BUSINESS STUDIES

XII (2023-24)

PART -1

VIDEO
NOTES
 NOTES
STAFFING

MEANING

Consumer protection refers to

Staffing involves finding the right
protecting the interest of consumer.
person for the right job having the
right qualification, doing the right job
A consumer is said to be a king in a
at the right time.
free market economy. The earlier
approach of caveat emptor, which
It is the function of management which
means “Let the buyer beware”, has
makes sure your assets walk out come
now been changed to caveat venditor
back next day happily and satisfied.
(“Let the seller beware”).
1. Filling the vacant job
position of by a competitive
personnel:- Staffing function
ensures that the job position
should not be vacant and it
should be filled by a competitive
personnel.

2. Placing right person at the

right job:- In staffing function
through proper recruitment and
selection process, right person is
giving right job

3. Optimum utilisation of
human resources:-
Through proper planning
employees are hired in
staffing function number and
type of employees are
considered so that there is no
shortage no excess
employees.
4. Helps in competing:- Two
organisation can easily acquire
same type of physical and
financial resources but not human
resources. They are the most
important assets of an
organisation they only helps the
organisation to win over it
competitors

5. Growth of enterprise:- By
appointing efficient staff, staffing
ensures continuous survival and
growth of the enterprise.

6.Development of human resources:-

staffing function does not end only with
appointment of employees it includes
training, promotion, compensation, career
advancement opportunity, personality
development, etc. these activities motivates
employees to perform with their best ability

7. Key to effectiveness of other

functions:- In staffing function we
hire employees who helps in
performing rest of the functions of
management without efficient staff
no other function can started.
 BUSINESS STUDIES
XII (2023-24)

PART -2

VIDEO
NOTES
It is defined as the process of managing
employees in a company and it involve hiring,
training and motivating employees.
It also includes activities related to liaison with
the government, trade union, etc.

When these functions are carried out at small

scale level we call it as staffing when these
functions are performed at large scale in big
organisation there is a need to create a
separate department called human resources
management department.
 Human resource management
includes the following activities:-

Human resource planning:- It means

determining the number and type of personnel
required to fill the vacant job position.

Employing people:- It includes

recruitment, selection and
placement of personnel.

Career growth:- it includes training

and development of employees

Performance appraisal:-
Performance appraisal report is
prepared as per the performance of
employees.
 Motivation:- Employees are motivated through
financial and non-financial incentives.

Compensation:- Salaries are paid

along with extra benefits
z keeping in
mind their qualification.

Providing social security:- Human resource

management is responsible for welfare of
people

Review and audit:- Human resource

management conduct audit of the
policies of personnel
 BUSINESS STUDIES
XII (2023-24)

PART -3

VIDEO
NOTES
 1. ESTIMATING MAN POWER
REQUIREMENT

2. RECRUITMENT

3. SELECTION

4. PLACEMENT AND ORIENTATION

5. TRAINING AND DEVELOPMENT

6. PERFORMANCE APPRAISAL

7.PROMOTION AND CAREER PLANNING

8. COMPENSATION
 1. ESTIMATING MAN POWER
REQUIREMENT

1. Estimating man power requirement:-

Staffing process begins with estimating
the number and type of employees
needed by the organisation. The following
steps are followed

ESTIMATING MANPOWER REQUIREMENT

WORK LOAD ANALYSIS WORK FORCE ANALYSIS COMPARISION

Manager compare both
This requires the workload and
Here existing workforce. If workload is
finding
workforce are more than work force, it
numbers and means under staffing and
analysed and
types of more employee should
how many of
employees be hired and if work
them under force is more than
required to
burdened or workload, it means over
perform various
overburdened. staffing the employees
jobs should remove or transfer
to some where else.
 2. RECRUITMENT

2. Recruitment:- It refers to the process of

inducing people to apply for the job company
can fulfil the vacant job position from inside
the organization and outside the organisation
both has its merits and demerits. When more
number of people apply for the job company
can select the most suitable candidates from a
wider choice.

3. SELECTION

3. Selection:-It refers to choosing the most

suitable candidate to fulfill the vacant job
position the selection is done through a
process called selection process here no. of
selected candidates are less than no. of
rejected candidates hence it is a negative
process
 4. PLACEMENT AND ORIENTATION:-

4. Placement and orientation:- Placement

means putting the person on the job for which
he is selected orientation refers to introduction
of new employees to the existing employees

5. TRAINING AND DEVELOPMENT:

5. Training and Development:- After

selection of an employee, company provide
training to he new employee it improve the
performance of employees and keep them
motivated

6. PERFORMANCE APPRAISAL:-

6. Performance Appraisal:-
It refers to evaluation of the performance of
employees against some standard better
performance of employees are selected here.
 7.PROMOTION AND CAREER PLANNING:-

7.Promotion and Career Planning:- On the

basis of performance appraisal report
employees are promoted to a higher job
position with more authority and pay.

8. COMPENSATION:-

8. Compensation:- It is the financial

payment for the job. It includes direct
payments such as wages, salary, etc. direct
financial payments are of two types.

A)Time Based and

B)Performance Based.
 BUSINESS STUDIES
XII (2023-24)

PART -4

VIDEO
NOTES
 RECRUITMENT
SELECTION

ELEMENTS
FINANCIAL
OF
DECISIONS
STAFFING

TRAINING

TWO SOURCES
OF RECRUITMENT
INTERNAL SOURCE EXTERNAL SOURCE

Here vacant job Here vacant job

position are fulfill position are fulfill by
by existing outside the
employees no organization
outsiders are company bring
permitted to fill the people from outside
vacant job position the organization
 FOLLOWING METHODS OF INTERNAL
SOURCE OF RECRUITMENT ARE:

TRANSFER PROMOTION
It means shifting of
It means shifting of
employees from one job
employees from one job
position to other at the
position to other at
same level of authority
higher level with more
salary of that employee
would not change only authority salary of that
place of working is employee would increase
changed.

e.g. Transfer of clerk from e.g. promotion of clerk to

purchase department to accountant post.
account department.
 ADVANTAGES OF INTERNAL SOURCE OF RECRUITMENT

i)The manager are aware of the talents and abilities of

existing employees
ii)It is less expensive as compared to internal source
iii)It motivates the existing employees
iv)Less amount spent on training
v)Improvement of performance
vi)Less chance of turnover because existing employee
are familier with rule and regulation of company
vii)Trough transfer surplus employee can be shifted to
other department

DIS-ADVANTAGES OF INTERNAL SOURCE OF RECRUITMENT

i)No fresh or new ideas will come in the organization

ii)There will be limited choice
iii)Not suitable for new organisation
iv)Frequent transfer may reduce the productivity of
employee
v)Sometimes it raise conflicts among existing
employees
 FOLLOWING METHODS OF EXTERNAL
SOURCE OF RECRUITMENT ARE:

Direct recruitment:- This

method is most suitable for
unskilled job position. In this
method organization paste
notice at the gate of their
office or factory. Interested
people walk in for interview.

Casual callers:- Generally the

large organizations maintain an
application file in which they keep
all the pending applications which
the job seekers leave with the
reception this application file is
considered as a waiting list.
Whenever there is a job vacancy
the suitable candidates from the
waiting list are called
 FOLLOWING METHODS OF EXTERNAL
SOURCE OF RECRUITMENT ARE:

Advertising:- The
advertisement is the most
common and preferred source
of external recruiting the ads in
news paper, professional
journal, etc. e.g. For the job of
an accountant the
advertisement can be given in
charted accountant journal
and other jobs are given in
local newspaper

Employment exchange:- The

employment exchange is the office
run by the government where in the
details about the job seekers such
as name, qualification, experience,
etc. is stored when the
organization approach employment
exchange the suitable candidates
are sent
 FOLLOWING METHODS OF EXTERNAL
SOURCE OF RECRUITMENT ARE:

Campus Recruitment:- Creating a

close liaison with the educational
institutes for the recruitment of
students with technical and
professional qualifications has
become a common practice of
external recruitment. Here
companies visit the technical,
management and professional
colleges to recruit the students
directly for the job positions.

Placement agencies and

management consultants:- There
are several private management firms
that act as a middleman between job
seekers and job providers. These firms
maintain data of all the jobseekers
and give their details to the
companies who are looking for men.
They also change fee for providing
such service.
 FOLLOWING METHODS OF EXTERNAL
SOURCE OF RECRUITMENT ARE:

Recommendation from
present employees:- Many
firms recruit employees by
the help of recommendation
of existing employees. This
also shows the trust of
employer on existing
employees

Labour contractors:- labour

contractors are the people who
keep in touch with the labour in
villages and rural areas and
whenever there is any vacancy of
labour in a factory then
contractor will supply labour to
businessman.
 FOLLOWING METHODS OF EXTERNAL
SOURCE OF RECRUITMENT ARE:

Advertising on
television:- Company
telecast the job
requirement and type of
employees they require
on television

Web publishing:- In internet

there are certain websites
specially designed provide
information regarding job
seekers and companies which
have vacant job position these
websites can be visited by the
job seekers as well as
companies. These websites are
Naukri.com, Monster.com,
google for job etc.
 ADVANTAGES OF EXTERNAL SOURCE OF RECRUITMENT

i)Fresh and new talent come to the organization

ii)There is a wider choice in external source
iii)By using external recruitment the management
can get qualified and trained persons
iv)Through campus placement organisation can get
employees with latest technological knowledge
v)When outsiders join the organisation then it
develops a competitive spirit among existing
employees.

DIS-ADVANTAGES OF EXTERNAL SOURCE OF RECRUITMENT

i)The morale of existing employees goes down

ii)It is expensive
iii)It new employees may not adjust in the rule and
regulations of the organization which means more
turnover
iv)Time consuming
v)Expense of training and orientation
 BUSINESS STUDIES
XII (2023-24)

PART -5

VIDEO
NOTES
 1.PRELIMINARY SCREENING:-
1.Preliminary screening:-
It is done to eliminate the unqualified
candidates here basic question about
employees, qualification, school & college,
marital status, etc. are asked

2. SELECTION TEST:-
2. Selection test:- To find out the knowledge of
the candidates a written test is conducted.
Following types of test are conducted

3. EMPLOYMENT INTERVIEW:-
3. Employment interview:- Candidates who qualify the
test are called for interviews. To conduct final
interview a panel of experts is called expert of
different field ask their question from the candidates.
Confidence level of employees is also checked even
employees can clear their doubts regarding the job.

4. CHECKING REFERENCES AND BACKGROUND:-

4. Checking references and background:- Candidates has
to give two reference and after qualifying interview
organization check the reference about the personal
character of the employees.
 5. SELECTION DECISION:-
5. Selection decision:- The candidates who pass
the test, interview and reference check are
included in selection list.

6. MEDICAL EXAMINATION:-
6. Medical examination:- Before giving appointment
letter the candidates selected are sent for medical
examination some organization appoint their own
doctors to do the test and some sign contract with
hospitals to do test.

7. JOB OFFER:-
7. Job offer:- Candidates who clear the medical test
are given appointment letter. In the letter the date of
joining, terms and conditions of job, etc. are
mentioned generally a reasonable time is given to
the candidates to join the organization

8. CONTRACT OF EMPLOYMENT:-
8. Contract of employment:- when candidate accepts the
job offer it refers to signing of contract of employment
content of contract are the duty and responsibilities of the
employees towards the job, pay, allowances, term of the
job leave rules, etc.
 BUSINESS STUDIES
XII (2023-24)

PART -6

VIDEO
NOTES
 TRAINING &
DEVELOPMENT
Consumer protection refers to
TRAINING is a process
protecting of teaching
the interest the basic skills
of consumer.
the new and old employees so that they can
effectively perform
A consumer theirto jobs.
is said It is
be a king in aan act of
increasing the knowledge
free market economy.and Theskill of an employee
earlier
for doing his/herofjob.
approach caveat emptor, which
means “Let the buyer beware”, has
DEVELOPMENT
now been changed refers totocaveat
overallvenditor
growth of the
(“Letdevelopment
employee the seller beware”).
is much wider in concept
as compared to training. Training is the part of
development. training focus on present
requirement of the organization but development
focus on present as well as future requirement of
an organization.
 NEED FOR TRAINING AND
DEVELOPMENT/ BENEFITS

REDUCE LEARNING TIME

Reduce learning time:- Training and
development reduced learning time as a
trained employees always takes less time in
learning the job as compared to untrained
employees

ATTITUDE FORMATION
Attitude formation:- Training helps to
develop the positive attitude of employees.

BETTER PERFORMANCE
Better performance:- The performance of trained
employees is always better than the performance of
untrained employees. Training and development
programme improve their quality.

HELPS IN SOLVING OPERATIONAL PROBLEMS:

Helps in solving operational problems:- Training and
development helps to remove operational problems like
absenteeism, wastage of resources, lack of team work,
dissatisfaction of employees, etc
 NEED FOR TRAINING AND
DEVELOPMENT/ BENEFITS

REDUCE LABOUR TURNOVER

Reduce Labour turnover:- Training and
development helps employees to stay in
business for a long period

MANAGING MAN POWER NEED:

Managing man power need:- Some
organizations have machineries but
operating staff is not available is that case
organization hire untrained people and train
them with the required skills

HELPS TO ADOPT CHANGES

Helps to adopt changes:- With the help of
training any changes in the environment
can easily adopted.
 BENEFITS OF TRAINING AND
DEVELOPMENT TO EMPLOYEES

i) It improve the skills and knowledge of employees

which brings better career options for them

ii) A trained employee can also earn more

iii) It increase satisfaction and morale of employees

iv) Job security

v) Chances of promotion

METHODS OF TRAINING

ON THE JOB TRAINING OFF THE JOB TRAINING

Here employees are
trained while they are
performing their jobs.
They learn by doing this
method is suitable only for
technical jobs.
This method of training is
avoided when
organization deal with
heavy and expensive
machinery.
It means training the
employees by taking them
away from their working
position which means
employees are given a
break from the job and
sent training this is suitable
for managerial job
position.
 COMMON AND POPULAR
TECHNIQUES OF TRAINING
UNDER ON THE JOB METHOD ARE:

1. Apprenticeship programme:-
in this programme a master worker is appointed who guide
the learner master perform the job and learner observe him
performing when the learner learns all the skills then learner
performs the job and master observe him performing it is
suitable for plumbers, electricians, iron and steel workers, etc.

2. Internship:- It is an agreement between professional

institutes and the corporate sector where professional
institutes send their students to various companies so that
they can practice the theoretical knowledge here students
get chance to practice under the real work situation and
also get stipend (less than salary)

3. Induction or orientation training:- It is a process of

receiving and welcoming an employee when be first join the
company and giving him the basic information he needs to
settle down quickly and happily start work it develops the
feeling of belongingness in employees
 COMMON AND POPULAR
TECHNIQUES OF TRAINING UNDER
OFF THE JOB TRAINING METHOD

Vestibule school:- It means duplicate model of organization

When machineries are heavy, complex and expensive then on

the job training method is generally avoided and a dummy
model of machinery is prepared and employees are getting
training from that dummy model when employees are trained
then they can how work in original machinery.

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