Please refer to Staffing Class 12 Business Studies Important Questions with answers below. These solved questions for Chapter 12 Staffing in NCERT Book for Class 12 Business Studies have been prepared based on the latest syllabus and examination guidelines issued by CBSE, NCERT, and KVS. Students should learn these solved problems properly as these will help them to get better marks in your class tests and examinations. You will also be able to understand how to write answers properly. Revise these questions and answers regularly. We have provided Notes for Class 12 Business Studies for all chapters in your textbooks.

Important Questions Class 12 Business Studies Chapter 12 Staffing

All Staffing Class 12 Business Studies Important Questions provided below have been prepared by expert teachers of Standard 12 Business Studies. Please learn them and let us know if you have any questions.

Short Answer Type Questions

Question. What is meant by Staffing?
Answer. Staffing is the managerial function of filling and keeping filled positions in the organisation structure.

Question. Give the meaning of ‘Orientation’ as a step in the process of ‘Staffing’.
Answer. It is introducing the selected employee to other employees and familiarising him with the rules and policies of organisation.

Question. Why is ‘Aptitude Test’ conducted in the process of selection?
Answer. An aptitude test is conducted to measure and scale the applicant’s potential for learning a skill.
Aptitude test helps, the organisation to know whether the employees has capacity to learn new talent.

Question. Why is ’employment interview’ conducted in the process of selection?
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. The workers of a factory remain idle because of lack of knowledge of hi-tech machines. Frequent visit of engineer is made which cause high overhead charges. How can this problem be removed?
Answer. In this case, to overcome the mentioned problem the workers need to be trained to handle the new machines and for this, vestibule training method would be the most appropriate. Vestibule training means to learn their jobs of the equipment they will be using but the training is conducted away from the work floor.

Question. 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. 
Answer. In order to complete the order in time, more people are required at short notice. Thus, labour contractor should be approached, who can provide a large workforce at a short notice.

Question. Why employees become lethargic when the organisation uses internal sources of recruitment? State.
Answer. The spirit of competition among the employees may be hampered as they are likely to expect automatic promotion because of seniority. Thus, they are least interested in work and become lethargic.

Question. What is meant by Induction Training?
Answer. Induction training means introducing the selected employees to other employees and familiarising him with the rules and policies of the organisation.

Question. How are employees motivated to improve their performance when the organisation uses internal sources of recruitment? State
Answer. A promotion at a higher level may lead to chain of promotions at lower levels in an organisation.
This motivates the employees to improve their performance through learning and practice.

Question. Ankita 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.
Identify and explain the concept which will help the Human Resource Manager to find out the number and type of personnel available so that he could decide and recruit the required number of persons for each department.
Answer. Workforce analysis:- It means analysing existing workforce or employees already occupying the job positions and how many of them are overburdened or under burdened.

Question. Sahil the director of Garments manufacturing Company is planning to manufacture bags for the utilization of waste material of one of his garments unit. He decided that his manufacturing unit will be getting up in a rural area of Orissa where people have very less job opportunities and labour is available at very low rate. He also thought of giving equal opportunities to men and women. For this he selected S. Chatterjee, Indrajeet Kaur, Aslam and Sarabjeet as heads of Sales, Accounts, Purchase and Production departments.
Identify and state the next two steps that Sahil has to follow in the staffing process after selecting the above heads. 
Answer. The next two steps that Sahil has to follow in the staffing process are:
a) 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.
b) 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.

Question. The quality of production is not as per standard. On investigation it was observed that most of the workers were not fully aware of proper operation of the machinery. What could be the way to improve the accuracy?
Answer. Workers are needed to be given appropriate training to make them learn use of machinery and most suitable method in this case is apprenticeship training. It is on-the-job method of training. The workers seeking to enter skilled traits, e.g., to become plumbers, electricians or iron workers are required to undergo apprenticeship training for a prescribed time period (which may vary from 2 to 5 years). Apprenticeship training puts the apprentices (trainees)
under the guidance of a master worker or an experienced guide or trainer.

Question. Aditya Rubbers is thinking of knowing the worth of its employees but it is unable to do so yet. The firm now has decided to include a step in its staffing process through which it can judge the performance of its employees.
Name and explain the step which organisation will include.
Name two more other steps in the staffing process which precede this step. 
Answer. The step discussed here is ‘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.
The following two steps in the process of staffing are: i) Placement and Orientation. (ii) Training and Development

Question. 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.
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.

Question. Bhavna Ltd. is highly reputed company. The employees of this organization discussed how they came in contact with this organization. Reena said she was introduced by the Purchase manager (Mr. John). Neetu said she applied through newspaper and was appointed as Finance manager. Indu said she was directly called by the company from her IIM institute after completing MBA.
1. Identify the different sources of recruitment.
2. Name the function of management discussed in above para.
Answer. (i) (a) Reena’s source of recruitment recommendation from existing staff.
(b) Neetu’s source: Media advertising
(c) Indu’s source: Campus recruitment
(ii) Function discussed in above para is staffing

Question. Alpha Enterprises is a company manufacturing water geyser. 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 and explain the concept which will help the Human Resource Manager in deciding the actual number of persons required in each department.
Answer. Workload Analysis will help the Human Resource Manager in deciding the actual number of persons required in each department. This requires finding number and type of employees required to perform various jobs designed in organisational structure.

Question. Why are internal sources of recruitment considered more economical?
Answer. Filing of Jobs internally is cheaper as compared to getting candidates from external sources because only transfer or promotion has to be done. It does not involve the long process of staffing or selection that increases the cost in the form of more time, money and efforts in recruiting.

Question. Explain ‘Internship training’ and ‘vestibule training’ and classify them as on-the-job and off-the job methods of training.
Answer. 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. Vestibule training; Employees learn their jobs on the equipment they will be using, but the training is conducted away from the actual work floor. Actual work environments are created in a class room and employees use the same material, files and equipment. This is usually done when employees are required to handle sophisticated machinery and equipment. Internship training can be classified as On-the-job method of training Vestibule training can be classified as off-the-job method of training.

Question. 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 and state the source of external recruitment adopted by the company.
2. Explain briefly any two advantages of using the external sources of recruitment. 
Answer. 1.Campus Recruitment is the source of external recruitment adopted by the company. Sometimes the senior manager of the organisations visit professional colleges, technical institute to get fresh graduates. The organisations prefer fresh graduates because they can be moulded according to the requirements of the organisation.
2 Explain any two advantage
Merits of External Sources
1. Qualified Personnel: By using external source of recruitment the management can attract qualified and trained people to apply for the vacant jobs in the organization.
2. Wider Choice: The management has a wider choice in selecting the people for employment.
3. Fresh Talent: It provides wider choice and brings new blood in the organization.
4. Competitive Spirit: If a company taps external sources, the staff will have to compete with the outsiders.

Question. “Recruitment is positive but selection is negative”. Justify the statement. 
Answer. Recruitment is a positive process because it involves searching for prospective employees and stimulating them to apply for the job. here, the company is making all candidates to apply for the job, hence it is a positive action. where as in selection process, there involves an action of elimination of all unsuitable candidates and choosing only the right ones. and therefore, it is a negative process

Question. State any three limitations of using internal sources of recruitment.
Answer. Limitations of internal sources of recruitment are as follows:
(i) No scope for fresh talent Internal sources may not be able to bring new competent fresh talent, ideas and latest technical know-how.
(ii) Not suitable for new organisation A new enterprise cannot use internal sources of recruitment. No organisation can fill all its vacancies from internal sources.
(iii) Limited choice –The choice is limited as the recruitment can be made only out of the candidates available within the organisation.
(iv) Employees become lethargic- The employees may become lethargic if they are sure of time bound promotions. (any three)

Question. Distinguish between training and development.
Answer. Comparison of Training and Development

Question. Identify and explain the various concepts being described in the following lines.
(a). It involves putting the right person at the right place.
(b). Shifting an employee to a higher position
(c). Under this method of training , the trainee works under the guidance of a master worker.
Answer. a. staffing – staffing is the managerial function of filling and keeping filled positions in the organisation structure.
b. promotion – A promotion at a higher level may lead to chain of promotions at lower levels in an organisation. This motivates the employees to improve their performance through learning and practice
c. apprenticeship training – Under this, the trainee is placed under supervision of an experienced person (master worker) who imparts him necessary skills and regulates his performance.

Question. 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. Identify and state the next three steps Prashant has to follow in the staffing process after advertising for the above vacancies.
Answer. 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.

Question. Name and explain the methods of training:
1. The trainee learns under the guidance of a master worker.
2. Trainees learn on the equipment they will be using, but training is conducted away from the actual work floor.
3. Trainees work in some factory or office to acquire practical knowledge and skills along with regular studies
Answer. 1. Apprenticeship training: – Under this, the trainee is placed under supervision of an experienced person (master worker) who imparts him necessary skills and regulates his performance.
2. Vestibule training: – Under this method, actual work environments are created in a class room and employees use the same materials, files and equipment. This method is extremely useful when employees are required to handle expensive, delicate and sophisticated equipment.
3. Internship training: – Under this method an educational institute enters into agreement with industrial enterprises for providing practical knowledge to its students by sending them to business organizations for gaining practical experience.

Question. Explain briefly ‘Casual Callers’ and ‘Labour Contractors’ as external sources of recruitment.
Answer. 1. Casual callers: Casual callers is considered to be relatively cheaper source of recruitment in comparison to the other sources. This is because the organizations have 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. Suraj runs an NGO under the name ‘Sarthak’ in Delhi. The organization 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 where in the people desirous of joining the NGO can use simple Job Search to find the right opportunity for them. 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:
Identify and explain the two sources of external recruitment being used by the NGO ‘Sarthak’ by quoting lines from the paragraph.
Answer. The two sources of external recruitment being used by the NGO ‘Sarthak’ are as follows:
Lines (i) “The website of ‘Sarthak’ provides a link …………………………………………………right opportunity for them”. Web Publishing: Internet is becoming a common source of recruitment these days. There are certain websites specifically designed and dedicated for the purpose of providing information about both job seekers and job opening.
(ii) “The NGO also keeps a database………………………………………………………….. future opportunities when they arise. Casual Callers: Many reputed business organizations keep a data base of unsolicited applicants in their office. A list of such job-seekers can be valuable source of manpower. This list can be used for Recruitment.

Long answer type questions

Question. 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 agree 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.
Answer. 1. The internal and external sources of recruitment used by Senor Enterprise Ltd. to fill up the above stated vacancies are stated below:
(a) The vacancy for the post of Human Resource Manager has been filled up through Promotion.
(b) The vacancy for the post of Marketing Head has been filled up through the Placement Agencies and Management Consultants.
(c) 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:
(a) 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.
(b) Placement Agencies and Management Consultants provide specialised services to the
organisations to recruit technical, professional and managerial personnel at middle and top level.
(c) Casual Callers as a source of recruitment reduces the cost of recruiting workforce in
comparison to other sources.

Question. What are the advantages of training to the individual and to the organisation?
Answer. Benefits to the Employee
(i) Better career opportunities due to improved skills and knowledge.
(ii) Earnings can be increased due to improved performance.
(iii)Trained workers can handle machines more efficiently.
(iv) Employees always remain motivated and satisfied.
Benefits to the Organisation
(i) Training is a systematic learning which reduces the wastage of efforts and money.
(ii) Enhances employee productivity.
(iii) Training helps a manager to handle an emergency situation.
(iv) Training motivates workers and thus reduces absenteeism.

Question. 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 as employee. 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. Explain the procedure for selection of employees.
Answer. The successive stages in selection process are:
1. Preliminary Screening: After applications have been received, they are properly checked as regarding qualification etc. by screening committee. A list of candidates to be called for employment tests made and unsuitable candidates are rejected altogether.
2. Selection Tests: These tests include:
(a) Psychological tests which are based on assumption that human behaviour at work can be predicted by giving various tests like aptitude, personality test etc.
(b) Employment test for judging the applicant’s suitability for the job.
3. Employment Interviews: The main purpose of interview is:
(a) to find out suitability of the candidates.
(b) to seek more information about the candidate.
(c) to give the candidate an accurate picture of job with details of terms and conditions.
4. Reference Checks: Prior to final selection, the prospective employer makes an investigation of the references supplied by the applicant. He undertakes a thorough search into candidate’s family background, past employment, education, police records etc.
5. Selection Decisions: A list of candidates who clear the employment tests, interviews and reference checks is prepared and then the selected candidates are listed in order of merit.
6. Medical/Physical Examination: A qualified medical expert appointed by organization should certify whether the candidate is physically fit to the requirements of a specific job. A proper physical exam will ensure higher standard of health & physical fitness of employees thereby reducing absenteeism.
7. Job Offer: After a candidate has cleared all hurdles in the selection procedure, he is formally appointed by issuing him an Appointment Letter. The broad terms and conditions, pay scale are integral part of Appointment Letter.
8. Contract of Employment: After getting the job offer, the candidate has to give his acceptance After acceptance, both employer and employee will sign a contract of employment which contains terms & conditions, pay scale, leave rules, hours of work, mode of termination of employment etc.
Nishant wants to set a unit in rural area where people have very few job opportunities and labour is available at a low cost.

Question. A company X Ltd. Is setting up a new plant in India for manufacturing auto components?
India is highly competitive and cost-effective production base in this sector, X Ltd. Is planning to capture about 40% of the market share in India and also export to the tune of at least $5 million in about 2 years of its planned operations. To achieve these targets, it requires a highly trained and motivated work force. You have been appointed by the company to advise it in this matter.
i.Which sources of recruitment should the company rely upon? Give reasons for your recommendation.
ii.Which methods of training and development should company initiate?
Answer. ( I ) Company should rely upon external source of recruitment as companies require setting up a new plant and large number of manpower with latest technology.
Reasons for relying on external sources are:
a) Fresh Talent. With external recruitment fresh and new talent come to the organization.
b) Wider Choice. Through external recruitment the organization gets wider choice.
c) Qualified Personnel. By using external recruitment, the management can get qualified and trained persons.
d) Latest Technological Knowledge. Through campus placement organization can get employees with latest technological knowledge.
e) Competitive Spirit. Through external recruitment when outsiders join the organization, this develops a competitive spirit in existing employees of organization.
ii) Company should prefer following methods of training and development:
a) Apprenticeship programme b) Vestibule school c) Internship training.

Question. 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.
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. 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. A company x Ltd. is setting up a new plant in India for manufacturing auto components. India has highly competitive and cost-effective production base in this sector. X Ltd. is planning to capture about 40% of the market share in India and also export to the tune of at least $5 million in about 2 years of its planned operations. To achieve these targets, it requires a highly trained and motivated workforce. You have been retained by the company to advise it in this matter.
(i) Which sources of recruitment the company should rely upon?
(ii) Which methods of training should company initiate?
Answer. 1. The company should rely upon the following external sources of recruitment because it is setting up a new plant and requiring large number of employees with latest technology. So, it needs to recruit technical, professional and managerial personnel.
Advertisement
Management consultants
Campus recruitment.
2. The company should initiate following methods of training
Apprenticeship training
Vestibule training
Internship.

Question. 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 opportunities 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:
(a) 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.”
(b) 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. Internal sources of recruitment are better than external sources of recruitment. Explain by giving reasons in support of the statement
Answer. Internal sources of recruitment are better than external sources in the following respects:
(i) Economical sources Internal sources are less time consuming and less expensive because the organisation and the employees are already known to each other.
(ii) Simplifies the process of selection Since, the employees are already known to the organisation, therefore, the process of selection and placement gets simplified.
(iii) Motivates employees Filling higher level jobs through promotion helps to improve the motivation and morale of employees as they know that they can be promoted to senior position in the organisation if they work harder for the organisation.
(iv) Sense of security Internal recruitment creates a sense of security among the staff.
(v) No problem in adjustment As the organisation and the employees are familiar with each other, this leads to smooth functioning of the enterprise without any problem in adjustment on the part of the new employees or the organisation.

Question. Which source of recruitment is needed to bring new blood in the organisation? Explain any three advantages and any two limitations of this source.
Answer. External source of recruitment is needed to bring new blood in the organisation. It is preferred whenever large number of job positions are vacant. Under this, the organisation meets its manpower requirement from outside the organisation.
The three advantages of external sources of recruitment are as follows:
(i) Fresh talent The entry of fresh talent into the organisation is encouraged. New employees bring new ideas to the organisation.
(ii) Latest technological knowledge Through campus placement, organisation can get employees with latest technical know-how.
(iii) Competitive spirit When outsiders join the organisation, this develops a competitive spirit in existing employees of the organisation.
Limitations of external sources of recruitment are as follows: 
(i) Employees may not adjust according to the rules and regulations of the company The new employees may not adjust themselves as per the rules and regulations of the organisation which means more chances of employee turnover.
(ii) Costly It is expensive to invite the outsiders to apply for the vacant job positions. Companies have to bear heavy burden of advertising.
(iii) Time consuming It is a lengthy process as external recruitment takes more time

Question. A company X limited is setting up a new plant in India for – manufacturing auto components. India is a highly competitive and cost -effective production base in this sector. Many reputed car manufacturers source their auto components from here. X limited is planning to capture about 40% of the market share in India and also export to the tune of at least $ 5 million in about 2 years of its planned operations. To achieve these targets, it requires a highly trained and motivated work force. You have been retained by the company to advise steps in this matter. While giving answer keep in mind the sector, the company is operating .
Answer. The prime concern of the company is to hire the manpower who are highly trained and motivated. In order to achieve the targets, the company should follow the selection under staffing process in this manner.
First step preliminary screening helps the manager to select among those candidates whose applications are selected.
Second step is selection test it is to be 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 which are identifying the best among hundreds.
Fourth step is selection decision. The candidates who pass the test, interview included in selection list and critically examined that they are best or not.
Fifth 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.