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

1. Discovering 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 of enterprise: Proper staffing ensures continuous survival and growth of
the enterprise.
4. Optimum utilization of human resources: It prevents under-utilization and overmanning of
personnel and thus reduces labour cost.

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

STAFFING AS A PART OFHUMAN RESOURCE MANAGEMENT (HRM)

• Staffing function deals with human element, this plays an important role in the success of an
organisation.
• As an organization grow the number of people employed increases and a separate department
called the human resource department is formed which consists of specialists and experts in
dealing with people.
• Human Resource Management Involves procuring, developing, maintaining and appraising
competent and satisfied workforce to achieve the goals of the organization efficiently and
effectively.
PROCESS OF STAFFING
Estimating Manpower
Requirement

Recruitment

Selection

Placement and
Orientation

Training and
Development

Performance
Appraisal

Promotion and career

planning

1. Estimating Manpower Requirement:

• Drafting work force requirements in an organisation, defining the job related activities
and recruiting personnel’s with a specific set of skills, knowledge, qualification and
experience.
• Work force analysis enable the enterprise to assess the number and type of employees
necessary for the completion of a work.
• It helps in determining whether an enterprise is overstaffed or under staffed and also
enables an organisation to make necessary steps to take corrective action.

2. Recruitment:

• Recruitment may be defined as the process of searching for prospective employees and
stimulating them to apply for jobs in the organisation.
• Both internal and external sources may be used for searching employees.
3. Selection:
• It is the process of choosing and appointing the right candidates for right job in an
organization by conducting various exams, tests and interviews.
• It ensures that the organisation gets the best candidate.
• The selection process enhances the self-esteem and prestige of the selected candidates.

4. Placement and Orientation:

• Orientation is, thus, introducing the selected employee to other employees and
familiarising him with the rules, regulations and policies of the organisation.
• Placement refers to the employee occupying the position or post for which the person
has been selected.

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 aspects such as performance,
knowledge etc.

6. Performance Appraisal:
• Performance appraisal means evaluating an employee’s current and/or past
performance as against certain predetermined standards.
• Once an employee has undergone a training, his/ her performance is evaluated.
• It is concerned with continuous evaluation of the performance of employees in an
organisation.

7. Promotion and Career Planning:

• Promotion means being placed in positions increased responsibility.
• Promotion and career planning is very important to boost the morale of employees and
motivate them to utilize their full potential.

8. Compensation:
Compensation refers to all forms of payment made by an enterprise to their employees. E.g.
salaries, incentives, commission etc.
RECRUITMENT

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

SOURCES OF RECRUITMENT

1. Internal Sources of Recruitment:

Internal sources refer to inviting candidates from within the organization.

TYPES ADVANTAGES LIMITATION

•Transfers: It involves the •Employees are motivated •The scope of induction of

shifting of an employee to improve their fresh talent is reduced.
from one job to another, performance. •The employee may
from one department to •Internal recruitment also become lethargic.
another or from one shift simplifies the process of •The spirit of competition
to another shift. selection & placement. among the employees
•No wastage of time on may be hampered.
• Promotions: It means the employee training •Frequent transfers of
placing an employee to a and development. employees may often
higher position carrying •Filling of jobs internally is reduce the productivity
higher responsibilities, cheaper. of the organization.
prestige, facilities and
pay.

External Sources of Recruitment

When the candidates from external sources are invited to fill in 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 put up 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 screened and best candidate is selected.

3. Advertisement: Advertisement media is used when a wider range of candidates to choice

are required. Example– Newspapers, Internet, Radio, Television etc.

4. Employment Exchange: Employment exchange run by government is regarded as a

good source of recruitment for unskilled and skilled operative jobs.

5. Placement Agencies and Management consultants: Placement agencies provide a

nationwide service in matching personnel demand and supply.

6. Campus Consultants: Campus recruitment means recruitment of candidates directly

from management and technical institutions and universities.

7. Labour Contractors: Labour contractors maintain close contacts with labourers and
they can provide the required number of unskilled workers at short notice.

8. Advertising on Television: The practice of telecasting of vacant posts over Television is

gaining importance these days.

9. Web Publishing: There are certain websites specifically designed and dedicated for the
purpose of providing information about both job seekers and job opening.

10. Recommendations of Employees: Applicants introduced by present employees, or their

friends and relatives may prove to be a good source of recruitment.
 ADVANTAGES LIMITATIONS

• Qualified Personnel: By using • Dissatisfaction among existing

external source of recruitment the employees: Recruitment from
management can attract qualified outside may cause dissatisfaction
and trained people to apply for the among the employees of the o. They
vacant jobs in the organization. may feel that their chances of
promotion are reduced.
• Wider Choice: The management has
a wider choice in selecting the • Costly process: A lot of money has to
people for employment. be spent on advertisement therefore
this is costly process.
• Fresh Talent: It provides wider
choice and brings new blood in the • Lengthy Process: It takes more time
organization. than internal sources of recruitment.

• Competitive Spirit: If a company

taps external sources, the staff will
have to compete with the outsiders.

SELECTION

Selection is the process identifying and choosing the best candidate from within the organization
or from outside, the most suitable person for the current position or for the future position.

PROCESS OF SELECTION
 PRELIMINARY EMPLOYMENT
SELECTION TESTS
SCREENING INTERVIEW

REFERENCE AND
SELECTION MEDICAL
BACKGROUND
DECISION EXAMINATION
CHECK

CONTRACT OF
JOB OFFER
EMPLOYMENT

1. Preliminary Screening:
Preliminary screening helps the manager eliminate unqualified or unfit job seekers based on the
information supplied in the application forms.

2. Selection Tests:
These tests include:
(a) Intelligence Tests: It tests a person’s ability to make decisions and adjustments.
(b) Aptitude Tests: It is a measure of individuals potential for leaning new skill.
(c) Personality Tests: personality tests provide clues to a person’s emotion.
(d) Trade Tests: It measures the existing skills of an individual.
(e) Interest Tests: It allows to know the Pattern of interests and involvement of a person.
3. Employment Interviews:
It is an in-depth formal conversation conducted
• to find out suitability of the candidate for a specific post.
• to seek more information about the candidate.
• to give the candidate an accurate picture of job with details of terms and conditions and to
clarify his doubts.
4. Reference Checks:
• The prospective employer checks the authenticity of the references given by the
applicant.
• They conduct a search into candidate’s family background, past employment, education,
police records etc.

5. Selection Decisions:
A list of candidates who clear the tests and interviews are generally considered for the final
selection based on managers opinion.

6. Medical/Physical Examination:
• A medical expert or a certified clinic appointed by organization has to 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 selection procedure and medical examination, he/she is formally appointed by issuing him
an Appointment Letter.

8. Contract of Employment:
• After getting the job offer, the candidate has to give his acceptance.
• Both employer and employee has to sign a contract of employment which contains terms
& conditions, pay scale, leave rules, hours of work, mode of termination of employment
etc.

TRAINING AND DEVELOPMENT

Training: Training is an 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 the job related skills.
 BENEFITS TO ORGANISATION BENEFITS TO EMPLOYEE

• Systematic learning leads to • Better career opportunities

wastage of efforts and money. due to improved skills and
• Increases productivity therey knowledge.
leading to increase in profit. • Higher earning leads to higher
• Equips the future managers to earnings.
handle emergencies. • Improves efficiency in handling
• Increases employeemorale and machines.
reduces absenteeism. • Improves satisfaction and
• Effective response to changing morale of employees.
environment.

Development refers to the learning opportunities designed to help employees grow. It covers not
only those activities, which improve job performance but also those which bring about growth of
the personality.

TRAINING DEVELOPMENT
It is a process of increasing knowledge and It is a process of learning and growth.
skills.
It is to enable the employee to do the job It is to enable the overall growth of the
better. Employee
It is a job-oriented process. It is a career-oriented process.

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.
1. Apprenticeship Programme:
• Apprenticeship programmes put the trainee under the guidance of a master worker.
• The trainee receives stipend while learning so that he/she can enjoy “earn while you
learn” scheme.
2. Coaching:
 • In this method, the superior guides and instructs the trainee as a coach.
• The trainee works directly with a senior manager and the manager takes full
responsibility for the trainee’s coaching.

3. Internship Training:
The educational institutes enters into a contract with business firms or corporates for providing
practical knowledge to its students by sending them to business organizations for gaining
practical experience.

4. Job Rotation:
• This kind of training involves shifting the trainee from one department to another or from
one job to another.
• Job rotation allows trainees to interact with other employees facilitating future
cooperation among departments.

(B) Off the job methods:

1. Class Room Lectures/Conferences: The lecture or conference approach is well adapted to

conveying specific information and rules, procedures or methods.
2. Films: They can provide information and explicitly demonstrate skills that are not easily
represented by the other techniques.
3. Case Study: cases are developed from the actual experiences of organisations, cases represent
attempts to describe, as accurately as possible real problems that managers have faced.
4. Computer Modelling: It simulates the work environment by programming a computer to
imitate some of the realities of the job and allows learning to take place.
5. Vestibule Training: Employees learn their jobs on the equipment they will be using, but the
training is conducted away from the actual work floor.
6. Programmed Instruction: This method incorporates a prearranged and proposed acquisition
of some specific skills or general knowledge.