{"id":18646,"date":"2021-02-15T10:09:35","date_gmt":"2021-02-15T04:39:35","guid":{"rendered":"https:\/\/mcq-questions.com\/?p=18646"},"modified":"2022-03-02T11:11:38","modified_gmt":"2022-03-02T05:41:38","slug":"ncert-solutions-for-class-12-business-studies-chapter-6","status":"publish","type":"post","link":"https:\/\/mcq-questions.com\/ncert-solutions-for-class-12-business-studies-chapter-6\/","title":{"rendered":"NCERT Solutions for Class 12 Business Studies Chapter 6 Staffing"},"content":{"rendered":"

Detailed, Step-by-Step NCERT Solutions for 12 Business Studies<\/a> Chapter 6 Staffing Questions and Answers were solved by Expert Teachers as per NCERT (CBSE) Book guidelines covering each topic in chapter to ensure complete preparation.<\/p>\n

Staffing NCERT Solutions for Class 12 Business Studies Chapter 6<\/h2>\n

Staffing Questions and Answers <\/span>Class 12 Business Studies Chapter 6<\/h3>\n

Question 1.
\nBriefly enumerate the important sources of recruitment.
\nAnswer:
\nRecruitment refers to those set of activities an organization uses to attract job candidates possessing the appropriate characteristics to help the organization achieve its objectives. The sources of recruitment can b. iveniently classified into internal and external sources’.<\/p>\n

Internal Sources
\nThese-sources include the employees already on the pay role i.e.present work force. Whenever any new vacancy arises people from within the organization will be upgraded, promoted, transferred or demoted. The process of filling job openings by selecting from among the pool of present work force can be implemented by the following methods.<\/p>\n

    \n
  • Reviewing the personnel records.<\/li>\n
  • Job posting and job bidding.<\/li>\n
  • Inside moonlighting and employee’s friends.<\/li>\n<\/ul>\n

    Review of the personnel records and skills inventory provides adequate information for the personnel director to find suitable candidates for a particular position. Under job posting and bidding system the organisation notifies its present employees of openings using bulletin boards, and company publication etc. This is more an open approach where every one gets the same right to apply for a job . and bid for the same.<\/p>\n

    \"NCERT<\/p>\n

    If the Labour shortage is of short-term nature and great amount of additional Labur is not necessary, then organization employs inside moonlighting.’ It is a technique where organization pays bonus of various types to people not on a time pay roll.<\/p>\n

    Overtime procedures are in many organizations developed for those on time pay roll. Further more, before going outside to recruit many organization ask the present employees to encourage friends and relatives- to apply.<\/p>\n

    The internal sources of recruitment have the following merits:<\/p>\n

      \n
    • Recruitment from within can have significant positive effect on employee motivation and moral when it creates promotion opportunities or premature Layoffs.<\/li>\n
    • Internal recruitment improves the moral of employee because they are sure that they would be preferred over the outside competitor’s.<\/li>\n
    • Internal recruitment will be easy for the employer as it is easy to evaluate the employees who are currently working.<\/li>\n
    • Employees need little training as they know the major operations and functions of the organization.<\/li>\n
    • The expenditure is relatively less when compared to outside sources of recruitment.<\/li>\n<\/ul>\n

      The internal sources of recruitment are fought with the following:
      \nLimitations
      \n1. It is not a healthy sign for the organization in the long run as it discourages new blood from entering the organization. The organization may be deprived and benifit of the young talent and experienced employees from outside firms.<\/p>\n

      2. One disadvantage of internal recruitment has been the widely Published Perier Principle i.e. successful people are promoted until they finally reach a level in which they are unable to perform adequately.<\/p>\n

      3. The skills of internal employees may become obsolete and the organization may have to resort to outside sources?<\/p>\n

      4. When promotion is bases on experience and seniority the danger is that really capable men may not be chosen.<\/p>\n

      5. A final danger involves the inbreeding of ideas when recruiting is only from internal sources precautions must be taken to ensure “we have never done it before like that”, “we do not want to take chance,” or “we do all right without it”.<\/p>\n

      \"NCERT<\/p>\n

      External sources<\/p>\n

      When an organization has exhausted’internal sources or when it finals internal sources to be unsuitable, external sources are used. The methods of recruitment are many – walk-ins, public employment agencies, private employment agencies, Labour unions, educational institutions, professional associations, former employees, military services etc. Let us briefly study these external sources of recruitment.<\/p>\n

      1. Employment exchange
      \nEmployment exchanges and private employment agencies represent common sources of external recruitment. Employment exchanges maintain a detailed record of job-seekers and refers the candidate with appropriate qualifications to the required employers. In India it is obligatory to notify the vacancies Act. Employment exchanges are generally used for clerical and semi-skilled employees.<\/p>\n

      The exchanges match both the demand and supply forces of Labour, Employment exchanges are instrumental in increasing the mobility, of labour, in eliminating bribery and corruption and in providing occupational guidance, in conducting occupational (Personnel) research, etc.<\/p>\n

      These days, a large number of private employment agencies have been set up in india. These agencies act as consultants and are consulted for recruiting the technical, professonal and managerial personnel. Private employment agencies, also called search firms or ‘head-hunters’ are found more frequently in big cities.<\/p>\n

      These agencies usually charge a flat fee for their services or a percentage of the salary earned by the hired employee during the first year\/month of the service. Generally private agencies offer specialized recruitment service than do the public (government) employment exchanges.<\/p>\n

      Employment exchanges are falling into disfavour now a days because the records of employment exchanges’are not kept up to date and many of the candidates referred by the employment exchanges may already have sodght employment else where. Further, the candidates, quite often do not care to inform the exchanges once they secure employment on their own else where. Organization, therefore, find it more expedient to meet their requirements from other sources.<\/p>\n

      2. Advertising
      \nCompanies normally advertise and select the’cream of the crop’. One of the most widly used methods of recruitment is the help- wanted advertisement. Advertisements are commonly placed in daily newspapers, employment news magazines, trade and professional publications. People in large numbers respond to the advertisements and somethings even unqualified and unsuitable people also apply. This method, though popular is therefore time – consuming and heavy expenditures involved in recruiting employees through this method.<\/p>\n

      3. Educational institutions
      \nAlso known as campus recruitment, this method represents recruiting on college and university. These days more and more organizations are relying on-campus recruiting. Organization send the employment circulars to various professional educational institutions to display them on the notice board so that potential candidates\/students come to know about the vacancies.<\/p>\n

      Some professional management and technical institutions have placement cells which act as link between the recruiting firms and prospective student candidates.<\/p>\n

      4. Employee walkins :-
      \nAnother source of recruitment is employee walk-ins. Some people send unsolicited applications to the organization enjoying goodwill and reputation, Generally, the corporate image has a significant impact on the number and quality of people applying to an organization in this manner. The corporate image is highly influenced by<\/p>\n