be used for the purpose.

Merits of External Sources

1. Qualified Personnel: By using external source of recruitment the management can attract qualified and trained people to apply for the vacant jobs in the organization.

2. Wider Choice: The management has a wider choice in selecting the people for employment.

3. Fresh Talent: It provides wider choice and brings new blood in the organization.

4. Competitive Spirit: If a company taps external sources, the staff will have to compete with the outsiders.

Limitations of External Sources of Recruitment

1. Dissatisfaction among existing employees: Recruitment from outside may cause dissatisfaction among the employees. They may feel that their chances of promotion are reduced.

2. Costly process: A lot of money has to be spent on advertisement therefore this is costly process.

3. Lengthy Process: It takes more time than internal sources of recruitment.

Selection Selection is the process of choosing from among the candidates from within the organization or from outside, the most suitable person for the current position or for the future position.

1. Preliminary Screening: After applications have been received, they are properly checked as regarding qualification etc. by screening committee. A list of candidates to be called for employment tests made and unsuitable candidates are rejected altogether.

2. Selection Tests: These tests include:

(a) Psychological tests which are based on assumption that human behaviour at work can be predicted by giving various tests like aptitude, personality test etc.

(b) Employment test for judging the applicant’s suitability for the job.

3. Employment Interviews: The main purpose of interview is:

(a) to find out suitability of the candidates.

(b) to seek more information about the candidate.

(c) to give the candidate an accurate picture of job with details of terms and conditions.

4. Reference Checks: Prior to final selection, the prospective employer makes an investigation of the references supplied by the applicant. He undertakes a thorough search into candidates family background, past employment, education, police records etc.

5. Selection Decisions: A list of candidate who clear the employment tests, interviews and reference checks is prepared and then the selected candidates are listed in order of merit.

6. Medical/Physical Examination: A qualified medical expert appointed by organization should certify whether the candidate is physically fit to the requirements of a specific job. A proper physical exam will ensure higher standard of health & physical fitness of employees thereby reducing absenteeism.

7. Job Offer: After a candidate has cleared all hurdles in the selection procedure, he is formally appointed by issuing him an Appointment Letter. The broad terms and conditions, pay scale are integral part of Appointment Letter.

8. Contract of Employment: After getting the job offer, the candidate has to give his acceptance. After acceptance, both employer and employee will sign a contract of employment which contains terms & conditions, pay scale, leave rules, hours of work, mode of termination of employment etc. Nishant wants to set a unit in rural area where people have very few job opportunities and labour is available at a low cost.

For this he wants four different heads for Sales, Accounts, Purchase and Production. He gives an advertisement and shortlists some candidates after conducting selection tests.

1. Identify and state the next three steps for choosing best candidates.

2. Also identify two values which Nishant wants to communicate.

Training: Training is the act of increasing the knowledge and technical skills of an employee for doing a particular job efficiently. Both existing employees and new employees get acquainted with their jobs and this increases job related skills.

Training Methods

(A) On the Job Method: It refers to the methods that are applied at the work place, where the employee is actually working. It means learning while doing. The following are the methods of On-the job training:

1. Apprenticeship Training: Under this, the trainee is placed under supervision of an experienced person (master worker) who imparts him necessary skills and regulates his performance. The trainee is given stipend while learning so that he/she can enjoy “earn while you learn” scheme.

2. Internship Training: Under this method an educational institute enters into agreement with industrial enterprises for providing practical knowledge to its students by sending them to business organizations for gaining practical experience.

3. Induction training is a type of training given to help a new employee in settling down quickly into the job by becoming familiar with the people, the surroundings, the job and the business. The duration of such type of training may be from a few hours to a few days. The induction provides a good opportunity to socialize and brief the newcomer with the company’s overall strategy, performance standards etc. If carefully done, it saves time and cost (in terms of effectiveness or efficiency etc.)

Training and Development

Training is concerned with imparting technical knowledge in doing a particular job. But development is a wider process concerned with growth of an individual in all respects. However, both are related processes; training helps the employees in learning job skills whereas development shapes attitude of the employees.

Comparison of Training and Development

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Staffing class 12 Notes Business Studies. CBSE quick revision note for class-12 Business Studies, Chemistry, Math’s, Biology and other subject are very helpful to revise the whole syllabus during exam days. The revision notes covers all important formulas and concepts given in the chapter. Even if you wish to have an overview of a chapter, quick revision notes are here to do if for you. These notes will certainly save your time during stressful exam days.

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Chapter 6: Staffing

  • CBSE Class 12
  • Unit 1:Business studies I
  • Chapter 6: Staffing Notes

staffing as part of Human Resource Management

  • BUSINESS STUDIES-XII
  • Publication
  • ABCD CLASSES
  • Business Studies

STAFFING AS A PART OF HRM

Staffing as a part of Human Resource Management

There is a conflict on the subject of whether staffing is part of human resource management or is a separate managerial function. Many modern thinkers stress that staffing is a part of human resource management. Staffing includes only

  • Training employees to improve their performance, developing their abilities,
  • Introducing new employees to the organization,
  • Placing the right person on the right job,

Human resource management is a wider term and includes in itself the following:

  • H andling grievances and complaints.
  • A nalyzing jobs, collecting inform ation about jobs to prepare job descriptions.
  • R ecruitment i.e., search for people
  • D efending the company in lawsuits and avoiding legal complications
  • T raining and development of employees for efficient perfor­mance and career growth.
  • I mproving and Maintaining labor relations and union-management relations
  • M ake incentive plans and develop compensation
  • Employee's welfare and Providing for social security

Conclusion: -So above discussion makes it clear that staffing is one of the parts of human resource management.

EVOLUTION OF HRM

case studies of staffing class 12

  • With the emergence of the industrial revolution, trade union activities became very active.
  • The trade union activities forced management to appoint a person who could act as a link between owner and persons.
  • This resulted in the appointment of a labor welfare officer. His role was limited to the welfare of employees only.
  • With the introduction of the factory system, a large number of laborers were employed under one roof.
  • This resulted in the appointment of one more person who was given the responsibility of recruitment, selection and placement of persons. This person was known as a personnel officer.
  • Due to the importance of human relation approach and the dynamic environment and changes taking place there arose the need for training and developing the employees to update their knowledge as human relation approach recognizes human factor as most important.
  •  This requirement for human relations approach led to the replacement of the personnel manager to human resource manager.

Introduction and Feature & Importance of Staffing

CONCEPT & MEANING

Staffing: - M anagerial function of filling and keeping filled the positions in the organization structure.

FEATURE & IMPORTANCE:

Importance for staffing

  • Needed to fill the job positions created by organizational structure by putting right person on the right job.
  • Improves job satisfaction and morale of employees through appraisal and fair remuneration for their contribution.
  •  As all the functions are performed by human beings and human being joins the organization by staffing function only.
  • Today the staffing function is not a routine job but a specialized department in the organization. includes  manpower planning, recruitment, training, remuneration, etc
  • Gives more importance to human elements by selecting, appraising and training the employees. Helps in obtaining competent personnel for various jobs.
  • Two organizations can easily acquire some type of physical and financial resources but the organization with efficient staff can easily win over its competitor

Staffing process

STAFFING PROCESS:

  • Estimate manpower requirements according to demand to get the right number of qualified people at the right time.
  • Workload analysis estimation of the number and types of human resources necessary for the performance of various jobs.
  • Workforce analysis to know whether a firm is understaffed, overstaffed or optimally staffed.
  • Process of searching for prospective employees and motivating them to apply for jobs in an organization by using internal and external sources.
  • Positive Step
  • Choosing from among the applications the most suitable candidates to fill up the vacancies in the organization by comparing and evaluating candidates’ qualifications required to perform the job.
  • Negative step
  • Asking the candidates to occupy the position in the organization for which they have been selected.
  • Taking the new employees in the office/plant and introducing them to all employees to adjust themselves to the work environment
  • Telling the rules and policies of the organization.
  • Providing the required knowledge and skills relating to their jobs.
  • Every new employee needs training in different departments to have sufficient knowledge of the work
  • Increases workers’ knowledge, ability, and competence & make them more useful.
  • Performance Appraisal
  • Systematic evaluation of the employee’s performance on their job in order to determine their contribution
  • Employees should be given promotions to higher positions according to both ability and seniority.

9. Compensation

  • Which employee receives in exchange for their contribution to the organization
  • Compensation includes monetary and non-monetary incentives.

Elements of Staffing

ELEMENTS OF STAFFING

Recruitment

  • Process of searching for future employees and motivating them to apply for jobs in an organization by using internal and external sources.

Internal and External Recruitmnet

SOURCES OF RECRUITMENT

INTERNAL SOURCES:

  • Transfers :
  • Horizontal shifting of an employee from one job to another, one department to another without a change in the responsibilities and status of the employee.
  • Shortage of personnel in one branch may be filled.
  • Useful in the training of employees for learning different jobs
  • Vertical shifting an employee to a higher position, carrying higher responsibilities, status and pay
  • Improve the motivation, loyalty and satisfaction level of employees.

Merits of Internal Sources

  • Simplifies the process of selecting existing candidates working in the enterprise can be evaluated more accurately because they  are  known to the working environment of the organization
  • avoids orientation:- Employee people recruited from within the organization do not need induction training
  • Facilitates Motivation A promotion at a higher level may lead to a chain of promotion at lower levels in the organization. This motivates the employees to improve their performance
  • Economical there is no cost on advertisement and selection process
  • Reduces imbalance Transfer helps in shifting the workforce from the surplus departments to those where there is a shortage of staff

Limitations of Internal Sources

  • Promote laziness employees may become lazy if they are sure of time-bound promotions.
  • Less chance to fresh talent Scope for the introduction of fresh talent is reduced.
  • Avoid Competition – there is no competition from outsiders because all the vacancy is filled internally
  • Narrow scope : - A new enterprise cannot use internal sources of recruitment. No organization can fill all its vacancies from internal sources.
  • Trim down productivity regular transfers of employees may often reduce the productivity of the organization.

EXTERNAL SOURCES:

  • Direct Recruitment :
  • Notice is placed on the notice board of the firm
  • Unemployed people gather outside on the specified date and are selected on the spot
  • Generally for casual vacancies of unskilled or semi-skilled jobs.
  • Economical method
  • Casual Callers :
  • Many organizations keep a database of unwanted applicants with them
  • A list of such candidates can be prepared and can be screened to fill the vacancies as they arise.
  • Advertisement :
  • Used when a wider choice is required by using  electronic and print media
  • More information about the organization and job can be given in the advertisement.
  • Employment Exchange :
  • Run by the Government for unskilled and skilled jobs.
  • Compulsory notification of vacancies to employment exchange is required by law.
  • Placement agencies provide a nationwide service.
  • Collect the bio-data of a large number of candidates and recommend suitable names to their clients.
  • Charge fee for their service.
  •  Colleges and institutes of management and technology have become a popular source of recruitment for technical, professional and managerial jobs.
  • Organizations maintain close contact with the universities and management institutes to recruit qualified personnel.
  • Applicants are introduced by present employees, or their friends and relatives.
  • Such applicants are expected to be good employees because their background is sufficiently known.
  • Labor contractors maintain close contact with a large number of laborers
  • They Provide the required number of unskilled workers at short notice.
  • Web Publishing:
  •    Internet is now the fastest source of recruitment.
  •   Certain websites like naukri.com and .jobstreet.com provide information about both candidates and recruiters.

Merits of External Sources

  • Wider Choice : When vacancies are advertised a large number of applicants from outside the organization apply.
  • Attract Experienced Personnel : Management can attract more qualified and trained people to apply for vacant jobs in the organization.
  • New Talent :  External recruitment provides wider choice and brings new talent to the organization.
  • Top performance E xisting staff has to compete with the outsiders. They will work harder to show better performance.

Limitations of External Sources

  • Lengthy process :  The selection process and orientation process is time-consuming.
  • Expensive process :  A lot of money is spent on the advertisement and processing of applications.
  • Dissatisfaction among existing staff : May gives dissatisfaction and frustration among existing employees as their chances of promotion are reduced.

case studies of staffing class 12

Selection: Choosing from the applications the most suitable candidates to fill up the vacancies in the organization by comparing and evaluating candidates’ qualifications required to perform the job.

Process of Selection

  • Preliminary Screening : Candidates not fulfilling minimum requirements are not considered further based on the information supplied in the application forms and are sent a letter of regret.
  • Intelligence Tests : an indicator of a person’s learning ability or the ability to make decisions and judgments.
  • The aptitude  test : is a measure of an individual’s potential for learning new skills.
  • Personality Tests : provide clues to a person’s emotions, reactions, maturity and value system, etc.
  • Trade Test : Measure the existing skills of the individual. They measure the level of knowledge and proficiency in the area of professions or technical training.
  • Interest Tests : Know the interests or involvement of a person in a job
  • Interview is a formal, in-depth conversation to evaluate the applicant’s suitability for the job.
  • The role of the interviewer is to ask job-related and other general questions.
  • Reference and Background Checks :
  • Employers may ask for names, addresses, and telephone numbers of references to verify and get additional information about an applicant.
  • Previous employers, known persons, teachers and university professors can act as references.
  • Selection Decision :
  • The final decision has to be made from among the candidates who pass the tests, interviews and reference checks.
  • Medical Examination :
  • In certain jobs, candidates are required to get compulsory physical and mentally fitness certificates. Like defense services, astronauts.

Job Offer :

  • Applicant who has passed all the barriers is given a letter of appointment.
  • Contains a date to report on the job.
  • Attestation form :- Contains certain essential details about the candidate for future             reference
  • Contract of employment :-includes basic information like Job Title Duties, Responsibilities, allowances, hours of work, termination of employment, etc.

Training & Development

TRAINING & DEVELOPMENT

Training: - refers to the process designed to maintain and improve current job positions.

Development: - refers to the process designed to develop necessary skills for future work activities.

Difference between Training and Development

case studies of staffing class 12

Benefits to the organization

  • Reduces wastage : -Systematic learning is always better than hit and trial methods and reduces wastage of efforts and money.
  • Orientation:- Induction Training helps the employee to know the working conditions in the organization
  • Adaptation:- Helps adjust to fast-changing  technological and Economic environment by learning the latest technique
  • Motivation:- Increases employee morale and reduces absenteeism and employee turnover
  • Employee productivity : - improves employee productivity both in terms of quantity and quality, leading to higher profits.
  • Realistic application Employees apply theoretical knowledge to practical use, especially in the case of new employees

Benefits to the Employee

  • Skills and knowledge Improved led to a better career for the individual when learning a new skill
  • Accident Reduced makes the employee more efficient to handle machines which reduce the chances of accidents.
  • More earning training Increases the performance of the employees which helps them to earn more.
  • Employee Morale Increases the satisfaction and morale of employees the employee and makes them independent and happy.

Methods of Training

METHODS OF TRAINING

  • Apprenticeship Programmers
  • Internship Training
  • Induction training
  • Vestibule Training

Training Methods

On the Job Methods: On-the-Job methods refer to the methods that are applied to the workplace, while the employee is working

  • Meaning:- Practical form of training where the trainee is placed under an experienced supervisor for an agreed amount of time.
  • Advantage: - Trainee learns valuable skills which are in high demand in the market. Candidate may be paid, unpaid or partially paid.
  • Includes:- P lumbers, electricians, iron-workers.
  • Meaning : - Joint program in which educational institutions and business firms cooperate.
  • Candidates work free to gain experience in a particular field.
  • Advantage organization gets experienced candidates and needless training when they begin full-time regular employment.
  • Includes   Medical representatives, law, accounting and finance
  • Induction training(On job method of training)
  • Introduction to the business/department and its personnel/management structure
  • Outline of the factory  buildings factory  and offices
  • Business rules and procedures
  • Advantage : - Help a new employee settle down quickly into the job by becoming familiar with the people, the surroundings, the job and the business
  • Includes– New employees
  • Meaning: Training is conducted away from the actual work floor and employees use the same materials and equipment.
  • Advantages: - relax from fear of mishandling sophisticated, costly machinery by untrained staff. Training is provided by experienced and expert staff
  • Includes:- A highly  technical job like astronauts ,   train pilots and cabin attendants

case studies of staffing class 12

Related Chapter Name

Chapter 1: nature and significance of management.

  • Introduction
  • Introduction and Concept of Management
  • Characteristics & Importance of Management
  • Objectives of Management
  • Importance of Management
  • Nature of Management
  • Objectives & Levels of Management
  • Functions of Management
  • Coordination-The essence of Management

Chapter 2: Principles of Management

  • Introduction and Concept of Principles of Management
  • Feature & Importance of Management Principle
  • Henri Fayol's POM
  • Taylor's POM
  • Fayol versus Taylor-A comparison

Chapter 3: Business Environment

  • Introduction and Feature & Importance of Business Environment
  • Importance of Business Environment
  • Dimensions of Business Environment
  • Macro Business Environment
  • Impact of Government changes on Business & Industry
  • Demonetisation

Chapter 4: Planning

  • Introduction and Feature & Importance of Planning
  • Features of Planning
  • Limitations of Planning
  • Planning process
  • Types of plans
  • Standing Plan and Single Use Plan

Chapter 5: Organising

  • Introduction and Organising Process.
  • Feature & Importance of Organising
  • Formal and informal organization.
  • Organisation structure
  • Formal & Informal organisation
  • Decentralisation

Chapter 7: Directing

  • Introduction and Feature & Importance of Directing
  • Elements of Directing
  • Supervision and Motivation
  • Maslow's Need Hierarchy Theory
  • Financial Vs Non-Financial Incentives
  • communication
  • Formal and Informal Communication
  • Barriers to Communication

Chapter 8: Controlling

  • Planning & Controlling
  • Introduction and Importance of Controlling
  • Controlling Process
  • CPC & MBE

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  1. CBSE Class 12 Business Studies Case Studies

    CBSE Class 12 Business Studies Case Studies - Staffing Concept of staffing Staffing is the process of manning the organisation structure through proper and effective recruitment and selection. Staffing relates to recruitment, training and compensation of the personnel.

  2. CBSE Class 12 Case Studies In Business Studies

    CBSE Class 12 Case Studies In Business Studies - Staffing STAFFING Staffing: Definition Staffing is concerned with obtaining, utilising and maintaining a satisfactory and satisfied work force. Importance of the Staffing It helps in discovering and obtaining competent personnel for various jobs within an organisation.

  3. Case Study Chapter 6 Staffing

    We have provided Case Study Questions for Class 12 Business Studies for all chapters as per CBSE, NCERT and KVS examination guidelines. These case based questions are expected to come in your exams this year. Please practise these case study based Class 12 Business Studies Questions and answers to get more marks in examinations.

  4. Staffing Case Studies

    Staffing Case Studies | Class 12 | Business studies | Term 2

  5. Staffing Class 12 Notes CBSE Business Studies Chapter 6 (PDF)

    Staffing Class 12 Notes CBSE Business Studies Chapter 6 (Free PDF Download) Revision Notes Staffing Class 12 Notes CBSE Business Studies Chapter 6 (Free PDF Download) Last updated date: 26th Jan 2024 • Total views: 602.1k • Views today: 8.02k Download PDF NCERT Solutions CBSE CBSE Study Material Textbook Solutions CBSE Notes

  6. Staffing Class 12 Study Notes and Solutions

    As per the chapter of Business Studies, Staffing Class 12, it is defined as the process of putting the right people to jobs. This process begins with human resource planning and includes different other functions like: Recruitment Selection Training Development Promotion

  7. Case Studies

    1 Crore+ students have signed up on EduRev. Have you? Download the App Q. 1. "Our assets walk out of the door each evening, we have to make sure that they come back the next morning." This statement relates to which function of management. Explain the importance of this function. Ans. Staffing. [For importance of function refer on page no. 156.]

  8. Staffing Class 12 {With notes, videos, and Case Studies}

    Class 12 0 Comments Today we are going to discuss the new chapter of business studies CBSE class 12 that is S taffing. With videos, Notes, Case Studies and more Also, we are going to give you study notes, video lectures and also PDF of handly lecture notes.

  9. Staffing Class 12 Business Studies Notes and Questions

    1. This company has failed to recognize the human resource approach. This approach considers human resources as most important factor. They are dependent on personnel office for all the activities whereas they have failed to recognize the importance of human resource management. 2.

  10. Case Studies on Staffing: Class 12 NCERT

    Case Studies on Staffing: Class 12 NCERT Mann Garg This course helps in learning the meaning of Staffing, Importance, Staffing Process in detail and also asks few questions. 5 lessons • 37m Long Answer Questions Multi Disciplinary Questions 8m 20s Short Questions 5m 40s One Markers 8m 04s Important Questions 8m 03s 7 lessons

  11. Staffing

    Staffing - CBSE Notes for Class 12 Business Studies 1. Staffing It consists of manpower planning, recruitment, selection, training, compensation, promotion and maintenance of managerial personnel. According to Dale Yoder, "Staffing is that phase of the management which deals with the effective control and use of manpower or human resources." 2.

  12. Case Study's On Chapter Staffing of Class 12 Business Studies

    Case Study's on chapter Staffing of class 12 business studies - Free download as (.rtf), PDF File (.pdf), Text File (.txt) or read online for free. case study based questions for class 12th CBSE B.st.

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    Understand the concept of Staffing | Class XII | Poll War + Case Studies | Business Studies with CBSE Class 12 course curated by Deepika Hotani on Unacademy. The Business Studies course is delivered in Hinglish.

  14. PDF Cbse Class 12 Business Studies Chapter 6 Staffing Revision Notes

    CBSE CLASS 12 BUSINESS STUDIES CHAPTER - 6 STAFFING REVISION NOTES MEANING OF STAFFING Staffing has been described as the managerial function of filling and keeping filled the positions in the organisation structure. Staffing is process of recruiting right people for the right job. IMPORTANCE OF STAFFING

  15. CBSE Class 12

    Jan 12, 2022 • 41m • 342 views. In this class Deepika Ma'am is going to explain Key words to solve case studies in exam. Use code DEEPI to enroll in this class.

  16. CBSE Class 12 Business Studies Chapter 6

    The Staffing class 12 notes help you to identify the need and importance of staffing in an organization. It helps in establishing a relationship with Human Resource Management. Staffing in simple terms means putting people to jobs. It is one of the process of management which deals with obtaining, utilizing and maintaining a satisfactory and ...

  17. Staffing Class 12 Business studies

    This video covers 10 finest case studies (with solution and keywords) of Class 12 Business studies Staffing chapter. You will acknowledge the unique way of e...

  18. NCERT Solution for Class 12 Business Studies Chapter 6

    What is meant by staffing? Staffing is a management function that involves the hiring of candidates suitable for the organisation by evaluating their skills and knowledge, and offering specific roles as per their skill set. It is involved in the fulfilment of human resource requirements for an organisation. 2.

  19. CBSE Class 12 Business Studies HOTs Staffing

    Answer: a) Case study b) Films. Question.What can be the two possible outcomes of the situation of over staffing? Answer: a) Employee removal b) Transfer Question. Name the process of introducing the selected employees to other employees & familiarly with the rules & policies of the organization. Answer: Orientation. Question.What is placement?

  20. Staffing class 12 Notes Business Studies

    Staffing class 12 Notes Business Studies Meaning Staffing means putting people to jobs. It begins with human resource planning and includes different other functions like recruitment, selection, training, development, promotion and performance appraisal of work force. Need and Importance of Staffing 1.

  21. Chapter 6: Staffing Notes NCERT Solutions for CBSE Class 12 ...

    Staffing: - M anagerial function of filling and keeping filled the positions in the organization structure. FEATURE & IMPORTANCE: Importance for staffing. Structure filling. Needed to fill the job positions created by organizational structure by putting right person on the right job. Improve the morale of the employees.

  22. CBSE Class 12

    Understand the concept of PYQ & Case Studies of Staffing with CBSE Class 12 course curated by Bharat Anuragi on Unacademy. The Business Studies course is delivered in Hindi. ... By Hulk | Business Studies | Class 12. Anurag Dwivedi. 1.6K. Hinglish. Business Studies. Last Minute Strategy | Important Topics | Target 40/40. Deepika Hotani. 252 ...

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    Enrol for CBSE Class 12 Mind Map and Case Studies on Staffing conducted by Mann Garg on Unacademy. The course is taught in English. Log in Join for free. Lessons 18 lessons • 2h 19m . One Markers. 8m 08s. Mind Map - 2. 8m 44s. Short Questions. 9m 29s. Short Questions. 6m 37s. 3 Markers. 7m 21s. Application Based. 8m 16s. Value Based. 7m 14s ...