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

  1. Internal recruitment
    • Promotion
    • Transfer
  2. External 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

S.No. Basis Recruitment Selection
1. Meaning Recruitment may be defined as the process of searching for prospective employees and stimulating them to apply for jobs in the organisation. Selection is the process of choosing the best candidate from a pool of applicants for the job.
2. Process It is a positive process. It is a negative process.
3. Sequence It precedes selection. It follows recruitment.

 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:

  1. 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.
  2. 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.
  3. 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.
  4. 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

S.No. Basis Training Development
1. Meaning It is a process of increasing knowledge and skills. It is a process of learning and growth.
2. Purpose It is to enable the employee to do the job better. It is to enable the overall growth of the employee.
3. Scope It is a job oriented process. It is a career oriented process.
4. Level of employees It is suitable for the employees at the lower level. Developmental programmes are designed for middle and top level managers.

 MIND MAP
cbse-class-12-case-studies-in-business-studies-staffing-1

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:

  1. 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 .
  2. 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:

  1. 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.
  2. 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.

  1. Name and explain the step of staffing process which has not been performed properly.
  2. State the next two stages immediately following the step identified in part ‘a’.
    (CBSE, Sample Paper, 2017)

Answer:

  1. 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).
  2. The next two stages immediately following the step Estimation of manpower requirement 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.
    • 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.

  1. Identify the functions of management being performed by the firm in the above situation.
  2. Name the concept and its source used by the firm to attract more workers for the firm.
  3. State any two values being followed by Jacob Bros. (CBSE, Sample Paper 2016)

Answer:

  1. The ‘Staffing’ function of management is being performed by the firm.
  2. 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.
  3. The two values that are being followed by Jacob Bros are:
    • 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:

  • 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.
  • 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.

  1. Identify the incentive and explain its type which has been suggested by Mrs. Rajlaxmi to the CEO of the company.
  2. Also explain any two other incentives of the same type. (CBSE, Sample Paper 2016)

Answer:

  1. Co-partnership / stock option, which is a type of financial incentive, has been suggested by Mrs. Rajlaxmi to the CEO of the company.
  2. The two other financial incentives are described below:
    • 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.

  1. Name the internal/external sources of recruitment used by Senor Enterprises Ltd. to fill up the above stated vacancies.
  2. Also state any one merit of each of the above identified source of recruitment.
    (CBSE, Delhi 2016)

Answer:

  1. The internal and external sources of recruitment used by Senor Enterprise Ltd. to fill up the above stated vacancies are stated below:
    • 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.
  2. The relative merit of each of the internal and external sources of recruitment used by Senor Enterprise Ltd. to fill up the above stated vacancies are stated below:
    • 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.

  1. The above discussion is indicating an important function of management. Name the function of management.
  2. 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)

Answer:

  1. The function of management being referred to in the above lines is ‘Staffing’.
  2. 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:

  1. Better career: Training leads to better career opportunities for the employees as it helps to improve their skills and knowledge of doing the job.
  2. Increased earnings: Training leads to increased performance by the employees thereby helping them to earn more.
  3. Increased efficiency: Training makes the employees more efficient in handling machines and less prone to accidents.
  4. 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:

  1. 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.
  2. 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 helps them to earn more.
    • Increased efficiency: Training makes the employees more efficient in handling machines and less prone to accidents.

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.

  1. Name the source of recruitment used by Yellow Security Services Ltd.
  2. State any one disadvantage of this source of recruitment.
  3. Identify the need of security guards which is being fulfilled by the company as per Maslow’s need hierarchy.
  4. Identify any two values communicated to society in the above stated case. (CBSE, OD 2015)

Answer:

  1. External source of recruitment i.e. Labour contractor has been used by Yellow Security Services Ltd.
  2. One disadvantage of the external source of recruitment is that the new employees may take longer time to settle in the organisation.
  3. The basic physiological needs of the security guards are being fulfilled by the company.
  4. The two values that are being communicated to the society are
    • 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.

  1. Identify and state the next three steps Prashant has to follow in the staffing process after advertising for the above vacancies.
  2. Identify any two values that Prashant wants to communicate by setting up this manufacturing unit. (CBSE, OD 2013)

Answer:

  1. The next three steps to be followed by Prashant in the staffing process after advertising for the above vacancies are as follows:
    • Selection: Selection is the process of choosing the best candidate from a 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.
    • 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.
  2. The two values that Prashant wants to communicate by setting up this manufacturing unit are:
    • 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.

  1. Identify and state the next three steps for choosing the best candidate out of the short¬listed candidates.
  2. Also identify two values which Nishant wants to communicate to society by setting up this manufacturing unit.
    (CBSE, Delhi 2013; OD 2013)

Answer:

  1. The next three steps to be followed by Nishant in the selection process after giving an advertising and short listing ten candidates per post after conducting different selection tests are as follows:
    • 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.
  2. The two values that Nishant wants to communicate to the society by setting up this manufacturing unit are:
    • 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.

  1. Identify and state the next three steps that Harish has to follow in the staffing process after selecting the heads of different departments.
  2. Identify any two values that Harish wants to communicate by setting-up this manufacturing unit. (CBSE, Delhi 2013)

Answer:

  1. The next three steps that Harish has to follow in the staffing process after selecting the heads of different departments are as follows:
    • 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 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.
  2. The two values that Harish wants to communicate to the society by setting up this manufacturing unit are:
    • Rural development
    • 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.

  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 society by setting up this manufacturing unit. (CBSE, OD 2013)

Answer:

  1. The next two steps that Sahil has to follow in the staffing process after selecting the above heads are:
    • 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.
  2. The two values that Sahil wants to communicate to the society by setting up this manufacturing unit are:
    • Generating employment opportunities
    • Gender equality

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:

  1. Identify and explain the function of management being discussed in the above lines.
  2. 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.

Answer:

  1. 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.
  2. The step in the process of staffing which has already been carried out is Estimating manpower requirements.
    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).
    The next three steps to be performed after estimating manpower requirements are described below:
    • 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 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:

  1. Outline the concept of human resource management.
  2. Why is staffing is considered to be an inherent part of human resource management?

Answer:

  1. 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.
  2. 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.

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:

  1. Identify and explain the function of management that has been overlooked by Nakul.
  2. Describe briefly the importance of the function of management as identified in part (1).

Answer:

  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. –
  2. The importance of the staffing function of management is described below:
    • 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. 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.
    • It improves job satisfaction and morale of the employees through objective assessment and fair rewarding for their contribution.

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:

  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 are being fulfilled by Anuroop through this training.

Answer:

  1. Induction 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:
    • 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:

  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 organisation?
  3. List any two values that the firm wants to communicate to the society.

Answer:

  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 organisation are as follows:
    • 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.
    • 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.
  3. The two values that the firm wants to communicate to the society are:
    • Women empowerment
    • Humanity.

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:

  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.

Answer:

  1. The two sources of external recruitment being used by the NGO ‘Sarthak’ are as follows:
    • 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.”
  2. The two values that Srija wants to communicate to the society are:
    • 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:

  1. Identify the source of external recruitment adopted by the company.
  2. Explain briefly any three advantages of using the external sources of recruitment.

Answer:

  1. Campus Recruitment is the source of external recruitment adopted by the company.
  2. The advantages of using the external sources of recruitment are stated below:
    • 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:

  1. Identify and explain the steps in the staffing process being carried out by 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.

Answer:

  1. The two steps in the staffing process being carried out by Prateek are as follows:
    • 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.”
  2. 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:

  1. 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”
  2. 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.”
  3. 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:

  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.

Answer:

  1. 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.
  2. 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:

  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.

Answer:

  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:
    S.No. Basis Training Development
    1. Meaning It is a process of increasing knowledge and skills. It is a process of learning and growth.
    2. Purpose It is to enable the employee to do the job better. It is to enable the overall growth of the employee.
    3. Scope It is a job oriented process. It is a career oriented process.

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:

  1. Briefly outline any one more type of test that Sunder Lai may use to assess the potential of the prospective candidates.
  2. Briefly outline the steps involved in the selection process after conducting the assessment tests.

Answer:

  1. Interest Tests: Interest tests are used to know the pattern of interests or involvement of a person.
  2. The further important steps in the process of selection, after conducting assessment tests are as follows:
    • 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.
    • 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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