CBSE Important Questions Class 12 Business Studies Chapter 6

Important Questions Class 12 Business Studies Chapter 6

Important Questions for CBSE Class 12 Business Studies Chapter 6 – Staffing

Chapter 6 Class 12 Business Studies Important Questions outline Staffing as the process of employing and developing human resources for various positions within a business. It denotes the placement of the right individual with the appropriate job. This management function is associated with shaping an enterprise’s manpower requirements, as well as the selection, placement, training, and remuneration of its employees.

With these Business studies Class 12 Chapter 6 Important Questions, students will get to know that staffing aids in the filling and maintenance of open jobs in the organizational structure. It is a continual process because new roles are produced on a regular basis, employees may leave the business on and off, and an organization’s expansion and diversity.

Moreover, with these Class 12 Business studies Chapter 6 Important Questions, Extramarks provides students with detailed and authentic solutions to important questions. These Important questions are prepared by subject experts at Extramarks who prepare concise, to-the-point answers which students can easily trust and enjoy the process of learning. It helps them to speed up their revision and improve their academic performance, by making them aware of their mistakes just in time,  helping them to get the best possible results.

CBSE Class 12 Business Studies Chapter-6 Important Questions

Study Important Questions for Class 12 Business Studies Chapter 6 – Staffing

• Why is a “job interview” part of the selection process?

The goal of an employment interview is to assess the applicant’s eligibility for the position by gathering information from him and determining whether there is a fit between the person and the type of job.

• What exactly is meant by staffing? What is the relationship between staffing and staff function?

Simply put, staffing is the process of acquiring and retaining capable and competent individuals to fill all jobs from top management to the operational level. This covers securing, recruiting, selecting, training, evaluating, and retaining employees in organisations. Let us consider management researchers’ perspectives on the definition of staffing. 

• Staffing is the function that managers use to establish a company by recruiting, selecting, and developing individuals as capable employees. 
• The executive function of staffing entails the recruiting, selection, compensation, training, promotion, and retirement of subordinate managers. 
• Staffing is concerned with the placement, growth, and development of all those individuals in the organisation whose purpose is to complete tasks through the efforts of another person.

• Name and characterise the procedure that aids in the identification of potential candidates for a job.

The process of locating potential employees and encouraging them to apply for vacancies within the organisation is referred to as recruitment. It refers to the complete hiring process, beginning with the initial interview. It is a beneficial procedure for identifying potential employees and encouraging them to apply for opportunities within the organisation. If more people look for work, there will be more opportunities to hire better people. 

There are two types of recruitment: internal and external. 

• Internal resources: The term “internal sources of recruiting” refers to hiring employees from within the organisation. In other words, those applying for different positions are those who are currently employed by the same organisation. Promotions and transfers, for example.
• External Sources: External sources of recruiting are employees hired from outside the organisation. In other words, the jobseekers in this scenario are not associated with the organisation. For instance, casual callers, campus placement, advertising, management consultants, and so on.
• Explain the significance of an employment interview. 

Julius Michael defines an interview as “a face-to-face, oral, observational, and personal appraisal procedure.” It is typically used to elicit information from the candidate. It also entails providing facts that will assist the candidate in making a decision about the organisation. 

The process of interviewing candidates is a crucial part of the selection process. The final selection is based partially on the candidate’s success in several tests and partly on his performance in the final interview. During the interview, the candidate must appear in front of the interviewers or group interviewers. During the interview, the candidate’s whole personality is assessed. The interview could run 10 to 20 minutes or longer. Candidates are asked a variety of questions, and so forth. Interviewing techniques are utilised in all firms and for all types of employees to be hired.

• Explain briefly the significance of training. 

Employers and employees both benefit from training. A well-trained employee is a valuable asset to the company because of his high efficiency and production. Employees can get job security, high salaries, and advancement through training. Management, in reality, has no choice. Whether to train personnel or not. The only option left is to import training through a structured and methodical programme or not. Employees learn by ‘trial and error’ in the absence of formal training. They choose the wrong methods to do things, and learning takes a long time. Formal training aids in reducing training time, cost, and waste. The following are the primary benefits of training:

• Increased Productivity: Training helps people enhance their job knowledge, abilities, and performance. Employees who have received proper training are more efficient, which boosts both the quantity and quality of performance. 
• Employees that have been properly trained are self-sufficient. Employees who have been trained are more professional and disciplined. They are more engaged in their jobs. They do not necessitate constant and thorough supervision. As a result, supervisors can save time and energy. 

• Improved Safety: Human mistakes or negligence is the leading cause of industrial accidents. Employees who lack job knowledge and abilities frequently make blunders. Employees become more proficient as a result of training, and accidents are reduced. Employee safety awareness is increased by training, and staff are better able to operate safety gear.
• Higher Morale: Effective training enhances employees’ job attitudes and self-confidence. They believe management is concerned about them. Employees who have been trained can perform better and hence receive more rewards. As a result, they have increased motivation and morale. Higher morale aids in the reduction of absenteeism and labour turnover. Management-labour relations can be strengthened. 
• Promotion and Career Advancement: Training allows people to gain information and skills needed for increasingly responsible tasks. It prepares individuals for advancement inside the organisation. They can advance in their careers more swiftly. Thus, training improves an employee’s professional advancement.

Explain briefly “transfers” and “promotions” as internal recruitment sources.

Transfers: Transfers replace job shortages by moving suitable individuals from one department of the company to the department where the vacancies exist. Transfers are a horizontal procedure in which moved personnel are rarely assigned new assignments or employment positions. As a result, the nature and type of job remain unchanged.

Promotions: A promotion occurs when an employee is promoted to a position of greater responsibility and authority. Promotion and career planning are critical. Current employee promotions and transfers might be a great source of new hiring. Promotion is the advancement of an employee to a higher position with increased prestige, remuneration, and responsibility. 

• Workers in a plant are unable to work on new machines and must rely on their boss for assistance. Their repeated calls have overloaded the Supervisor. Can you recommend a solution?

Vestibule Training should be used to train factory workers. Employees receive training on the equipment they will be using. However, the training takes place outside of the workplace. A realistic work environment is provided in the classroom, with employees using the same materials, files, and equipment as they would on the job. This is typically done when staff are required to operate complex machinery and equipment.

• What exactly do you mean by “on-the-job training”? Explain three different methods of ‘on-the-job’ training.

On-the-job training is training in which subordinates learn by doing in the workplace while being supervised by superiors.

Methods: Apprenticeship Program: Apprenticeship programmes place trainees under the supervision of a master worker. The learner receives a stipend while learning, allowing him/her to benefit from the “earn while you learn” plan.

• Coaching: At lower levels, coaching may simply consist of students observing their supervisor to gain the fundamental skills required for machine operation. The trainee collaborates closely with a senior manager who is entirely accountable for the trainee’s growth. 
• Internship training: The educational establishment enters into a contract with a business firm or corporation to provide its students with practical knowledge by sending them to business groups to get practical experience.
• Position rotation: The learner is moved from one department to the next or from one job to the next in this sort of training. Job rotation allows trainees to interact with other staff, which improves department collaboration in the future.
• What are the benefits of training to both individuals and organisations?

Training is an essential component of any organisation. It aims to develop people’s abilities and skills so that they can carry out a task. Training is an important component of the job that strives to develop an individual’s aptitude and competence in accordance with job requirements. As the business environment has changed, so has the complexity of the job. As a result, training has become even more important.

The following are some of the most significant benefits of training for both employees and businesses. 

Benefits for Employees 

• Improved Job Prospects: Employee training enhances their competence and expertise, allowing them to develop in their employment.
• Earn More: By assisting the individual in learning more, they are able to earn more. Training improves an individual’s comprehension and knowledge. As a result, their efficiency and performance improve significantly.. They will be able to earn more money as a result. 
• Less Accidental: Training strives to make employees more adept and efficient in operating machinery. Jobs that need employees to work with complex machines or in high-risk areas should prioritise training and development since it helps them adopt preventative measures. As a result, the employee is less likely to suffer an injury. 
• Individual development and training direct individuals to work more efficiently, which in turn raises necessary morale. It increases their self-esteem and self-reliance, which leads to increased work opportunities.

Organizational Advantages 

• Less Waste: Training is a notion that entails methodical work learning. It is a more effective method of learning than any hit-or-miss method. As a result, less time and money are squandered. As a result, it promotes the most effective use of resources. 
• Profits are increased because training increases people’s productivity at work by improving and making them more efficient. Profits for the company rise when both qualitative and quantitative productivity rise. 
• Managerial efficiency is improved by training staff to deal with new difficulties in a variety of contexts. This allows youngsters to acquire appropriate responses to a wide range of situations. Training also prepares future managers to take preventative measures in the event of an emergency.
• Reduced absenteeism: Effective training helps to boost employee morale. As a result, it helps to reduce absenteeism and personnel turnover. 
• It aids in gaining an efficient reaction to rapidly changing technological and economic settings.
• What is the significance of the staffing role in today’s world?

Human resources are the bedrock of any company. The right people may help you take your business to the next level, while the wrong individuals can minimise it. As a result of the rapid growth of technology, increasing the size of the business, and intricate human behaviour, the staffing function has assumed larger significance these days. Human resources are an organization’s most valuable asset.

The ability of an organisation to fulfil its objectives is determined by the quality of its people resources. As a result, staffing is a critical managerial function. No organisation can be effective unless it can fill and keep the various jobs specified in the structure filled with the right personnel.

Proper staffing provides the following benefits to the organisation: 

• aids in the discovery and acquisition of competent personnel for various jobs 
• promotes higher performance by placing the right person in the right job
• ensures the enterprise’s continued survival and growth through succession planning for managers
• aids in the optimum utilisation of human resources

By minimising overmanning, it is possible to avoid overutilisation of employees and high labour expenses. At the same time, it reduces work disruption by warning of a shortage of staff in advance; and it enhances employee job satisfaction and morale through objective appraisal and fair payment of their participation. All organisations must perform the staffing role efficiently.

The company will be unable to market its items profitably. As a result, it is critical that the correct individuals are available in sufficient numbers at the right moment. They should be adequately trained so that waste is minimised; they should also be incentivized to demonstrate improved productivity and quality by offering them appropriate incentives.

Staffing and Human Resource Management (HRM): An organization’s affiances and effectiveness in reaching its goals are heavily reliant on the competence, motivation, and overall efficacy of its human resources. Managing the human component of an organization is the most significant responsibility because the organization’s performance is determined. 

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