Staffing explains how organisations find, select, train and retain the right people for the right jobs.
These NCERT Solutions help students answer Chapter 6 questions on HRM, recruitment, selection and training methods.
Staffing is easy to understand when students think of a company trying to keep good people, train them well and place them in the right roles. The chapter opens with Infosys because knowledge-based companies depend heavily on human assets. A business may have machines, money and plans, but its results depend on employees who perform the work. NCERT Solutions Class 12 Business Studies Chapter 6 help students revise staffing meaning, HRM link, recruitment sources, selection steps, training methods and case-based answers for 2026-27 board preparation.
Key Takeaways
- Staffing: Staffing means filling and keeping filled positions in the organisation structure.
- Recruitment: Recruitment creates a pool of prospective candidates for available jobs.
- Selection: Selection chooses the most suitable candidate from the recruited applicants.
- Training: Training improves skills and performance for present or future job roles.
NCERT Solutions Class 12 Business Studies Chapter 6 Structure 2026-27
| Exercise Section |
Main Focus |
Question Count |
| Very Short Answer Type |
Staffing, recruitment sources and training remedies |
5 |
| Short Answer Type |
Recruitment, selection, training and staffing importance |
6 |
| Long Answer Type |
HRM, selection process, training benefits and cases |
7 |
Very Short Answer Type
These answers follow the NCERT exercise order for Class 12 Business Studies Chapter 6 Staffing. Keep answers direct and use chapter terms exactly.
Q1. What is meant by staffing?
Answer: Staffing is the managerial function of filling and keeping filled positions in the organisation structure.
It includes workforce planning, recruitment, selection, placement, training, development, promotion, appraisal and compensation of employees.
Its main purpose is to place the right person in the right job.
Q2. State the two important sources of recruitment.
Answer: The two important sources of recruitment are:
- Internal sources
- External sources
Internal sources include transfers and promotions.
External sources include advertisements, employment exchanges, campus recruitment, placement agencies, direct recruitment and web publishing.
Q3. Workers are unable to work on new machines and always demand help from the supervisor. Suggest the remedy.
Answer: The remedy is training.
Workers should be trained to operate the new machines properly. Training will reduce dependence on the supervisor and improve work efficiency.
Q4. The quality of production is not as per standards because workers do not know proper machinery operation. What can improve quality?
Answer: Training can improve the quality of production.
Workers should be taught the correct method of operating machinery. This will reduce errors, wastage and poor-quality output.
Q5. Workers remain idle because they lack knowledge of hi-tech machines. Frequent engineer visits increase overheads. How can this problem be removed?
Answer: This problem can be removed through vestibule training.
In vestibule training, employees learn on the same type of equipment away from the actual work floor.
It is useful when workers need to handle sophisticated machinery.
Short Answer Type
Staffing Class 12 questions and answers often test differences and case-based identification. These answers use clear points and textbook-based examples.
Q1. What is meant by recruitment? How is it different from selection?
Answer: Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs.
Selection is the process of choosing the best candidate from the pool created through recruitment.
| Basis |
Recruitment |
Selection |
| Meaning |
Searching and attracting candidates |
Choosing the most suitable candidate |
| Nature |
Positive process |
Negative process |
| Purpose |
Creates applicant pool |
Selects the right person |
| Sequence |
Comes before selection |
Comes after recruitment |
| Result |
More candidates apply |
Unsuitable candidates are rejected |
Q2. A security services organisation needs reliable candidates who do not leak client secrets. What steps should be incorporated in selection?
Answer: The organisation should include strict selection steps to check reliability and character.
Important steps are:
- Preliminary screening to remove unsuitable applicants.
- Selection tests to check aptitude, intelligence and personality.
- Employment interview to judge behaviour and confidence.
- Reference and background checks to verify past conduct.
- Medical examination to check fitness for security work.
- Final selection decision after careful verification.
- Contract of employment with confidentiality conditions.
Reference and background checks are especially important in this case.
Q3. A paper plate company gets an urgent festival order for 50,000 extra plates and bowls. Which recruitment method should it adopt?
Answer: The company should use direct recruitment.
Direct recruitment is suitable for casual vacancies of unskilled or semi-skilled jobs.
The company can place a notice at the factory gate and select workers on the spot.
This method is quick, inexpensive and useful when there is a sudden rush of work.
It helps the company meet the festival order without a long recruitment process.
Q4. Distinguish between training and development.
Answer: Training improves job-related skills for the current role.
Development supports overall growth and prepares employees for future responsibilities.
| Basis |
Training |
Development |
| Meaning |
Increases job skills and knowledge |
Supports overall learning and growth |
| Focus |
Present job |
Future career |
| Nature |
Job-oriented |
Career-oriented |
| Duration |
Short-term process |
Ongoing process |
| Purpose |
Better current performance |
Overall employee growth |
Q5. Why are internal sources of recruitment considered more economical?
Answer: Internal sources are more economical because the organisation already knows its employees.
There is less need for advertisement, screening and induction.
Employees recruited through transfers or promotions are familiar with the organisation’s rules, culture and work methods.
Their performance can be evaluated more accurately.
Internal recruitment also saves time and reduces hiring costs.
Q6. “No organisation can be successful unless it fills and keeps the various positions filled with the right kind of people for the right job.” Elucidate.
Answer: The statement is correct because human resources perform all organisational activities.
Plans, machines and money cannot produce results without competent employees.
Proper staffing helps the organisation discover and obtain suitable people.
It improves performance by placing the right person in the right job.
It also ensures growth through succession planning.
Staffing prevents overstaffing, understaffing and high labour costs.
It improves employee morale through fair appraisal and reward.
Therefore, staffing is essential for organisational success.
Long Answer Type
Long answers in NCERT Solutions for Class 12 Business Studies Chapter 6 Staffing should include definition, process, benefits and case-based reasoning.
Q1. “Human resource management includes many specialised activities and duties.” Explain.
Answer: Human Resource Management includes specialised activities related to managing people in an organisation.
As organisations grow, staffing becomes more complex. A separate Human Resource Department is formed to handle employee-related functions.
HRM includes the following activities:
- Recruitment of qualified people.
- Job analysis and job description preparation.
- Selection and placement of employees.
- Training and development of employees.
- Compensation and incentive planning.
- Performance appraisal.
- Promotion and career planning.
- Maintaining labour relations.
- Handling grievances and complaints.
- Providing social security and welfare.
- Protecting employee health and working conditions.
- Avoiding legal complications.
Staffing is part of HRM because it focuses on finding, evaluating and developing people for organisational work.
Q2. Explain the procedure for selection of employees.
Answer: Selection is the process of choosing the most suitable candidate for a job.
The selection process includes several steps.
1. Preliminary Screening
Preliminary screening removes unqualified or unsuitable applicants.
It is based on information in application forms and initial interviews.
2. Selection Tests
Selection tests measure intelligence, aptitude, personality, trade skill or interest.
They help judge whether the candidate can perform the job.
3. Employment Interview
Interview is a formal conversation between employer and applicant.
It helps evaluate suitability, confidence, communication and job interest.
4. Reference and Background Checks
Employers verify information through previous employers, teachers or known persons.
This step checks character, work record and reliability.
5. Selection Decision
The final decision is made from candidates who pass earlier stages.
The concerned manager’s opinion is also considered.
6. Medical Examination
The selected candidate undergoes a medical fitness test.
The job offer is given after the candidate is declared fit.
7. Job Offer
A job offer is made through an appointment letter.
It mentions reporting date and employment details.
8. Contract of Employment
The employer and candidate complete formal documents.
The contract includes job title, duties, pay, leave rules, work rules and termination conditions.
Q3. What are the advantages of training to the individual and to the organisation?
Answer: Training benefits both employees and the organisation.
Benefits to the Organisation
- Training provides systematic learning.
- It reduces wastage caused by hit-and-trial methods.
- It improves productivity in quantity and quality.
- It prepares future managers for emergencies.
- It increases employee morale.
- It reduces absenteeism and employee turnover.
- It helps the organisation respond to technological and economic changes.
Benefits to Employees
- Training improves skills and knowledge.
- It supports better career growth.
- It improves performance and earning capacity.
- It helps employees handle machines safely.
- It reduces chances of accidents.
- It increases job satisfaction and morale.
Training and development class 12 business studies answers should mention both sides clearly.
Q4. Kaul Consultants launched www.naukaripao.com for senior management professionals. Identify the recruitment source and state four benefits.
(a) State the source of recruitment highlighted.
Answer: The source of recruitment is web publishing.
It is an external source of recruitment.
(b) State four benefits of this source.
Answer: The benefits of web publishing are:
- It reaches candidates across locations.
- It is useful for senior and specialised jobs.
- It gives quick access to job seekers and employers.
- It can screen profiles before connecting candidates with companies.
- It saves time compared with traditional recruitment methods.
Web publishing is now common because job seekers and organisations both use recruitment websites.
Q5. Xylo Limited is setting up a new auto components plant in India. Advise the company on staffing.
(a) Outline the staffing process the company should follow.
Answer: Xylo Limited should follow a complete staffing process.
- Estimate manpower requirements through workload and workforce analysis.
- Prepare job descriptions and candidate profiles.
- Recruit candidates from suitable sources.
- Select candidates through tests, interviews and background checks.
- Place selected employees in suitable jobs.
- Provide orientation about company rules and work culture.
- Train employees for production quality and technical skills.
- Appraise performance after employees start work.
- Plan promotion and career growth.
- Decide compensation and incentives.
This process will help Xylo build a trained and motivated workforce.
(b) Which sources of recruitment should the company rely upon?
Answer: Xylo Limited should use both internal and external sources.
For technical and managerial roles, it should use campus recruitment, advertisements, placement agencies and web publishing.
For skilled workers, it can use employment exchanges and direct recruitment.
For experienced managers, management consultants may be useful.
External recruitment is needed because the company is setting up a new plant.
It needs fresh talent, technical skills and wider choice.
(c) Outline the selection process the company should follow.
Answer: Xylo Limited should follow a strict selection process because auto components need quality and precision.
The selection process should include:
- Preliminary screening of applications.
- Aptitude and trade tests for technical roles.
- Intelligence tests for decision-making roles.
- Personality tests for supervisory roles.
- Employment interviews.
- Reference and background checks.
- Medical examination.
- Final job offer.
- Contract of employment.
Trade tests are important because employees must handle machinery and production standards.
Q6. An insurance company is losing qualified candidates to competitors. Candidates have soft skills but lack hard skills. As HR manager, identify problems and solutions.
(a) What problems do you see in the company?
Answer: The company faces staffing and training problems.
The main problems are:
- Competitors attract better-qualified candidates.
- Recruitment is weak in a jobseeker’s market.
- Candidates have soft skills but lack hard skills.
- The company depends on candidates who need training.
- Hiring and training are handled together without enough focus.
- The company may lose productivity because employees are not job-ready.
(b) How can it be resolved, and what would be its impact?
Answer: The company should improve recruitment, selection and training.
It should use web publishing, employee referrals, advertisements and placement agencies.
It should introduce skill-based selection tests.
It should provide structured training for hard skills like data entry systems and customer service tools.
It should use vestibule training and coaching for practical learning.
The impact will be better employee performance, lower errors, faster service and higher retention.
It will also reduce pressure on supervisors.
Q7. Ms. Jayshree becomes HR manager in a steel company with 800 employees and 200 more required. Answer the questions.
(a) What functions is she supposed to perform?
Answer: Ms. Jayshree must perform Human Resource Management functions.
Her functions include:
- Estimating manpower requirements.
- Recruitment of new employees.
- Selection and placement.
- Orientation and training.
- Performance appraisal.
- Promotion and career planning.
- Compensation planning.
- Labour relations.
- Grievance handling.
- Welfare and social security.
- Maintaining employee records.
(b) What problems do you foresee in her job?
Answer: She may face several HR problems.
These include:
- Hiring 200 suitable people on time.
- Finding trained workers for steel manufacturing.
- Managing existing and new employees together.
- Training workers for safety and machinery handling.
- Controlling labour turnover.
- Managing wage expectations.
- Maintaining morale during expansion.
- Handling grievances and labour issues.
(c) What steps is she going to take to perform her job efficiently?
Answer: She should follow a planned staffing process.
First, she should conduct workload and workforce analysis.
Then she should prepare job descriptions for new roles.
She should use recruitment sources such as advertisements, employment exchanges, campus recruitment and placement agencies.
She should conduct selection tests, interviews and medical checks.
She should arrange orientation and safety training.
She should also set up appraisal, promotion, compensation and grievance systems.
(d) How significant is her role in the organisation?
Answer: Her role is highly significant because people determine organisational performance.
The steel company needs skilled, trained and motivated employees.
If staffing is poor, production, quality and safety may suffer.
A strong HR manager helps the company hire, train, retain and motivate employees.
Her work supports expansion, productivity and long-term growth.
Business Studies Chapter 6 Staffing NCERT Solutions: Core Concepts
Business Studies Chapter 6 Staffing NCERT Solutions become easier when students see staffing as a complete people-management cycle. It starts before hiring and continues after placement.
Meaning of Staffing
Staffing means putting people to jobs.
It includes obtaining, utilising and maintaining a satisfied workforce.
Importance of Staffing
Staffing helps discover competent employees.
It improves performance, supports survival, prevents overstaffing and improves morale.
Staffing and HRM
Staffing is part of Human Resource Management.
HRM includes recruitment, selection, training, compensation, labour relations and employee welfare.
Staffing Process
The staffing process class 12 business studies topic includes manpower estimation, recruitment, selection, placement, orientation, training, appraisal, promotion and compensation.
Recruitment
Recruitment attracts suitable candidates for jobs.
It comes before selection and creates the applicant pool.
Selection
Selection chooses the best person from the recruited candidates.
It uses tests, interviews, reference checks and medical examination.
Training
Training improves employee skill for a specific job.
It helps employees perform current work better.
Development
Development supports overall growth.
It prepares employees for higher responsibilities and career progress.
Recruitment and Selection Class 12: Sources and Steps
Recruitment and selection class 12 questions often ask differences, sources and processes. This section gives students a quick comparison.
Internal Sources
Internal sources include transfers and promotions.
They are economical and improve employee motivation.
External Sources
External sources include direct recruitment, casual callers, advertisements, employment exchange, placement agencies, campus recruitment, employee recommendations, labour contractors, television advertising and web publishing.
Merits of Internal Sources
Internal recruitment motivates employees and reduces hiring cost.
It also simplifies selection and placement.
Limitations of Internal Sources
Internal recruitment may reduce fresh talent.
Employees may become lethargic if promotions are time-bound.
Merits of External Sources
External recruitment gives wider choice and brings fresh talent.
It also creates competitive spirit among existing staff.
Limitations of External Sources
External recruitment may be costly and time-consuming.
It can also create dissatisfaction among existing employees.
Selection Tests
Selection tests include intelligence, aptitude, personality, trade and interest tests.
Trade tests are useful for technical and professional jobs.
Training Methods in Staffing Class 12
Training methods in Staffing are divided into on-the-job and off-the-job methods. The correct method depends on the job, skill level and equipment involved.
| Method Type |
Method |
Best Used For |
| On-the-job |
Apprenticeship |
Skilled trades like electricians and plumbers |
| On-the-job |
Coaching |
Managerial guidance and role preparation |
| On-the-job |
Internship |
Practical exposure with academic learning |
| On-the-job |
Job rotation |
Understanding multiple departments |
| Off-the-job |
Classroom lectures |
Rules, procedures and concepts |
| Off-the-job |
Films |
Demonstrating skills visually |
| Off-the-job |
Case study |
Managerial problem-solving |
| Off-the-job |
Computer modelling |
Simulated work situations |
| Off-the-job |
Vestibule training |
Sophisticated machinery training |
| Off-the-job |
Programmed instruction |
Step-wise self-learning |
Apprenticeship Programme
A trainee works under a master worker.
It is used for skilled jobs that need long practical training.
Coaching
A senior guides and instructs the trainee.
It is useful when the trainee is being prepared for higher responsibility.
Internship Training
Educational institutions and business firms jointly provide training.
Students study and also gain practical work experience.
Job Rotation
The employee moves across jobs or departments.
It builds a wider understanding of the organisation.
Vestibule Training
Employees learn on actual equipment away from the work floor.
It is suitable for hi-tech machinery and safety-sensitive work.
Case Study
Trainees analyse real organisational problems.
It develops decision-making and problem-solving ability.
Class 12 Business Studies Important Links