Class 12 Business Study Chapter 6 Staffing

Class 12 Business Study Chapter 6 Staffing Question answer to each chapter is provided in the list so that you can easily browse through different chapters HS 2nd Year Business Study Notes, Class 12 Business Study Chapter 6 Staffing, Class 12 Business Study Question Answer In English Notes and select needs one.

Class 12 Business Study Chapter 6 Staffing

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Also, you can read the SCERT book Notes Class 12 Business Study Chapter 6 Staffing online in these sections Solutions by Expert Teachers as per SCERT Class 12 Business Study Chapter 6 Staffing (CBSE) Book guidelines. These solutions are part of SCERT All Subject Solutions. Here we have given Assam Board Class 12 Business Study Chapter 6 Staffing Solutions for All Subjects, You can practice these here Class 12 Business Study Chapter 6 Staffing.

Staffing

Chapter: 6

PART – A

VERY SHORT TYPE QUESTIONS ANSWERS (1 MARK EACH)

1. Define Training.

Ans: According to Edwin B. Flippo, “Training is the act of increasing the knowledge and skills of an employee for doing a particular job.” 

2. What is meant by recruitment ?

Ans: Recruitment is the process of searching for candidates for various jobs and stimulates them to apply for jobs in the organisation.

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

Ans: The cost incurred in selecting a person is saved. Moreover, internal. candidates do not require any training since they are well acquainted with various jobs in the organisation.

4. What is staffing ?

Ans: Staffing is the process of employing and developing required people to fill various positions in the organisation.

5. Why is it said that recruitment is a positive step in the process of staffing ? 

Ans: It is a positive process as it attracts suitable applicants who apply for available jobs.

6. Name the sources of recruitment used by company. 

Ans: There are basically two source of recruitment. Such as internal source, which includes transfers, promotions and another is external which includes direct recruitment, casual callers, advertisement employment exchange, placement agencies and management consultant, campus recruitment, labour contractors.

7. “Training is a life-long necessity for employees because help them to earn better performances.” Comment. 

Ans: Yes, because training provide the employees with facility to gain technical knowledge and to learn new skills to do specific job.

8. Training leads to better career of an individual. [Corre incorrect]

Ans: Correct, because with the help of training employees acquire new skills and knowledge which will help them to improve their career prospects.

9. “Training prepares future managers.” Do you agree ? Comment.

Ans: Yes, the efficient workers sharpen their skills during training, The helps them to prepare for promotion to higher jobs.

10. Staffing in an organisation is an estimation of man power requirement. Comment. 

Ans:Staffing is concerned with determining the number and types of staff required for the organisation.

11. Give the serial order of ‘staffing’ as a function of management.

Ans:Planning, organising, staffing, directing and controlling.

12. Is human asset mentioned in the balance sheet ? 

Ans: Yes, human asset mentioned in the balance sheet.

13. State the first step of process of staffing. 

Ans: Estimating Manpower Requirements or Manpower planning. 

14. Name the training method in which the knowledge of many departments is important. 

Ans: On the job training method.

15. Which source of recruitment is suitable for a newly established business internal or external ? 

Ans: External.

16. Why is selection called a negative process ?

Ans: Selection is a negative process since the number of persons rejected is usually more than the number of persons selected.

17. What is the purpose of training of employees ? 

Ans: It is the act of increasing the knowledge and skill of an employee for doing a particular job.

B. SHORT TYPE QUESTIONS ANSWERS TYPE 1 (3 MARKS EACH)

18. The steps in the process of staffing in an organisation is performance appraisal and Explain. 

Ans: The importance of performance appraisal and training as steps in the process of staffing are discussed below: 

(i) Training: Systematic training help in increasing the skills and knowledge of employees in doing their jobs. Various methods of training can be used to enhance the knowledge and skills of the employees. On the job methods are more useful for the operative employees.

(ii) Performance appraised: It is concerned with the rating or evaluation of the performance of the employees. Transfer and promotion of the staff are based on performance appraisal.

19. Distinguish between Training and Education.

Ans: Differences between training and education are given below: 

(i) Training is a process of increasing aptitudes, skills and abilities of employees to perform specific job.

But education is the process of increasing the knowledge and understanding of employees.

(ii) Training is a process of learning new skills and application of knowledge.

But education is the understanding and interpretation of knowledge. It does not provide defined answers, but rather develops a logical and rational mind.

(iii) Training is narrow in scope.

But education is broader in scope. 

20. What are the sources of Recruitment ? 

Ans: There are two sources of recruitment. 

They are:

(i) Internal sources: Internal source is one of the important sources of recruitment. The employees already working in the organisation may be more suitable for higher jobs than those recruited from outside. Such sources of labour supply exist within the organisation. There are namely two sources of recruitment transfer and promotion.

(ii) External sources: Every new or existing enterprise has to tap external sources for various job positions from outside the organisation for filling the positions when existing employees are not suitable. The commonly used external sources of recruitment are – Direct Employment, Casual Callers, Media Advertisement, Employment Exchange, Placement Agencies, Educational Institutions, Recommendations, Labour Contractors, Telecasting. Internet Recruitment.

21. What is performance appraisal ? 

Ans: Performance appraisal is a method to assess the working of a person. It helps in knowing how well the person is performing, has he been able to meet the demands of his position. This evaluation is normally done by immediate superior in the organisation and it is reviewed in turn by his superior. Not only the qualities but deficiencies are also evaluated to improve the performance of employees.

22. What are the Methods of Training ?

Ans:The important methods of imparting training to the operative employees are as follows: 

(i) On the job training: Under such a.method, the worker is given training at the work place by his immediate supervisor. The workers learns in the actual work environment. It is based on the principle “learning by doing’. There are four method of on the job training. They are-Coaching, Apprenticeship training, Internship training and Job Rotation.

(ii) Off-the job training: Under this method, the worker is required to undergo training for a specific period away from the work place. This methods are concerned with both knowledge and skill in doing certain jobs. The workers are free of tension of work they are learning. The methods of off-the-job training are-vestibule training. classroom lectures and discussion, conference and seminar, films, case study, computer modelling and programmed instructions. 

23. What is career planning in the process of staffing in an organisation ?

Ans: Career Planning: It becomes necessary for all organisations to address career related issues and promotional avenues for their employees. Managers need to design activities to serve employees long-term interests also. They must encourage employees to grow and realise their full potential. Promotions are an integral part of.. people’s career. They refer to being placed in positions of increased responsibility. They usually mean more pay, responsibility and job satisfaction.

24. The workers of a factory unable to work on new machines and always demand for help of supervisor. The supervisor is overburdened with their frequent calls. Suggest the remedy. 

Ans: Some of the remedies or solution that help the supervisor to reduce his overburdened from workers frequent calls are: 

(i) Training: Training helps to increase the skills and knowledge of workers and enable them to do particular jobs efficiently. This will reduce the burdened of supervisor.

(ii) Transfer: By giving transfer to the employees from one place to another, the supervisor can reduce his burden.

(iii) Technical Assistance: The supervisor can even hire one technical assistance to tackle with the employees to reduce his overburdened. 

25. The workers of a factory remain idle because of lack of knowledge of hi-tech machines. Frequent visit of Technocrat causes overhead charges. How can this problems be removed ?

Ans: It is mostly depend on the situation as what level by knowledge of hi-tech required. If the employee qualification background permits than accordingly suitable training can be imparted. In this case on the job training will be appropriate. If by no means the workers can developed then he may be absorbed manual work or can be offered voluntary retirement schemes (VRS)

26. A company is manufacturing Gamocha (Handkerchief) and Mekhela Chadar. It produced 10,000 nos. of Gamocha and 1000 pairs of Mekhela Chadar. Due to Rongali Bihu Festival there was an urgent order of 5000 nos. and 500 pairs of Mekhela Chadar. Advise how the company will fulfil its order and which method of recruitment will be helpful ? How do you suggest ?

Ans: The company can fulfil its order by the help of outsourcing or by providing overtime with attractive rate of wages and salaries. If it is possible then some new machines can be used for increasing speed of manufacturing process.

Specially in such situation a skill workers can be recruited on contractual and temporary basis for fulfilling this target. 

27. Why is staffing considered an important function of management in all types of organisations ? State any three reasons.

Ans: Staffing considered an important function of management because of the following reasons: 

(i) Efficient Performance: Staffing is a key to the efficient performance of other functions of management. If an organisation does not have competent personnel, it can’t perform planning,organisation and control functions properly.

(ii) Efficient Use of Technology and other Resources: It is the human factor that is instrumental in the efficient utilisation of latest technology, capital, materials, etc. The management can ensure right kinds of personnel by performing the staffing function.

(iii) Optimum Utilisation of Human Resources: The wage bill of big concerns is quite high. They also spend money on recruitment, selection, training, and development of employees. In order to get. the optimum output from the personnel, the staffing function should be performed in an efficient manner.

(iv) Development of Human Capital: The management is required to determine the manpower requirements well in advance. It has also to train and develop the existing personnel for career advancement. This will meet the requirements of the company in future.

28. Give any three merits of internal recruitment.

Ans: (i) Employees are motivated to improve their performance. 

(ii) Morale of the employees is increased. 

(iii) Industrial peace prevails in the enterprise because of promotional avenues.

29. Give any three points of distinction between training and development.

Ans:

30. Give three points of difference between recruitment and selection.

Ans:

C. SHORT TYPE QUESTIONS ANSWERS TYPE- II (4 MARKS EACH)

31. Recruitment and selection as a process of staffing. 

Ans: Recruitment: Recruitment is the second step in the process of staffing. It is the process of searching for prospective employees and stimulating them to apply for his jobs in the organisation. It refers to identification of the manpower availability and making of efforts to secure applicants for the various job positions in the organisation

Selection: Selection is the third step in staffing process. Selection is the process of choosing and appointing the right candidates for various jobs in the organisation. It includes receiving and screening of applications, employment tests, interviews and medical examination of candidates.

32. What do you mean by compensation ? 

Ans: Compensation may be defined as money received in performance of work plus many kinds of services and benefits that organisations provide to their employees. Compensation may be classified into 

(a) base or primary compensation. and 

(b) supplementary compensation. Primary compensation refers to basic pay in the form of wages and salaries. It is a fixed and non-incentive payment on the basis of time expanded on the job. Supplementary compensation consists of incentives and variable payments, based on either individual output or output of the group as a whole. 

33. Explain in brief the performance appraisal and training.

Ans: Performance appraisal: Performance appraisal is concerned with the rating or evaluation of the performance of the employees. It measures quantitatively and qualitatively an employee’s past or present performance against the expected role performance. Thus it a systematic process where the employee’s strength and week nesses are determined. Transfer and promotion of the staff are based on performance appraisal. Training Training is an organised activity for increasing the technical skills of the employees to enable them to do particular jobs efficiently.

Training provides the worker with facility to gain technical knowledge and to learn new skills to do specific jobs. It is equally important for the existing as well as new employees. 

34. What is on the job method ?

Ans: On the job method are the method of training. Under such a method, the worker is given training at the work place by his immediate supervisor. In other word, the workers learn in the actual work environment. It is based on the principle of “learning by doing.’ On the job training method is considered to be the most effective method of training the operative personnel.

On the job training is suitable for imparting skills that can be learnt in a relatively short time. It has the chief advantage of strongly motivating the trainee to learn. It is not located in the artificial situation. Some of the methods of on the job training are – Apprenticeship Training, Internship Training, Coaching and job rotation.

35. What is off the job method ?

Ans: Off the job methods are the method of training. Under this method, the worker is required to undergo training for a specific period away from the work place. Off the job methods are concerned with both knowledge and skills in doing certain jobs. The workers are free of tension of work when they are learning. This method is generally used by government and public enterprises. A school or institution is established to provide training to all types of persons. A programme of training is designed to suit the needs of jobs the trainees will occupy.

This type of training can be given in a number of ways. Off-the job training consists of lectures, conferences, group discussions case studies, programmed instruction etc.

36. Human Resource Management is an important study in staffing. Explain.

Ans: Staffing is concerned with employing and developing the employees so that they contribute their maximum to the organisation. Staffing is a part of human resource management where human beings are treated as an assets and human approach is followed in dealing with them. HRM develops among employees a commitment towards work and the organisation. This commitment helps in increasing the performance of employees Employees are also tuned to adopt to the changing environment and keep pace with the new technological innovations. HRM deals with all those aspects of work force which are taken up in staffing. So, Human Resource Management is an important study in staffing.

37. Explain Training and Development. 

Ans: Training and Development: Training is an organised procedure for increasing the knowledge and skills of people for a specific purpose. Development, on the other hand, means growth of the individual in all respects. It includes all those activities and programmes which have substantial influence on changing the capacity of all the individual to perform his assigned task. Though training and development are used to improve the working of various persons in the organisation, the word training is used for workers and development is used for executives.

38. What is Assessment Test ?

Ans: Assessment centre is an extension of job sample used in simulation tests. The assessment centre approach evaluates a candidate’s potential for management on the basis of multiple assessment. In this method, initially a small batch of applicants come to the assessment centre (a separate room). Their performance in the situational exercises is observed and evaluated by a team of 6 to 8 trained assessors. The assessor’s judgements on each exercise are compiled and combined to have a summary rating for each candidates being assessed. It typical exercises used in this methods include. The in basket, leaderless group discussion, management games, individual presentation etc.

39. Training helps in obtaining effective response to fast changing Technological and Economic environment. Explain. 

Ans: Every organisation needs the services of trained persons for performing the activities in a systematic way. The fast changing technological development and economic environment makes the knowledge of employees obsolete. They require constant training to cope with the needs to jobs. After selecting the employee  the next task of management is to give them proper training. Some employees may have some previous knowledge of jobs while others may be entirely be new. Both types of workers will need some kind of training to acquaint themselves with the jobs. 

Every concern has a arrange some kind of training for preparing workers for jobs and also keeping them acquainted with lates technological advancements and also with economic environment So, training helps in obtaining effective response to fast changing technological and economic environment.

40. What are the limitations of external sources of recruitment ?

Ans: The limitation/drawbacks of filling vacancies from external sources are as follows:

(i) Dissatisfaction among existing staff: External recruitment may lead to dissatisfaction and frustration among existing employees They may feel that their chances of promotion are reduced.

(ii) Lengthy process: Recruitment from outside takes a long time. The business has to notify the vacancies and wait for applications to initiate the selection process.

(iii) Costly process: It is very costly to recruit staff from external sources. A lot of money has to be spent on advertisement processing of applications. 

(iv) Uncertain response: The candidates from outside may not be suitable for the enterprise. There is no guarantee that the enterprise will be able to attract right kind of people from external sources. 

(v) Lack of cooperation: The old staff may not cooperate with the new employees because they feel that their right has been snatched away by them.

41. What are the limitations of internal sources of recruitment ?

Ans: Internal sources of recruitment have certain demerits. The are listed below: 

(i) When vacancies are filled through internal promotions, the scop for fresh talent is reduced.

(ii) The employees may become lethargic if they are sure of time bound promotions.

(iii) The spirit of competition among the employees may be hampered.

(iv) Frequent transfers of employees may reduce the overall productivity of the organisation.

(v) It may not be possible for an organisation to fill all vacancies from internal sources. 

42. What is the importance of staffing functions in today’s environment ? 

Ans: Staffing is the function of attraction and selection of the hard working people and putting them on jobs where their talents and skills can be best utilised and retention of these people through in centimes, job training and job recruitment programs in other to achieve both individual and organisations objectives. This function is becoming extremely specialised due to unique importance and complexity of human nature and ever changing psychological behaviour and attitudes. As a result of increasing demand, size and types of market, production, technology, type of organisation, attitude, desire of the employees are also gradually increasing. So, the importance of staffing functions is also increasing.

43. What are the advantages of training to the employees and to the organisation ?

Ans: Training has various advantages to the individual employees as well as to the organisation as follows:

To the individual:

(i) Training can improve the level of skills and knowledge of the individual employees. 

(ii) Training can increase performance of the individual employees.

(iii) Training helps in handling the machine more efficiently.

(iv) Training helps in increasing satisfaction and morale of employees. 

(v) By virtue of training individual employee can increase their earning. 

To the organisation”:

(i) Training helps in increasing productively of the organisation.

(ii) Training helps in reduction of unnecessary wastage and cost of organisation.

(iii) Training also can build up future managers of the organisation

(iv) Training reduces the rate of absenteeism and turnover of employees in the organisation.

(v) Training helps in quick response to past changing environment technological and economic, 

44. The staffing function is performed by every manager not necessarily by a separate department. Explain.

Ans: Staffing function includes analyse the job by preparing j description, job specification and job analysis. Moreover, include actual recruitment selection, training, development, performance appraisal and career development. On the other hand, ever manager is responsible to carry out these above function respective department. So, infact, staffing can be defined separate department like production department, financial department, etc. Staffing as a part of human resource manage includes almost all major activities of the HRM. So, if you analysis the function of staffing, it can be found that these function must be done by different managers for their respective department, the is why staffing is not necessarily performed by a separate department.

D. LONG TYPE QUESTIONS ANSWERS TYPE-1 (6/8 MARKS EACH) 

45. Explain the selection procedure of selecting employees in an organisation.

Ans: The selection procedure of selecting employees in an organisation are given below: 

(i) Preliminary Screening or Interview: In most of the organisations, the selection programme begins with preliminary interview. The preliminary interview is generally brief and it helps in eliminating the totally unsuitable candidates. 

(ii) Receiving Applications and Screening: In this step the completion of a formal application form is received and they are properly checked as regards qualifications and experience by the screening committee.

(iii) Selection Tests: Employment tests are widely used for judging the applicants suitability for the job. They bring out the qualities and weakness of individuals which could be analysed before offering them jobs.

(iv) Employment Interview: The main purpose of employment interview is to seek more information about the candidates to give the candidates some idea of the job and the organisational policies. 

(v) Checking References: Prior to final selection, the prospective employer normally makes an investigation on the references supplied by the applicants. 

(vi) Medical Examination: The pre-employment physical examination or medical test of a candidates is an essential step in the selection procedure. A qualified medical expert appointed by the organisation should certify whether the candidate is physically fit to the requirements of a specific job.

(vii) Job offer/Appointment letter: After a candidate has cleared all the hurdles in the selection procedure, he is formally appointed by issuing him an appointment letter. 

(viii) Contract of Employment: After getting the job offer, the candidate has to give his within the time period given in the appointment letter. After acceptance, the candidate will have to submit his certificates of qualifications an experience for verification by the personnel department. 

46. What is internal source of recruitment ? What are the reasons that companies do not always choose internal sources of recruitment ?

Ans: In internal source of recruitment, the employees already working in the organisation may be more suitable for higher jobs than those recruited from outside. Such sources of labour supply exist within the organisation. There are two internal sources of recruitment, namely, transfer and promotion. 

These are discuss below:

(i) Transfers: It involves shifting of persons from present jobs to other similar places. These do not involve any change in rank, responsibility and prestige.

(ii) Portions: Promotion refers to shifting of persons to positions carrying better prestige, higher responsibilities and more salaries. The higher positions falling vacant may be filled up from organisation.

Internal sources of recruitment have certain demerits.

These are listed below:

(i) When vacancies are filled through internal promotions, the scope for fresh talent is reduced.

(ii) The employees may become lethargic if they are sure of time bound promotions.

(iii) The spirit of competition among the employees may be hampered.

(iv) Frequent transfers of employees may reduce the overall productivity of the organisation. 

(v) It may not be possible for an organisation to fill all vacancies from internal sources.

47. What are the various steps involved in the staffing process ? 

Ans: The efficient performance of staffing involves the following activities or steps:

(i) Manpower planning: Manpower planning is the first step in the process of staffing. It is concerned with determining the number and types of staff required for the organisation. The managers can know the qualifications and qualities of employees required to perform the job. 

(ii) Recruitment: Recruitment is the second step in the process of staffing. It is the process of searching for prospective employees and stimulating them to apply for his jobs in the organisation. It refers to identification of the manpower availability and making of efforts to secure applicants for the various job positions in the organisation. 

(iii) Selection: Selection is the third step in staffing process. Selection is the process of choosing and appointing the right candidates for various jobs in the organisation. It includes receiving and screening of applications, employment tests, interviews and medical examination of candidates.

(iv) Placement and induction: Placement means asking of the selected persons occupy the positions in the organisation for which they have selected. Induction means introducing the new employees to the environment, colleagues, rules, regulations and policies of the organisation.

(v) Training: Training is an organised activity for increasing the technical skills of the employees to enable them to do particular jobs efficiently. Training provides the worker with facility to gain technical knowledge and to learn new skills to do specific jobs. It is equally important for the existing as well as new employees.

48. Explain the procedure for selection of employees.

Ans: The selection procedure of selecting employees in an organisation are given below: 

(i) Preliminary Screening or Interview: In most of the organisations, the selection programme begins with preliminary interview. The preliminary interview is generally brief and it helps. in eliminating the totally unsuitable candidates. 

(ii) Receiving Applications and Screening: In this step the completion of a formal application form is received and they are properly checked as regards qualifications and experience by the screening committee.

(iii) Selection Tests: Employment tests are widely used for judging the applicants suitability for the job. They bring out the qualities and weakness of individuals which could be analysed before offering them jobs.

(iv) Employment Interview: The main purpose of employment interview is to seek more information about the candidates to give the candidates some idea of the job and the organisational policies. 

(v) Checking References: Prior to final selection, the prospective employer normally makes an investigation on the references supplied by the applicants.

(vi) Medical Examination: The pre-employment physical examination or medical test of a candidates is an essential step in the selection procedure. A qualified medical expert appointed by the organisation should certify whether the candidate is physically fit to the requirements of a specific job.

(vii) Job offer/Appointment letter: After a candidate has cleared all the hurdles in the selection procedure, he is formally appointed by issuing him an appointment letter.

49. Explain the important sources of recruitment.

Ans :The various sources of recruitment may be grouped into the following two categories:

(i) Internal sources.

(ii) External sources. 

(i) Internal sources: In internal source of recruitment, the employees already working in the organisation may be more suitable for higher jobs than those recruited from outside. Such sources of labour supply exist within the organisation. There are two internal sources of recruitment, namely, transfer and promotion. 

These are discuss below:

(a) Transfers: It involves shifting of persons from present jobs to other similar places. These do not involve any change in rank, responsibility and prestige. 

(b) Portions: Promotion refers to shifting of persons to positions carrying better prestige, higher responsibilities and more salaries. The higher positions falling vacant may be filled up from organisation. 

(ii) External sources: Every new and running enterprise recruit employees from outside for filling the positions. Whose specifications cannot me met by the present employees. The commonly used external sources of recruitment are discuss below: 

(a) Advertisement: Advertisement in newspapers or trade and professional journals is generally given to search qualified and experienced personnel for the vacant jobs. Most of the senior positions in industry as well as commerce are filled by this method..

(b) Employment Exchange: Employment exchanges run by the government are also a good sources of recruitment. Unemployed persons get themselves registered with these exchanges. When there is vacancies the exchange supplies prospective candidates. 

(c) Education Institution: Recruitment from educational institution as a well established practice of business organisation.

(d) Casual Callers: Management may appoint persons who casually call on them for meeting short-term demand. Then persons are appointed for short periods only. 

(e) Labour Contractors: When workers are required for short periods without going through a regular selection procedure labour contractor are the best source of getting them.

(f) Recommendations: Applicants introduced by trusted employees, friends and relatives may prove to be good source of recruitment. Infact many employers prefer to take such persons because something about their background is known. 

50. Training, development and education are three important segments of Human Resources Management. Explain.

Ans: The important part or segment of Human Resource Management are Training, Development and Education. 

They are discussed below: 

Training: Training is an organised activity for increasing the technical skills of the employees to enable them to do particular job efficiently Training provides the workers with facility to gain technical knowledge and to learn new skills to do specific jobs. It enables the new employees to get acquainted with their jobs and also increase the job-related knowledge and skills.

Development: Development involves growth of an employee in all respects. It denotes the process by which the employees acquire skills and competence to do their capabilities for handling higher jobs in the future. This term is generally used in relation to managers or executives and is described as management development or executive development.

Education: Education is concerned with increasing general knowledge and understanding of total environment. By education we generally mean formal instruction in a school or a college and it aims at improving the talents of a person. Thus, education is broader in scope, its purpose is to develop an individual and is person oriented (conceptual learning)

51. “Staffing is a part of Human Resource Management”. Elucidate the statement.

Ans: Staffing is an integral part of human resource management. It facilitates procurement and placement of right people on the jobs. Staffing is a part of HRM where human beings are treated an asset and human approach is followed in dealing with them. 

The nature of staffing function is discussed below: 

(i) People Centred: Staffing is people centred and is relevant in all types of organisations. It is concerned with all categories of personnel from top to the bottom of the organisation. 

The broad classification of personnel may be as follows: 

(a) Blue collar workers (i.e., those working on the machines and engaged in loading, unloading etc.) and white collar workers (i.e. clerical employees)

(b) Managerial and non-managerial personnel.

(c) Professionals (such as Chartered Accountant, Company Secretary Lawyer, etc.)

(ii) Responsibility of every manager: Staffing is a basic function of management. Every manager is continuously engaged in performing the staffing function. He is actively associated with recruitment, selection, training and appraisal of his subordinates. Thus, staffing is a pervasive function of management and 1 performed by the managers at all levels.

(iii) Human Skills: Staffing function is concerned with training and development of human resources. Every manager should use human relation skills in providing guidance and training to the subordinates. If the staffing function is performed properly, the human relations in the organisation will be cordial.

(iv) Continuous Function: Staffing function is to be performed continuously. It is equally important in the established organisation and the new organisations. In a new organisation there has to be recruitment, selection and training of personnel. In a running organisation, every manage is engaged in various staffing activities. He is to guide and train the workers and also evaluate their performance on a continuous basis.

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