Chapter 6 Staffing NCERT Solutions Class 12

Staffing NCERT Solutions Class 12 Chapter 6

Staffing Class 12 NCERT Solutions Chapter 6 focuses on showing the importance of recruiting employees in an organizational firm. The chapter holds serious weight in the overall syllabus and is significant from an exam point of view. SimplyAcad has prepared the solutions of Chapter 6 to help students get ready for the upcoming 12th board examinations. 

The NCERT Solutions of Chapter 6 Staffing can be easily accessed by scrolling below. The solutions are self explainatory at length for better understanding and clarity of concepts among students.

NCERT Solutions for Class 12 Chapter 6

Very Short Answer Questions:

1. What is meant by staffing?

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

1. 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 organization. It means any vacancy created is filled by an existing employee working in the organization.

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

1. 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.

1. 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 practice under the guidance of a master worker for some time before working individually. This type of training will help an employee to work with efficiency.

1. 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 practice 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 Class 12 Chapter 6 Staffing

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:

Basis of Comparison Recruitment Selection

Meaning It is the process of searching and hiring the right candidate for the job. It refers to the process of choosing the best candidates from a candidate pool at the time of recruitment

Sequence It is the second stage of staffing It is the third stage in staffing, and it comes after the recruitment

Employment Contract The candidates who come for the recruitment process are not offered any form of employment contract by the organization Candidates who are shortlisted for selection will be offered an employment contract by the organization, which includes details of the appointment.

Characteristic The recruitment process is concerned with getting many candidates for the vacancy that is advertised. The selection process is about choosing the right candidate and discarding inappropriate candidates.

 

1. An organization provides security services. It requires 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 are suitable for the job type that is offered.

1. 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 an 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 labor contractors. Production of paper plates and bowls is done by workers or laborers who have low skills. Labor contractors have access to laborers looking for work opportunities and, therefore, will be able to provide the required manpower at the time of need.

1. 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 some time.

The following points highlight the difference between training and development.

Basis of Comparison Training Development

Meaning It is the process of enhancing the abilities and skills of an employee, which is essential to perform a job. It is the process that involves the overall growth of an employee.

Focus The focus of the training is job-oriented. It is specific to the job that is assigned. The main focus of development will be overall growth and is, therefore, more career-oriented.

Scope Training has a narrow scope as it focuses only on how to make someone efficient in the assigned job Development has a wider scope as it is focused on the development of the personality of the individual. Training is considered a part of the development process.

 

1. 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 organization. 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.

1. No organization 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 organization.

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 organization.
3. By selecting the best candidates for the job, an organization has a better chance of registering growth.
4. Staffing helps in manpower planning and helps in the proper utilization of manpower. It also helps in filling up vacant job posts so that working efficiency is maintained.

Long Answer Questions:

1. ‘Human resource management includes many specialized 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 organization. It performs a lot of activities which include determining the demand for recruiting, preparing plans for recruiting, conducting recruitment, selecting the best candidates, rolling out offer letters, inducting employees to the organization, 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 programs for newly joined employees as well as refresher programs for existing employees.
5. Conduct performance appraisals for the employees on a quarterly/half-yearly/yearly basis.
6. Maintaining good relations with laborers and paying attention to the labor 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.
10. 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 program. 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 help reject 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 interviews, 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 organization performs background checks on the employee; it can be asking the previous employer or colleagues and verifying the information 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 details such as salary, designation, HR policies, leave policies, etc.
9. What are the advantages of training to the individual and to the organization?

Training is an important event for any organization. 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 helps improve 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 organization.

Benefits to employee

1. Training provides employees with the skills to grow in their careers. It helps improve 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 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 fewer accidents.

1. 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 organization

1. Training is a systematic way of teaching processes. It will be, therefore, more efficient and saves the organization time and money.
2. Training helps individuals and makes them more efficient; the direct result is productivity improvement. 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 the future.

1. Good training helps boost employee morale. It gives proper confidence and motivation, which reduces employee turnover and absenteeism from work.
2. 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.
3. State the source of recruitment highlighted in the case above.
4. State four benefits of the above-identified source of recruitment.
5. www.naukaripao.com is an online portal that 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.
6. The benefits associated with web publishing are as follows:
7. 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 organization.
8. The reach of online recruitment is across the globe, so more candidates can be hired.
9. The companies looking for candidates can put their brand on the recruitment website, which will help the recruitment company gain a name in the market.
10. It makes the hiring process short as compared to traditional recruitment. Not only time is reduced, but it reduces costs also.
11. 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.

1. The following process of staffing should be followed by the company.
2. Identify and prepare the number and types of personnel required for the setup.
3. Find suitable candidates who can fill the vacancies in the company and approach them to apply for the position.
4. Select the right candidate after performing a thorough interview process.
5. Help the employee get familiar with the working environment as it will make them feel comfortable.
6. Train the employee as per the requirements of the job description.
7. Determine the performance of the employee against the set of standards and provide appropriate feedback.
8. Promote employees who are good performers.
9. Provide appropriate compensation and benefits to the employees to keep them motivated.
10. The company should rely on external recruitment sources. 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 organization.
11. The company should follow the following selection process:
12. Screen the candidates and reject those who do not match the job description.
13. Test the candidate using various types of tests, which can include an aptitude test, personality test, and intelligence test.
14. Arrange a personal interview session for candidates who cut the tests. The manager will be able to judge the candidate further and help in assessing the candidate’s true potential.
15. Before finalizing the candidate, perform a background check by taking references from the candidate about previous employers.
16. On finding the candidate suitable for the job, provide a confirmation.
17. Help the candidate with the employment contract and terms of employment.
18. 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?

1. The following problems can be identified in the company:
2. There is a lack of qualified candidates in the company as most of the skilled candidates have been hired by the competitors.
3. The company employees lack the hard skills required for the job; this results in poor performance of the employees.
4. To resolve this problem, the following steps can be taken:
5. Employees should be provided proper hard skills training to make them more suitable for the job.
6. The company can try an external recruitment process 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 organization?

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 are motivated.

Her role will consist of the following functions:

1. Preparing job descriptions for individual positions.
2. Recruitment of candidates who are qualified for the job.
3. Developing the salary structure for the employees.
4. Conducting interviews of the candidates.
5. Arrange proper training of new candidates.
6. Look after the welfare of employees.
7. Address employee complaints and grievances.
8. Defend the company in lawsuits and legal matters.
9. We can foresee the following problems in her job:
10. The job role requires her to perform multiple functions daily.
11. Finding the right candidate for a role is a tedious job.
12. She has to identify sources of recruiting candidates.
13. She needs to arrange proper training for the employees to develop the necessary skills required for the job.
14. She has to take the following steps to perform efficiently in her job:
15. Devise a proper staffing plan that has an estimate of human resource requirements of the present as well as the future.
16. The minimum qualification for the jobs should be decided in advance.
17. There should be a proper structure and assessment tests for screening the potential candidates.
18. The selection test should be properly conducted along with the interview.
19. The role of Ms. Jayshree is very important for the organization. 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 organization. Her job is to ensure the selected candidates are best suited to be part of the organization.

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

1. Hiring of right candidate leads to high performance and efficiency.
2. The growth and survival of employees in the organization can be planned by managers.
3. Helps in maintaining employee morale and motivates employees in the form of rewards and recognition.
4. Assists in the proper utilization of resources for the organization.