Staffing in One Shot | Business Studies Class 12th | Commerce Wallah by PW
Commerce Wallah by PW・64 minutes read
Staffing involves processes including recruitment and selection to place suitable candidates into job positions, emphasizing the importance of choosing the right individuals for roles. Internal and external sources are utilized to recruit employees, with training and development crucial for enhancing skills and preparing employees for future roles within the organization.
Insights
- Staffing involves estimating the required number of employees, attracting applicants through recruitment, selecting the best candidates, and orienting them to the organization through placement, training, and development.
- Internal and external sources of recruitment offer advantages and limitations, with internal promotions enhancing performance and loyalty, while external sources provide access to diverse talent but may lead to internal morale issues.
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Recent questions
What is the process of selecting candidates for job positions?
Selection involves choosing the most suitable candidate.
How is training defined in the context of employee development?
Training increases skills and knowledge of a person.
What is the purpose of orientation for new employees?
Orientation introduces new employees to company rules and culture.
How is promotion defined in the context of employee advancement?
Promotion involves moving employees to higher posts.
What are the advantages of internal sources for recruitment?
Internal sources offer cost-effectiveness and simplified selection processes.
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Summary
00:00
Effective Staffing: Importance of Selection and Recruitment
- Anurag Dwivedi introduces the topic of staffing and the importance of belief in its effectiveness.
- The lecture covers various topics including staffing processes, recruitment, internal and external sources, training methods, and benefits.
- Staffing is defined as the process of putting people into jobs based on workload and workforce analysis.
- The first step in staffing is estimating the manpower requirement through workload analysis and workforce comparison.
- The requirement for staffing is determined to be 40 people.
- Recruitment is the process of inviting, attracting, and influencing people to apply for job positions in the organization.
- An advertisement in the newspaper is used to attract applicants for the job positions.
- 400 applicants apply for the 40 available positions, with the selection process aiming to choose the most suitable candidates.
- Selection is defined as the process of choosing the most suitable candidate out of the applicants.
- The lecture emphasizes the importance of selecting the most suitable candidates for the job positions.
18:05
Employee Selection, Placement, and Development Process
- Selection is the process of choosing the most suitable candidate out of applicants.
- The selection process involves choosing the most suitable candidate among the applicants.
- Selection is done from all the people present, choosing the best and most suitable candidate.
- Those who have been selected are the selected people, not necessarily 40 out of 400.
- Accepting the post and coming to the office on the first day is known as placement.
- Placement is the process of choosing the most suitable candidates for an occupied post by the candidate.
- Orientation is the process of introducing and familiarizing the new employee with company rules, regulations, mission, and vision.
- Training is the process of increasing the skills and knowledge of a person.
- Development is the process of overall growth and improvement in a person's skills and personality.
- Performance appraisal is the process of monitoring and checking the new employee's performance regularly, leading to career planning and promotion based on feedback reports.
38:13
"Assess, Interview, Select: Hiring Process Essentials"
- In emergency situations, consider utilizing your skills beyond your profession, such as electrical work.
- Explore your interests and skills to see where else they can be applied.
- Take interest and tests related to the trade you are entering to assess your knowledge and teaching skills.
- Assess your IQ, general knowledge, and trade knowledge through tests.
- Evaluate your assisting skills and personality through tests to determine your suitability for a role.
- Understand the meaning and purpose of aptitude tests to assess your skills and learning abilities.
- The employment interview involves face-to-face or telephonic interactions to evaluate confidence, maturity, and communication skills.
- Conduct reference and background checks to verify qualifications, criminal records, and address details.
- Compile a selection list of candidates who have passed various assessments and interviews.
- Offer a job through an appointment letter, which includes terms and conditions to be signed by the employer and employee.
57:05
Internal and External Sources of Employee Recruitment
- Shifting of an employee from the production department to the marketing department is referred to as a transfer.
- Promotion involves moving an employee from a lower post to an upper post.
- Promotion means shifting an employee from a lower post to an upper post with a higher salary, responsibilities, authority, and status.
- Internal sources for recruitment are advantageous due to cost-effectiveness and simplified selection processes.
- Motivating employees through internal promotions can enhance their performance and loyalty.
- Training employees through frequent transfers across departments can broaden their skills and knowledge.
- Adjusting employees internally after promotions is crucial for ensuring smooth transitions and productivity.
- Internal sources have limitations, such as limited choice and time-bound promotions leading to employee lethargy.
- External sources, like direct recruitment, casual callers, and advertisements, offer wider choices and access to fresh talent.
- Campus recruitment, employee recommendations, labor contractors, and web publishing are additional external sources for recruitment, providing access to a diverse pool of candidates with the latest technological knowledge.
01:12:18
Effective Campus Recruitment and Employee Development Strategies
- In campus recruitment, it is important to ensure that new employees with the latest knowledge are hired, preferably from outside the company to avoid stagnation.
- Healthy competition between existing employees and new recruits is encouraged to maintain motivation and prevent a decline in morale.
- Bringing in external hires can lead to a drop in confidence among existing employees who may feel overlooked for promotions.
- New employees may struggle to adjust to the company's rules, regulations, and culture, leading to a period of adaptation that can be challenging for all parties involved.
- Training and development are crucial for enhancing skills, knowledge, and overall growth of employees, preparing them for future roles within the organization.
- On-the-job training involves learning while performing tasks at the actual workplace, while off-the-job training occurs away from the workplace, focusing on learning before doing.
- Apprenticeship training involves a master worker guiding a trainee in practical tasks, internship training involves students applying theoretical knowledge in real-world settings, and induction training focuses on introducing new employees to the organization's processes and culture.
- Vestibule training is a method where a dummy model of sophisticated machinery is used to train employees before they operate the actual equipment, ensuring safety and understanding.
