NIOS Class 12 Business Studies Chapter 12 Staffing

NIOS Class 12 Business Studies Chapter 12 Staffing Solutions to each chapter is provided in the list so that you can easily browse throughout different chapters NIOS Class 12 Business Studies Chapter 12 Staffing and select need one. NIOS Class 12 Business Studies Chapter 12 Staffing Question Answers Download PDF. NIOS Study Material of Class 12 Business Studies Notes Paper 319.

NIOS Class 12 Business Studies Chapter 12 Staffing

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Also, you can read the NIOS book online in these sections Solutions by Expert Teachers as per National Institute of Open Schooling (NIOS) Book guidelines. These solutions are part of NIOS All Subject Solutions. Here we have given NIOS Class 12 Business Studies Chapter 12 Staffing, NIOS Senior Secondary Course Data Business Studies for All Chapter, You can practice these here.


Chapter: 12



Q. 1. Write true/false against each of the following:

(a) Staffing is just determining the number of people required in the organisation. 

Ans: False.

(b) Determining the size and categories of personnel required is called human resource planning.

Ans: True.

(c) Staffing is a one-time process as people have to be appointed only once.

Ans: False.

(d) Staffing includes human resources management.

Ans: False.

(e) The management function which helps in getting the right persons for the organisation and ensuring that they stick to the organisation is called staffing.

Ans: True.

Q. 2. Match the following:

(a) Job analysis(i) Determining the size and categories of personnel required
(b) Job description(ii) Determining the qualifications, skills and experience of the employees required for various categories of employees.
(c) Job Specification(iii) Determining the abilities and skills required for performing the job.
(d) Human resource(iv) Identification of the job in terms of duties and planning responsibilities.


(a) Job analysis(ii) Determining the qualifications, skills and experience of the employees required for various categories of employees.
(b) Job description(iv) Identification of the job in terms of duties and planning responsibilities.
(c) Job Specification(iii) Determining the abilities and skills required for performing the job.
(d) Human resource(i) Determining the size and categories of personnel required


Q. 1. Which one of the following is an internal source of recruitment?

(a) Media advertising.

(b) Promotion.

(c) Campus interview. 

(d) Reference.

Ans: (b) Promotion.

Q. 2. ‘Reference’ in recruitment refers to:

(a) Using influence to get the job. 

(b) Referring to the newspaper to find a vacancy.

(c) Recommendations from different sources. 

(d) Asking for an inter-departmental transfer of an employee.

Ans: (c) Recommendations from different sources.

Q. 3. Identify the method of recruitment in which the companies recruit candidates directly from professional or technical institutions: 

(a) Employment exchanges.

(b) Factory gate.

(c) Media advertising.

(d) Campus interview.

Ans: (d) Campus interview.


Q. 1. Identify the following:

(a) The process of choosing the most suitable person from among a list of interested candidates.

Ans: Selection.

(b) Letter issued to the selected candidate.

Ans: Appointment letter.

(c) Tests organised for industrial/technical workers.

Ans: Performance tests.

(d) Face to face interaction of the candidate with the employer or his representatives.

Ans: Interview.

(e) The examination which the candidates finally selected for the job are asked to undergo.

Ans: Medical examination.

(f) The period of service for which the candidates are not appointed on a permanent basis but tried for a few months on the job. 

Ans: Period of probation.

(g) The process of familiarising the new employees with the new job.

Ans: Induction/ orientation.

Q. 2. Fill in the blanks with the words ‘selection’ or ‘recruitment’.

(a) ____________ is the process of attracting applicants for the job while __________ starts only after applications have been received.

Ans: Recruitment, selection.

(b) __________is a negative process while ___________is a positive process. 

Ans: Selection; recruitment.

(c) ____________ helps the managers to attract good candidates while __________ requires making the right choice.

Ans: recruitment; selection.

(d) _____________is made through different steps in the procedure adopted.

Ans: selection.


Q. 1. Identify the learning opportunity designed to improve skills and abilities of employees:

(a) training.

(b) development.

(c) recruitment.

(d) selection.

Ans: (a) training.

Q. 2. Some learning opportunity in X Ltd. help in the growth of individuals in all respects. Identify it:

(a) training.

(b) development.

(d) recruitment.

(c) selection. 

Ans: (b) development.


Q. 1. Rewrite the following sentences, if found incorrect:

(a) Training is necessary for only the new employees.

Ans: Training is necessary for new employees as well as existing employees. 

(b) Promotion makes an employee eligible for training. 

Ans: Training makes an employee eligible for promotion.

(c) Off the job methods encourage self learning through practice.

Ans: On the job methods encourage self learning through practice.

(d) Training of employees away from the place of work is called ‘on the job’ training methods. 

Ans: Methods of training of employees away from the place of work are called off the job training methods.

(e) Transfer refers to a type of job change with higher pay.

Ans: Transfer refers to a type of job change with same rank.


Very Short Answer Type Questions:

Q. 1. What is meant by manpower planning?

Ans. Manpower Planning: The process of estimating the manpower requirement of an organisation.

Q. 2. Distinguish between job description and job specification.

Ans: Job description means the identification of each job in terms of duties and responsibilities, while job specification means determining the abilities and skills that are required for performing the job.

Q. 3. List any four sources of external recruitment.


Q. 4. State the meaning of selection.

Ans: Selection is the process of choosing the most suitable persons from among the list of interested candidates. This involves screening the applications, holding tests, interviews, checking references, conducting medical examinations and issuance of appointment letters.

Q. 5. What is meant by Promotion? 

Ans: Promotion means advancement of employees to higher level or position.

Q. 6. Out of human resource management and staffing which one is wider?

Ans: Human resource management. 

Q. 7. Name the term used for equipping the workers with the required skill to perform the job.

Ans: Training and development.

Short Answer Type Questions:

Q. 8. Explain the meaning of the term ‘Staffing’.

Ans: Staffing refers to the managerial function of employing and developing human resources for carrying out the various managerial and non-managerial activities in an organisation. This involves determining the manpower requirement, and the methods of recruiting, selecting, training and developing the people for various positions created in the organisation. It may be noted that staffing function is an integral part of human resource management.

Q. 9. Define the term ‘Recruitment’. 

Ans: The term recruitment is often used to signify na.,.employment. It is true that normally when we say we have recruited such and such persons, it signifies that we have employed them. But as part of staffing function, the term recruitment has limited scope. It just refers to one of the initial steps in employment of people i.e., searching for suitable candidates for the various job positions to be filled up from time-to-time in the organisation. Thus, recruitment is the process of finding and attracting suitable applicants for employment. 

Q. 10. State the various advantages of internal recruitment.

Ans: The advantage of internal recruitment is that it is easier for managers to fill vacancies as they are conversant with the abilities and skills of their subordinates and have records of their performances. Employees also feel happy as their work performance is recognised by management through promotion.

Q. 11. What is meant by ‘Induction’?

Ans: Induction is the process of introducing new employees to the organisation. The new employees should know under whom and with whom he/she is to work, get acquainted and adjusted to the work environment, get a general idea about the rules and regulations, working conditions etc. Usually the immediate supervisor of the new employee introduces him to his work environment. A proper induction programme is likely to reduce his anxiety on how to cope with the work and how to become part of the organisation and helps in development of a favourable attitude towards the organisation and the job.

Q. 12. State the importance of training.

Ans: Helping the employees to improve their knowledge and skill so as to be able to perform their tasks more efficiently is known as training.

Training is necessary for new employees as well as the existing employees for improving their performance at work. For new employees, training is necessary to help them get acquainted with the method of operation and skill requirement of the job. For existing employees, training at periodical intervals is helpful for learning better ways of doing the work, and also as and when they have to undertake new jobs. Thus, training helps employees to improve their knowledge and skill and make them perform their tasks more efficiently. It also helps them in promotion and improves their attitudes and confidence levels.

Q. 13. State any two points of importance of training.

Ans: Following are the points of importance of training: 

(i) Training improved the performance of existing employees.

(ii) Training increase the knowledge and skills of people for specific purpose.

Q. 14. How training benefit the employees of an organisation?

Ans: Benefits of Training to the Employee:

1. Improved skills acquired from training bring better career options for workers.

2. Better performance by the worker help him to earn more.

3. Trained worker will have better awareness to handle problems and he will be capable to deal with complex type of work.

4. Training increases the moral of workforce. 

Q. 15. What is meant by training?

Ans: Training is an act of increasing the knowledge and technical skills of an employee for doing a particular job efficiently. 

Q. 16. What is meant by development?

Ans: Development refers to the learning opportunities designed to help employees to grow. involves growth an individual in all area Development help workforce to improve technical skills, problem solving skills and decision making skills.

Q. 17. ‘Training is beneficial to the organisation’. Comment.

Ans: Benefits of training for organisations: 

1. Less wastage, as a trained worker takes less time in learning and doing a job.

2. Better employee performance leading to higher profits.

3. Better utilisation of men, machines and materials. 

4. Develop positive attitude in the mind of worker and motivate work force to take new ventures.

5. Reduce labour turnover and absenteeism. 

6. Trained worker will adopt fast to the environmental changes compared to untrained worker.

Long Answer Type Questions:

Q. 18. Describe the importance of staffing.

Ans: Staffing thus, as a function, is very important as it is through this process that we get right persons for the organisation and ensure that they stick to the organisation. 

The benefits of good staffing are as follows:

(a) It helps in getting right people for the right job at the right time. The function of staffing enables the manager to find out as to how many workers are required and with what qualifications and experience.

(b) Staffing contributes to improved organisational productivity. Through proper selection the organisation gets quality workers, and through proper training the performances level of the workers can be improved.

(c) It helps in providing job satisfaction to the employees keeping their morale high. With proper training and development programmes their efficiency improves and they feel assured of their career advancements.

(d) Staffing maintains harmony in the organisation. Through proper staffing, individuals are not just recruited and selected but their performance is regularly appraised and promotions made on merit. For all these, certain rules are made and are duly communicated to all concerned. This fosters harmony and peace in the organisation.

Q. 19. Explain the role of Employment Exchange as source of external recruitment.

Ans: In India, employment exchanges have been setup by the government for bringing together job-seekers and employers who are looking for employees. Those who are in search of employment get themselves registered with the local Employment Exchanges which keep a record of all such persons in detail who require help in finding jobs. The employer informs about the vacancies to the nearest Employment Exchange. The Employment Exchange, in turn, identifies the names of the qualified employment seekers already registered with it, and forwards them to the employer for consideration. Thus, if you are seeking a job after passing the senior secondary examination, it would be better if you get yourself registered with an Employment Exchange. It may forward your name to the prospective employers keeping in view the suitability of the job as per your Qualifications.

Q. 20. Briefly describe the various steps involved in the selection process. 

Ans. Following steps are involved in selection process: 

(a) Screening the applications.

(b) Holding tests.

(c) Selection interview.

(d) Checking of references.

(e) Medical examination of the candidates.

(f) Issue of appointment letter.

(a) Screening the Applications: After receiving the applications from the candidates through recruitment process, the same must be examined to decide which ones deserve to be considered and followed up. The purpose of screening is to prepare a list of eligible candidates who are to be evaluated further. Candidates not eligible are thereby excluded from further consideration.

(b) Holding Tests: After screening the applications, eligible candidates are asked to appear for selection tests. These tests are made to discover and measure the skill and abilities of the candidates in terms of the requirements of the job.

(c) Selection Interview: Interview is the most important part of the selection procedure. It serves as a means of checking the information given in the application form and making an overall assessment of the candidate’s suitability for the job. In an interview, the candidate has a face-to-face interaction with the employer or representatives of the employer, where they try to judge the ability of the candidates. They also get an opportunity to go into the details of the candidate’s background which helps a lot in assessing the candidates suitability.

(d) Checking of References: In addition to the requisite educational qualification, skill and experience, it is expected that the candidates who are to be considered for employment must have other qualities like balanced temperament, honesty, loyalty, etc. These qualities cannot be judged on the basis of any test. Therefore, information is obtained and verified from the heads of educational institutions where the candidates have studied, or from the persons whose names are given by the candidates as referee, or from their previous employers.

(e) Medical Examination: Candidates finally selected for the job are asked to undergo medical examination to see whether the selected candidates are physically fit for the job. A proper medical examination ensures higher standard of health of the employees and their physical fitness which, in turn, reduces the labour turnover, absenteeism and accidents.

(f) Issue of Appointment Letter: Candidates finally selected are offered to join the organisation for which a formal appointment letter is issued containing the nature of job, the remuneration, pay scale, and other terms and conditions relating to employment. Usually a reasonable time is given to the candidates to join the organisation. 

Q. 21. Distinguish between selection and recruitment.
Ans: Difference between Selection and Recruitment: Recruitment and selection are the two essential components of the staffing process. While the recruitment helps in attracting suitable candidates, selection helps in finding out the candidates who meet the requirements of the job. These are closely inter-connected activities. However, recruitment and selection differ in certain respects. While the recruitment refers to the process of attracting good applicants for jobs, selection identifies the most suitable amongst the applicants. In the recruitment process, the effort is to attract the candidates as many as possible and it is regarded as a positive process. But, selection is a negative process as it involves rejection of many candidates. Recruitment in volves decisions as regard to the sources of potential candidates. Selection is made through different steps in the procedure adopted. Recruitment helps the manager to attract good candidates, the selection leads to making the right choice.

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