Staffing Class 12 Notes: CBSE Business Studies Chapter 6

Staffing

• The working of an organisation depends upon the Human Resources of that organisation. The growth highly depends upon the introduction of efficient and quality staff. 

• Staffing is the next step after planning and selecting the organisation structure. 

• In this step, the right people are placed in the right positions. This involves various steps like recruitment, selection, training, development, promotion, compensation, and performance appraisal of the workforce.

• Therefore, Staffing is a management function that entails hiring candidates who are a good fit for the organisation by evaluating their skills and knowledge and assigning them specific roles based on their skill set. It is involved in meeting an organisation's human resource requirements.

Importance of Staffing

Proper staffing in an organisation provides several benefits:

• Identification of Workforce Requirements: It helps in determining the required workforce for various job roles within the organisation.

• Performance Optimization: Placing the right people in the right positions leads to better performance and productivity.

• Ensures Organisational Growth: Through succession planning, it ensures the continuous survival and growth of the organisation.

• Prevents Disruptions: Showing the exact shortages of personnel in advance, helps avoid disruptions in the workflow.

• Improves Job Satisfaction: Staffing helps enhance job satisfaction among employees through objective assessment and fair rewards for their contribution.

Benefits of Staffing

• Best Candidate Selection: Staffing aids in identifying and selecting the most suitable candidate for each job role.

• Increased Efficiency: It ensures that the right people are chosen for the right job, which enhances the organisation’s overall efficiency.

• Growth Opportunities: An organisation has better growth prospects when the best candidates are chosen.

• Effective Manpower Planning: Staffing aids in proper manpower planning and utilisation, ensuring that vacancies are filled and efficiency is maintained.

• Organisational Harmony: By selecting the right people based on merit and providing proper training, staffing ensures harmony and smooth functioning within the organisation.

Staffing as a Part of Human Resource Management

• This function is performed by the managers.

• In this, the people or the resources are motivated and made acquainted with the goals and objectives of the organisation.

• It is considered a generic function of the organisation.

• The performance of an organisation highly depends on the performance and efficiency of the human resource. 

• The success in achieving the goals and objectives of the organisation is also dependent on the level of motivation, determination, and competence of the 

Specialized Activities of HRM

• Recruitment: Searching for qualified individuals and encouraging them to apply for job positions.

• Job Analysis: Analysing job roles, collecting relevant information, and preparing job descriptions.

• Compensation Planning: Developing pay structures, incentives, and other forms of remuneration.

• Training Programs: Designing and implementing training programs for employee development.

• Grievance Handling: Managing employee complaints and grievances effectively.

• Labour Relations: Maintaining good relations between management and labour unions.

• Social Security Planning: Ensuring employee welfare through social security measures.

• Legal Compliance: Defending the company in lawsuits and ensuring legal compliance.

Staffing Process

1. Estimating Manpower Requirements:

• Planning the number of employees needed to fill various job positions.

• Defining the educational qualifications, skill sets, and experience required for each position.

2. Recruitment:

• Creating job descriptions and advertising vacancies.

• Attracting a large pool of applicants through various channels such as print media, electronic media, and internal postings.

3. Selection:

• Choosing the most suitable candidate through a series of tests and interviews.

• Ensuring that the organisation gets the best among all those who applied.

4. Placement and Orientation:

• Introducing the selected employee to the work environment, colleagues, and organisational policies.

• Ensuring that the employee is placed in the position they were selected for.

5. Training and Development:

• Providing training programs to help employees upgrade their skills and knowledge.

• Motivating employees and strengthening their competencies to enhance job retention and attract new talent.

6. Performance Appraisal:

• Analysing employee performance against set benchmarks.

• Providing feedback and identifying areas for improvement.

7. Promotion and Career Planning:

• Upgrading the profile or position of employees, motivates them to work better.

• Offering greater responsibilities leads to higher pay and job satisfaction.

8. Compensation:

• Providing rewards to employees in the form of salaries, wages, incentives, commissions, and bonuses.

• Offering indirect compensation such as medical facilities and other benefits.

Aspects of Staffing

1. Recruitment:

• Internal Sources: Transfers and promotions within the organisation.

• External Sources: Direct recruitment, casual callers, advertisements, employment exchanges, placement agencies, campus recruitment, web publishing, and labour contractors.

2. Selection:

• Tests: Intelligence, aptitude, personality, trade, and interest tests.

• Interviews: In-depth conversations to assess the suitability of candidates.

• Background Checks: Verification of information provided by candidates.

• Medical Examination: Assessing the health and fitness of candidates before hiring.

• Job Offer and Employment Contract: Formal offers and contracts defining the terms of employment.

3. Training:

• On-the-Job Methods: Apprenticeship, coaching, internship training, and job rotation.

• Off-the-Job Methods: Classroom lectures, films, case studies, computer modelling, vestibule training, and programmed instructions.

Difference between Recruitment and Selection:

Training and Development

Training improves specific job-related skills, while development focuses on overall employee growth. Both are crucial for enhancing performance and preparing employees for future roles.

On-the-Job Methods:

• Apprenticeship Programs: Training under a master worker.

• Coaching: Guidance from a superior.

• Internship Training: Work exposure for students.

• Job Rotation: Shifting employees between jobs for skill enhancement.

Off-the-Job Methods:

• Classroom Lectures: Information through lectures.

• Films: Demonstration of skills using media.

• Case Study: Analysis of real work situations.

• Computer Modelling: Simulating work environments.

• Vestibule Training: Duplicate work environments for technical training.

• Programmed Instructions: Learning through logically arranged knowledge units.

Importance of Staffing

• Proficient Personnel: Ensures access to skilled workers.

• Higher Performance: Right placement ensures better performance.

• Continuous Growth: Supports the organisation’s long-term growth.

• Resource Utilisation: Prevents overstaffing and underutilization.

• Organisational Goals: Enhances job satisfaction, aiding in goal attainment.

Important Topics of Business Studies Class 12 Chapter 6 Staffing 

Learnings of Class 12 Chapter 6 of Business Studies

• Understanding the importance of staffing in achieving organisational goals.

• Learning the steps involved in the staffing process, including recruitment, selection, and training.

• Recognizing the role of human resource management (HRM) in staffing.

• Identifying the different sources of recruitment and their advantages and limitations.

• Gaining insights into the importance of training and development for employee growth and organisational success.

• Understanding the significance of performance appraisal, promotion, and compensation in employee management.

Importance of Revision Notes for Class 12 (Business Studies) Chapter 6

• Summarises Key Points: Condenses important concepts for quick review.

• Saves Time: Provides a fast way to revise before exams.

• Highlights Essentials: Focuses on crucial topics and definitions like Excretion in plants and animals.

• Improves Memory: Helps in better retention of information.

• Enhances Exam Prep: Targets weak areas for more effective study.

• Clarifies Concepts: Simplifies complex ideas for easier understanding.

• Includes Visuals: Uses diagrams and charts for better grasp as explained for blood circulation in the Human body.

• Boosts Confidence: Prepares students thoroughly for exams.

Tips for Learning the Class 12 Chapter 6 Staffing

1. Focus on core processes with illustrations and examples.

2. Draw and label diagrams for clarity.

3. Create summaries of each process.

4. Connect concepts to everyday examples.

5. Solve past exam questions to test understanding.

6. Explain concepts to others to reinforce learning.

7. Revisit material frequently to retain information.

8. Utilise platforms like Vedantu for additional support.

Conclusion

Staffing is a vital management function that ensures the right individuals are placed in appropriate roles within an organisation. It encompasses a wide range of activities, from recruitment to compensation, all aimed at optimising the performance and satisfaction of employees. By understanding the staffing process and its components, organisations can achieve their goals efficiently while fostering a motivated and skilled workforce. This chapter highlights the importance of staffing in building a strong foundation for organisational success.

Related Study Materials for Class 12 Chapter 6 Staffing

Revision Notes Links for Class 12 Business Studies

Important Study Materials for Class 12 Business Studies