Question

NCERT Solutions Class 12, Business Studies, Chapter- 6, Staffing

The NCERT Solutions for Class 12 Business Studies offer a thorough and organized method for mastering the subject. Created by specialists, these solutions deliver an in-depth exploration of key concepts from every chapter. Designed to align with the latest CBSE syllabus, they aim to enhance your comprehension and boost your readiness for exams.

In these NCERT Solutions for Class 12 Business Studies, we have discussed all types of NCERT intext questions and exercise questions.

Concepts covered in Class 12 Business Studies chapter- 6 Staffing, are :

• Importance of Staffing
• Evolution of Human Resource Management
• Staffing Proess
• Aspects of Staffing
• Recruitment
• Selection
• Training and Development
• Training Methods
• Off the Job Methods

The NCERT Solutions for Class 12 Business Studies are an essential tool for students striving to excel in their business studies. They offer clear explanations, practice questions, and simple examples to clarify challenging business concepts. By utilizing these solutions, students can achieve a thorough grasp of business principles and improve their exam performance, setting the stage for academic success.

You can now conveniently access all the solutions and practice questions to start your preparation.

Answer 1

NCERT Solutions Class 12, Business Studies, Chapter- 6, Staffing

Very Short Answer Type

1. What is meant by staffing?

Solution:

Staffing is the managerial function of recruitment, selection, training, development promotion and compensation of personnel.

2. State the two important sources of recruitment.

Solution:

There are two sources of recruitment:-

• Internal- It proceeds through transfer and promotion

• External- It proceeds through direct recruitment, campus recruitment, advertisement etc.

3. 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. ( Hint: training)

Solution:

Remedy in this situation can be providing training to the workers of the factory. Workers must be taught how to use equipment.

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).

Solution:

In this case, appropriate use of machinery is lacking. So, workers should be trained about use of machinery. This can be done by letting workers use equipment while being trained.

5. 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. (vestibule training)

Solution:

This problem can be removed by vestibule training. In this training method, workers get trained by using equipment/machines but in an artificial setup, away from their actual work floor.

Short Answer Type

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

Solution:

Recruitment refers to the process of finding and stimulating or influencing candidates to apply for a job. It can be defined as the process of motivating and encouraging people to come and apply for a job in an organisation therefore it is called as positive process. Selection is the process of identifying and choosing the best person out of a number of prospective candidates for a job, therefore it is negative process. Recruitment helps in creating a pool of expected workforce whereas selection helps in finding the best out of them.

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

Solution:

Selection process should comprise of history check of the candidate. References should be contacted and important information about the behaviour of the candidate in an professional environment can be checked. Also, the candidate must be asked to sign the contract containing relevant clauses regarding secrecy of information. Apart from this, the candidate can also be tested in terms of reliability and trustworthiness in interview sessions.

3. 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. Explain the method of recruitment that the company should adopt in the given circumstances to meet the order.

Solution:

In this circumstance, the company should adopt the recruitment process of labour contracts. It can help company to hire workers for unskilled work at a short notice. In this method, workers are brought by the labour contractors associated to the organization. These contractors maintain close contacts with labourers and relevant workers.

4. Distinguish between training and development.

Solution:

Differences between training and development are as follows:

Basis	Training	Development
Purpose	Its purpose is to maintain and improve current job performance.	Its purpose is to improve the overall effectiveness of individuals.
Level of persons involved	Training programmes are made for workers at the operative level.	Development programmes are designed for managerial level.
Scope of learning	Training is job oriented.	It is career oriented.

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

Solution:

Internal sources of recruitment are more economical since the procedure of searching, conducting tests and interviews etc does not have to be done while recruiting internal sources. Also, it saves the cost of training since the employees must have been trained at their time of hiring. Further, it also saves the cost of advertising for the vacant job since in house people are hired for the job. In all, costs of recruitment process, advertisement and training process can be saved by internal sources of recruitment.

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.’ Elucidate.

Solution:

Manpower is the strongest asset of an organization. A company can achieve its goals and objectives when it has the right people who value the company’s goals and have dedication of achieving them. So, yes an organization can only be successful if it keeps right kind of people for the right job. Though companies hire people who are multi-tasking and flexible, still they look for an expertise inside you. Companies have now shifted from burdening people to work as much as they can to productive creation of work in a domain the employee is interested in. This attitude can help an organization flourish since it build a team that has expertise in their own areas and are always willing to learn and adapt to changes. Staffing is an important function of management since it brings right people for the right job. Organizations, in the first place, need employees because they want to carry out their functions, compete in the industry and create a household name. Every objective can be fulfilled only if there are employees who wish to serve the organization with the same dedication as the company’s makers and leaders do. Employees can break you or make you. Thus, it is important to find right people for the right job.

Answer 2

Long Answer Type

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

Solution:

Human Resource Management is a management function that is related to development and management of human element of an organisation. It involves functions like determining the need of personnel, recruiting personnel, training and developing them, working towards the overall welfare of the employees and handling their complaints and grievances.
It comprises of many specialised activities and duties which the human personnel have to perform.

Some of them are:

• Human Resource Planning
• Recruitment (or searching qualified people)
• Analysing job and collecting related information for preparing job description.
• Training and development of employees.
• Performance appraisal
• Maintaining labour relations and union management relations.
• Handling grievances and complaints by employees.
• Providing for social security and welfare of employees.
• Defending company in lawsuits and avoid legal complications.

2. Explain the procedure for selection of employees.

Solution:

The important steps in the process of selection are as follows:

(i) Preliminary Screening: It helps the manager to scrutinize and eliminate unqualified or unfit job seekers based on the information supplied in the application forms, it focuses on scrutiny of applicants.

(ii) Selection Tests: An employment test is a mechanism that attempts to measure certain characteristics of individuals. These range from aptitudes, such as manual dexterity, to intelligence to personality and interest test.

(iii) Employment Interview: Interview is a formal, one to one, face to face in depth conversation conducted to evaluate the applicant’s suitability for the job.

(iv) Reference and Background Checks: Many employers request names, addresses and telephone numbers of references for the purpose of verifying information and gaining additional information about on any applicant.

(v) Selection Decision: The final decision has to be made among the candidates who pass the tests, interviews and reference checks.

(vi) Medical Examination: Before the candidate is given a job offer he/she is required to go through a medical test.

(vii) Job Offer: Job offer is made through a letter of appointment/confirm his acceptance. Such a letter generally contains a date by which the appointee must report on duty.

(viii) Contract of Employment: After the job offer has been made and candidate accepts the offer, certain documents need to be executed by the employer and the candidate. There is also a need for preparing a contract of employment. It includes job title, duties, responsibilities, hour of work, leave rules, termination of employees, etc.

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

Solution:

Training is an important aspect of any organisation. It aims at building the skills and abilities of the individuals to perform a job. Training is an essential part of the job which attempts at improving the aptitude and knowledge of a person as per the job requirement. With the ever changing business environment, the complexity of the jobs has increased. Thereby, training has become all the more essential. The following are the highlighted benefits of training to the employee and the organisation.

Benefits to the Employee

(i) Better Career Opportunities: Training enhances the skill and knowledge of the employees and thereby, helps in improving their career prospects. 

(ii) Earn More: By helping the individual to learn more it assist them to earn more. Training enhances the individuals understanding and knowledge. Thereby, it improves their efficiency and performance. As a result, it gives them a chance to earn more.

(iii) Less Accident Prone: Training attempts to make the employees more adept and efficient in handling the machines. Jobs that require the employees to work with complex machines and in more accident-prone areas need to emphasise strongly on training and development, as it helps them in taking precautionary actions. Thus, it makes the employee less prone to accidents.

(iv) Self-Confidence: Development and training direct the individuals to work more efficiently that in turn builds up required morale within the individuals. It increases their self-confidence and self-reliance thereby, contributing to higher job-satisfaction.

Benefits to the Organisation

(i) Less Wastage: Training is a concept that involves systematic learning of work. It is a more efficient way of learning than any hit and trial method. This leads to less wastage of time and money. Thereby, it helps in optimum utilisation of resources.

(ii) Higher Profits: By developing the individuals and making them more efficient, training enhances their productivity in work. Due to increase in both qualitative and quantitative productivity, the profits of the company rise. 

(iii) Managerial Efficiency: Training prepares the employees to face new challenges in different situations. This helps them in building effective responses to various situations. Training also equips the future managers to take precautionary step in case of emergency.

(iv) Reduced Absenteeism: Effective training helps in boosting the morale of the employees. Thereby, it helps in reducing the rate of absenteeism and employee turnover. 

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

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

Solution:

The website that Kaul Consultants have launched is an online website which provides a platform visited by both job seekers and job providers both to get the desired job or the people respectively. This source of recruitment is called Web Publishing.

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

Solution:

Benefits of Web Publishing are:

• Saves time and energy: The resumes are screened on the website according to the Job title which saves time and energy of calling out prospective employees and then screening them. The interactions are real-time between the job seeker and the company.

• Wider reach: Candidates from across the globe can be reached to the respective field with the help of online recruitment.

• Branding opportunities for companies: Information about the company is uploaded on the website which grants an opportunity to improve the name in the market.

• Cost-effective technique: It not only compresses the hiring process but also filters the right person for the right job, thus, also saves the heavy cost of hiring.

Answer 3

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 Rs. 50 crores 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

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

Solution:

Xylo Ltd is planning to set up new plant in India for manufacturing auto components. The prime concern of the company is to hire the manpower who are highly trained and motivated. In order to attain the targets, the company should follow the staffing process in this manner.

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

Solution:

The company is establishing a new unit in India. Thus, they should rely on external sources of recruitment. They should adopt sources like employment exchange, placement agencies, labour contractors as they will be able to get the good staff in the company.

This recommendation is fruitful because through these sources the management is having a wider choice of candidates, they can get the qualified personnel and brings new blood in the organisation who are highly competitive, thus, the existing staff also work harder to show better performance.

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

Solution:

Through recruitment process, organisation receives large number of applications. In order to select the most suitable candidate to perform the job, selection process is to be considered. Following steps are to be taken:

Company should follow these steps in a sequence as the first step preliminary screening helps the manager to select and scrutinize among those candidates whose applications are selected.

Second step is selection test which is conducted to check the practical knowledge of the candidate.

Third step interview is to be taken of those candidates who qualify the test. A panel of experts is called to identify and choose the best among hundreds.

Fourth step is reference and background check is followed to verify and gain additional information about the candidate.

Fifth step is selection decision. The candidates who pass the test, interview are included in selection list and critically examined that they are best or not.

Seventh step is examining their medical fitness they are efficient or not.

Sixth step is to offer the job, providing them a letter of appointment in which terms and conditions are mentioned.

The final step is contract of employment when candidate accepts the job offer, they signed the contract of employment, the employer and candidate exchange certain documents. Contract of employment includes job title, duties, responsiblities, date when continuous employment starts, etc.

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?

Solution:

The human resource manager may face the following problems:

(i) Lack of skilled manpower
(ii) Lack of ample personnel to provide customer services.
(iii) Disorganised maintenance of data.

b. How do you think it can be resolved and what would be its impact on the company?

Solution:

These problems can be resolved by taking following steps:

(i) If these steps are followed then the employee will perform according to the company’s expectations. The profit of the organisation eventually increases if its efficiency and productively increases.
(ii) Provision of incentive based schemes.
(iii) Usefuldata base should be maintained by the company in order to provide efficient services.
(iv) Training of the personnel to be given properly.

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 Resource Department.

Questions

a. Point out, what functions is she supposed to perform?

Solution:

Ms Jayshree as HR manager, supposed to perform the following functions:

(i) Prepare job description
(ii) Recruitment
(iii) Preparing compensation and incentive plans
(iv) Arranging training programmes
(v) Making welfare schemes for employees
(vi) Handling griev ances of employees
(vii) Handling labour dispute

b. What problems do you foresee in her job?

Solution:

The problems she may face in her job be:

(i) Unavailability of well qualified candidates
(ii) Demand for wages may go higher.
(iii) After providing training the workers may leave the organisation.
(iv) Trade unions may rise unreasonable demands.

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

Solution:

Following steps can be taken by her to perform her job efficiently:

(i) She should efficiently use the sources of recruitment.
(ii) She should frequently consult the experts and also observe the policies followed by competitors to recruit and retain the workforce.
(iii) Maintaining cordial relationship with trade unions and encouraging them to act as one big family.

d. How significant is her role in the organisation?

Solution:

Her role in organisation is very significant. She is a human resources manager and concerned with timely procurement of competent manpower and ensuring its effective and efficient utilisation so as to survive along with the three main objectives; organisational, individual and societal.