Chapter staffing: Staffing Short Questions | business studies Class 12 CBSE

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Chapter staffing: Staffing Short Questions | business studies Class 12 CBSE | ByteNotes.in

Short Answer

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Question 1

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Define staffing as a managerial function.

Staffing is defined as the managerial function of filling and keeping filled the positions in the organisation structure.
It involves identifying workforce requirements followed by recruitment, selection, placement, promotion, appraisal, and development of personnel.
In simple terms, staffing is 'putting people to jobs' and is concerned with obtaining, utilising, and maintaining a satisfactory and satisfied workforce.

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Medium

Question 2

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Why has the staffing function assumed greater importance in modern organisations?

Staffing has assumed greater importance due to the rapid advancement of technology, which demands new skills and competencies from employees.
The increasing size of organisations has made it essential to have a structured approach to filling and managing positions at various levels.
The complicated behaviour of human beings makes it necessary to carefully match individuals to appropriate roles to ensure motivation, productivity, and organisational effectiveness.

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Question 3

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Distinguish between transfers and promotions as internal sources of recruitment.

Transfer involves the horizontal movement of an employee from one job, department, or shift to another without a substantive change in responsibilities, status, or pay.
Promotion involves the vertical shifting of an employee to a higher position carrying higher responsibilities, facilities, status, and remuneration.
While transfers are mainly used to balance workforce across departments or train employees, promotions are used to reward performance and fill higher-level vacancies.

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Question 4

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State any two merits of using internal sources of recruitment.

Internal recruitment motivates employees to improve their performance, as a promotion at a higher level may lead to a chain of promotions at lower levels, boosting loyalty and job satisfaction.
It simplifies the process of selection and placement because the candidates are already known to the organisation, making evaluation more accurate and economical.
It is cheaper than external recruitment since it avoids costs of advertising and extensive screening of outside applicants.

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Question 5

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State any two limitations of using internal sources of recruitment.

Internal recruitment restricts the induction of fresh talent, leading to the danger of 'inbreeding' by stopping the 'infusion of new blood' into the organisation.
Employees may become lethargic if they are certain of time-bound promotions regardless of performance, reducing the competitive spirit.
A new enterprise cannot use internal sources of recruitment, as there are no existing employees to draw from for internal promotion or transfer.

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Question 6

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What is meant by preliminary screening in the selection process?

Preliminary screening is the initial step in the selection process that helps the manager eliminate unqualified or unfit job seekers based on information supplied in application forms.
Preliminary interviews are also conducted at this stage to reject misfits for reasons which did not appear in the application forms.
It narrows down the pool of applicants to only those who meet the basic eligibility criteria, making subsequent stages of selection more focused and efficient.

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Medium

Question 7

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Differentiate between aptitude tests and trade tests used in employee selection.

Aptitude test is a measure of an individual's potential for learning new skills; it indicates the person's capacity to develop and is a good index of future success.
Trade test measures the existing skills and level of knowledge and proficiency in the area of profession or technical training already possessed by the candidate.
The key distinction is that aptitude tests measure potential to acquire skills in the future, while trade tests measure the actual skills already possessed by the individual.

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Question 8

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What is meant by placement and orientation after an employee joins an organisation?

Orientation is the process of introducing the selected employee to other employees and familiarising him with the rules and policies of the organisation.
Placement refers to the employee actually occupying the position or post for which the person has been selected.
The orientation and placement process is crucial and may have a lasting impact on the employee's decision to stay in the organisation and on his job performance.

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Question 9

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State any two benefits of training to the organisation.

Training enhances employee productivity both in terms of quantity and quality, leading to higher profits for the organisation.
Training equips future managers who can take over in case of emergency, thereby ensuring continuity of operations.
Training helps in obtaining effective response to fast-changing technological and economic environments, keeping the organisation competitive.

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Question 10

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State any two benefits of training to the individual employee.

Improved skills and knowledge due to training lead to better career prospects and growth for the individual employee.
Training makes the employee more efficient in handling machines, making him less prone to accidents at the workplace.
Increased performance through training helps the individual earn more and leads to greater job satisfaction and higher morale.

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Medium

Question 11

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Distinguish between training and development.

Training is a process of increasing knowledge and skills oriented towards enabling the employee to do a specific job better; it is a short-term, job-oriented process.
Development is a process of overall learning and growth of the employee, covering not just job performance but the growth of the individual's personality and potential; it is a long-term, career-oriented process.
Training is tied closely to the goals of the organisation, while development includes training but is broader and aims at helping individuals progress towards maturity and self-actualisation.

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Question 12

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What is meant by vestibule training? When is it suitable?

Vestibule training is an off-the-job training method where employees learn their jobs on the actual equipment they will use, but training is conducted away from the actual work floor.
Actual work environments are created in a classroom using the same materials, files, and equipment that will be used on the job.
It is usually done when employees are required to handle sophisticated machinery and equipment, allowing them to learn without risk or high costs of real-life mistakes.

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Question 13

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Explain the concept of job rotation as an on-the-job training method.

Job rotation involves shifting the trainee from one department to another or from one job to another, enabling the trainee to gain a broader understanding of all parts of the business.
The trainee gets fully involved in each department's operations and gets a chance to test his own aptitude and ability, while also facilitating future cooperation among departments.
Job rotation makes it easier for the organisation to manage promotions, replacements, and transfers, as trained employees are familiar with multiple roles.

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Chapter staffing: Staffing | Short Questions

Define staffing as a managerial function.

Why has the staffing function assumed greater importance in modern organisations?

Distinguish between transfers and promotions as internal sources of recruitment.

State any two merits of using internal sources of recruitment.

State any two limitations of using internal sources of recruitment.

What is meant by preliminary screening in the selection process?

Differentiate between aptitude tests and trade tests used in employee selection.

What is meant by placement and orientation after an employee joins an organisation?

State any two benefits of training to the organisation.

State any two benefits of training to the individual employee.

Distinguish between training and development.

What is meant by vestibule training? When is it suitable?

Explain the concept of job rotation as an on-the-job training method.

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