NCERT Solutions Class 12 Business Studies Staffing

NCERT Solutions Class 12 Business Studies Staffing with answers available in Pdf for free download. The NCERT Solutions for Class 12 Business Studies with answers have been prepared as per the latest syllabus, NCERT books and examination pattern suggested in Standard 12 by CBSE, NCERT and KVS. Solutions to questions given in NCERT book for Class 12 Business Studies are an important part of exams for Grade 12 Business Studies and if practiced properly can help you to get higher marks. Refer to more Chapter-wise Solutions for NCERT Class 12 Business Studies and also download more latest study material for all subjects

Staffing Class 12 NCERT Solutions

Class 12 Business Studies students should refer to the following NCERT questions with answers for Staffing in standard 12. These NCERT Solutions with answers for Grade 12 Business Studies will come in exams and help you to score good marks

Staffing NCERT Solutions Class 12

NCERT Solutions for Class 12 Business Studies Chapter 6 Staffing

Short Answer Type

Q1. Briefly enumerate the important sources of recruitment.

Answer: The important sources of recruitment are:

  1. Internal sources: It is the process of recruiting employees from within enterprise. Generally based upon seniority of employees. Internal sources of recruitment enjoy economy of time, expenses and resources.
  2. External sources: It is the process of recruiting employees from outside the enterprise. Normally based upon the merit of employees. External sources are not as economical as internal sources.

Q2. What is meant by recruitment? How is it different from selection?

Ans. Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organisation. The purpose of recruitment is to stimulate and attract more and more job applicants for different positions in the organisation.

The differences between recruitment and selection are:

Basis

Recruitment

Selection

Meaning

It is a process of searching suitable candidates to fill up vacant job position

It is a process of screening and selecting the most eligible candidates and offering them jobs

 

 

 

Stage

Recruitment proceeds the staffing function

Selection starts where recruitment ends

 

 

 

Nature

It is a positive process

It is a negative process

Q3. Define Training. How is it different from education?

Ans: Training is a process by which the aptitudes, skills and abilities of employees to perform specific jobs are increased.

Basis

Training

Education

Meaning

Training is a process

Education implies

 

by which the

increasing the

 

aptitudes, skills and

overall knowledge

 

abilities of employees

and

 

to perform specific

understanding of

 

 

jobs are increased.

the employees.

Scope

Narrow scope as it

Wide scope as it

 

relates a specific task

leads to overall

 

or job.

development.

Focus

Focuses on technical

Focuses on

 

skills.

learning

 

 

opportunities.

Q4. Distinguish between training and development.

Ans.

Basis

Training

Development

Meaning

It is concerned with

It is concerned in

 

teaching technical

teaching technical,

 

skill only

human and

 

 

conceptual skill

Focus

It focuses on

It focuses on

 

present

future

 

requirements of the

requirement of the

 

organisation

organisation

Time

It is a short term

It is a long term

 

process

process

Q5. Why are internal sources of recruitment considered to be more economical?

Ans. Internal source of recruitment is the process of recruiting employees from within enterprise. Two sources of such recruitment are transfers and promotion. Internal source is cheaper in terms of time and cost. It saves the cost of advertisement and training also.

Q6. What is the importance of staffing function in today’s environment?

Ans. The importance of staffing is:

  1. Staffing helps in discovering and obtaining competent personnel for various jobs.
  2. It makes for higher performance by putting right person on the right job.
  3. It ensures the continuous survival and growth of the enterprise through the succession planning for managers.
  4. It ensures optimum utilization of the human resources by avoiding over manning. It prevents underutilisation of personnel and high labour cost.
  5. It improves job satisfaction and morale of employees through objective assessment and fair rewarding of their contribution.

Long Answer Type

Q1. Define the staffing process and the various steps involved in it?

Ans. Staffing may be defined as the managerial function of hiring and developing the required personnel to fill in various positions in the organisation. Staffing injects into the organisation which is otherwise an empty shell of job positions. Staffing function is a key to other managerial functions viz, planning, organising, directing and controlling.

The steps involved in the process of staffing to be followed by the HR department are:

  1. Estimating the manpower requirements: Staffing process begins with the estimation of manpower requirement i.e. finding out the number and type of employees needed by the organisation in near future.
  2. Recruitment: It implies the process of inducing people to apply for the job in the organisation. Internal as well as external sources of recruitment may be explored for attracting a pool of prospective candidates.
  3. Selection: It is the process of choosing the most suitable candidate to fill the vacant job position.
  4. Placement & orientation: Placement refers to occupying of post by the candidate for which he is selected. Orientation refers to introduction of new employees to the existing employees and making them familiarise with the organizational working.
  5. Training & development: Training is a process through which knowledge, skills, aptitude and abilities of employees to perform specific jobs are increased. Development implies learning opportunities designed to help the employees to grow.
  6. Compensation: It implies all forms of pay or rewards given to the employees i.e., fixing compensation of an employee in order to match his/her contribution to the organisation with his/her remuneration.
  7. Promotion and career planning – It includes determining promotion, transfer and demotion of personnel based on their performance appraisal.

Q2. Explain the procedure for selection of employees.

Ans. The steps that Abhinav needs to follow for

Employees’ selection are:

  1. Preliminary screening
  2. Selection Tests: The different types of selection tests that can be conducted by Pawan Ltd are:
  3. Intelligence test – This test is conducted to check the efficiency level of the employees in performing the job. This means assignment of the job related to vacant job position and testing the ability of the employees.
  4. Aptitude Test – This test is conducted to test the potential of learning new job of the candidate. This test helps to know the candidate will be performing in future.
  5. Personality Test – This test is conducted to find out the human behaviour of the candidate. This test relates to intelligence, aptitude, attitude and interest of the candidate.
  6. Trade Test – This test is conducted to check the basic knowledge and skill of the candidate related to vacant job position.
  7. Employment Interview
  8. Reference & Background checks
  9. Selection decision
  10. Medical Examination
  11. Job Offer
  12. Contract of Employment

Q3. What are the advantages of training to the individual and to the organisation?

Ans. Training is important for the organisation as well as for the employees too.

Importance of training for organisation is:

  1. Training is a systematic learning which reduces the wastage of time and efforts.
  2. It enhances employee productivity both in quality and quantity.
  3. It aims at moulding the employees so that they can develop positive attitude for the organisation.

Importance of training for the employee is:

  1. Improved skills and knowledge due to training lead to better career of the individual.
  2. Training makes employee more efficient in handling machines.
  3. It increases the satisfaction and morale of employees.

Q4. The staffing function is performed by every manager and not necessarily by a separate department. Explain.

Ans. Staffing may be defined as the managerial function of hiring and developing the required personnel to fill in various positions in the organisation. Managing the people element is pre requisite function of any organisation as it serves the basis of level of efficiency of an organisation. The success of any organisation depends on how effectively this function can be performed.

Human resource department acts as link between workers and management. Handling grievances and complaints in an organisation is an essential part of the duty of human resource department. Staffing does not require a separate department. Staffing is the function performed by each manager. This also helps in utilisation of manpower. They should also work on how recruitment has to be done, what qualifications are necessary, etc. Staffing involves managing the organisational structure through proper and effective manpower. Planning, selection appraisal and development of personnel staffing consists of the following:

  1. Identifying people who possess the right combination of skills, attitudes and interests.
  2. Inducing them to join the organisation; and
  3. Creating conditions for their continued association with the organisation so as to secure their maximum cooperation.

Application Type

 

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

Ans. The workers of the organisation shall be given proper training. Training is the process by which the aptitudes, skills and abilities of employees to perform specific jobs are increased. It improves their performance on the current job or prepares them for any intended job.

The benefits of training are:

  1. Training is a systematic learning which reduces the wastage of time and efforts.
  2. It enhances employee productivity, both in quality and quantity.
  3. It aims at moulding the employees so that they can develop positive attitude for the organisation.
  4. It helps in obtaining effective response to fast changing environment.
  5. Training increases employee morale and reduces absenteeism and employee turnover.

Q. 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. How can this problem be removed.

Ans. The problem mentioned in the above case study can be solved by providing vestibule training. Vestibule training is an off the job training method where employees are trained in an actual work environment in a class room where employees use the same materials and equipment. Employees learn their jobs on the equipment they would be using, but the training is conducted away from the actual work floor. Though expensive, vestibule training allows employees to get a full feel of doing their task without the real world pressures. Trainees are made to work on dummy equipment’s and after relevant expertise they are shifted to actual work.

This is usually done when the employees are required to handle expensive machinery and equipment.

Q. 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 accuracy?

Ans. The way to improve is to impart Training to workers to make them learn use of machinery. The training method which will be suitable in this situation is Apprenticeship training. In apprenticeship training programme, a supervisor or a trainer guides the workers or learner regarding the skill of job. The trainer performs the job and the trainees observe him performing it. The time period for apprenticeship programme varies between 1 to 2 years and the trainee is paid less than the skilled or qualified worker.

 

Q. 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 in selection process?

Ans. Selection is the process of choosing the most suitable candidate to fill the vacant job position. To solve this problem personality test should be performed. This test is conducted to find out the human behaviour of the candidate. This test relates to intelligence, aptitude, attitude and interest of the candidate.

Q. A company is manufacturing paper plates and bowls. It produces 100000 plates and bowls each day. Due to local festival, it got an urgent order of extra 50,000 plate’s bowls. Advise how the company will fulfil its order and which method of recruitment would you suggest.

Ans. To complete the order on time the company needs to recruit more people immediately and the most suitable method in this case is ‘labour contractors’. Labour contractors maintain close contact with the labour in villages and rural areas and whenever there is vacancy or requirement for labour in factory or in the construction site, they bring the labour from villages and supply to the organisations. They charge commission for the same. This method of recruitment is suitable for labourers and unskilled workers.

Case Study Problems:

CASE STUDY 1: A company X 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. X limited 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 work force. You have been retained by the company to advise it in this matter. While giving answers keep in mind the sector the company is operating.

Questions

Q. Outline the process of staffing the company should follow.

Ans. The steps company shall follow in the process of staffing are:

  1. Estimating manpower requirement
  2. Recruitment
  3. Selection
  4. Placement & orientation
  5. Training & development
  6. Compensation
  7. Promotion and career plannin

Q. Which sources of recruitment the company should rely upon. Give reasons for your recommendation.

Ans. Company should rely on external sources of recruitment. For the new plant, candidates from local area would be beneficial as they are familiar with working conditions, problems faced, etc. in the local region.

Q. Outline the process of selection the company should follow with reasons.

Ans. The process of selection the company should follow is

  1. Candidates shall be asked to appear for written and other tests.
  2. Tests shall measure skills and aptitude required for the job.
  3. Proficiency tests and personality tests also help in knowing the candidate.
  4. In the last, personal interview shall also be conducted before appointing the person.
  1. Which methods of training and development should be company initiate? Explain giving reasons.

Ans. The training method which will be suitable in this situation is Apprenticeship training. In apprenticeship training programme, a supervisor or a trainer guides the workers or learner regarding the skill of job. The trainer performs the job and the trainees observe him performing it. The time period for apprenticeship programme varies between 1 to 2 years and the trainee is paid less than the skilled or qualified worker.

CASE STUDY 2: 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

As an HR manager what problems do you see in the company?

Ans. The problems here are:

  1. As competitor was attracting most of the qualified, potential employees in their market, there is shortage of qualified people.
  2. Candidates lack skills that is required for a good performance.

How do you think it can be resolved?

Ans. To resolve this problem, training should be provided to employees. Also to attract skilled people, the recruitment can be outsourced.

CASE STUDY 3: A Public transport corporation has hired 1000 buses for the different routes for the passengers of metropolitan city. Most of the 3000 crewmen (drivers, conductors, helpers etc.) of these buses have been found to be wanting in satisfactorily dealing with public and daily commuters. They seem to be little interested in the job and the job seem to have lost all meaning to them.

Questions

As manager of the public transport company what measures do you suggest to improve the working of crewman in question?

Ans. To improve the working of crewman, following measures can be taken:

  1. Motivation should be given both financial and non-financial to develop their interest in job.
  1. Training should be provided to them with regard to soft skills.
  1. Is it possible to modify their behaviour by planning a suitable type of training? Suggest one.

Ans. Yes, training will definitely help them to modify their behaviour. Training with regard to soft skills will help them in dealing with commuters politely. Motivation will also help them to realise the importance of their job.

CASE STUDY 4: 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 Resource Department.

Questions

Point out, what functions is she supposed to perform?

Ans. The main function Ms. Jayshree is supposed to perform is staffing. It is the managerial function of hiring and developing the required personnel to fill in various positions in the organization.

What problems do you foresee in her job?

Ans. The problem that she is likely to face is of appointing right people at the right time and at the right place. Selecting the required candidate that is suitable for the job is rigorous process. For this right source of recruitment is to be selected. Training is the part of staffing. So, arranging for the training is also expected to be done by Ms Jayshree.

What steps is she going to take to perform her job efficiently?

Ans. To perform her job efficiently, she should take following steps:

  1. Staffing plan should be developed to estimate the manpower requirements.
  2. Proper authority should be taken to appoint the required staff.
  3. Selection test and screening shall be designed for selecting the employees.
  4. For existing staff training sessions must be designed.

How significant is her role in the organisation?

Ans. Staffing has important role in an organisation. Managing the people element is pre requisite function of any organisation as it serves the basis of level of efficiency of an organisation. The success of any organisation depends on how effectively this function can be performed. Human resource department acts as link between workers and management. Handling grievances and complaints in an organisation is an essential part of the duty of human resource department. Staffing does not require a separate department. Staffing is the function performed by each manager. This also helps in utilisation of manpower

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