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Practice each question, then open the answer or worked solution.
What is meant by staffing?
Ans: Staffing is a management function that entails hiring candidates who are a good fit for the organization by evaluating their skills and knowledge and assigning them specific roles based on their skill set. It is involved in meeting an organization's human resource requirements.
State the two important sources of recruitment?
Ans: The process of searching for and attracting qualified candidates for a job is referred to as recruitment. In other words, it is the process of identifying potential candidates and encouraging them to apply for a position. The two most important sources of recruitment are as follows.
Internal sources: Internal sources of recruitment are those that come from within the organization. That is, jobs are filled from within the organization using internal resources. Transfers and promotions are two examples. The job of a specific profile is filled through transfers by transferring a suitable person from another department of the organization to the concerned department. Similarly, by promoting lower-level employees, higher-level job vacancies in the organization are filled.
External Sources: External sources of recruitment are those that come from outside the organization. Jobs in an organization are filled by bringing in new people from outside sources. External sources are used to find new talent and a broader range of options. One of the external sources of recruitment, for example, is 'direct recruitment,' which entails posting a notice board outside the office and then following the recruitment process on a specific date. Similarly, placement agencies serve as an external source by acting as a matchmaker between job seekers and employers.
The workers of a factory are unable to work on new machines and always demand for help of supervisor. The Supervisor is overburdened with their frequent calls. Suggest the remedy.
Ans: This situation can be managed by providing workers with proper machine-use training. This can be done through an off-the-job training method, that is vestibule training should be provided to employees, in which they will be trained regarding the use and other intricacies of the operation of machinery. It will boost their self-esteem and skill set, and will also result in faster working with no delays in task completion.
The quality of Production is not as per standards. On investigation it was observed that most of the workers were not fully aware of the proper operation of the machinery. What could be the way to improve the quality of production to meet the standards? (training).
Ans: Employee training can help to improve the quality of the production. This can be done through an off-the-job training method, and under this vestibule training should be provided to employees, in which they will be trained regarding the use and other intricacies of the operation of machinery. Employees can learn and practice under the supervision of a master worker for a period of time before working on their own. This type of training will assist an employee in working more efficiently.
The workers of a factory remain idle because of lack of knowledge of hi-tech machines. Frequent visit of engineer is made which causes high overhead charges. How can this problem be removed?
Ans: This type of issue is addressed by providing workers with appropriate training. These workers can be given vestibule training, which will reduce the engineer's frequency of visits. Vestibule training is a type of training in which workers practice on dummy machines, which are models of industrial equipment that the workers will be working on. Once they have gained sufficient experience, the workers can be transferred to the factory to perform the work.
What is meant by recruitment? How is it different from selection?
Ans: The procedure of locating and encouraging qualified candidates to apply for a specific job is referred to as recruitment. In contrast, selection is the process of screening and selecting the appropriate candidates from a pool of candidates. The distinctions between recruitment and selection are highlighted in the following points.
Basis of difference | Recruitment | Selection |
Meaning | The process of locating and enlisting the necessary personnel for a job is referred to as recruitment. | The process of selecting the best candidate from a pool of candidates gathered during the recruitment process is referred to as selection. |
Sequence | Recruitment is the second stage of the staffing process. | Selection is the third stage of the staffing process, following recruitment. |
Employment contract | The organization does not offer any employment contracts to the candidates gathered through recruitment. | The organization offers an employment contract to candidates who successfully complete the selection process, which includes information such as the date of joining, terms and conditions, and so on. |
Characteristic | The recruitment process entails attracting as many candidates as possible for the job. | The selection process entails selecting only the best candidates and rejecting the rest. |
An organisation provides security services. It requires such candidates who are reliable and don’t leak out the secrets of their clients. What steps should be incorporated in selection process?
Ans: Various steps could be incorporated by the company such as:
Personality tests are one type of test that can be used to conduct such a selection process. Such tests will assist recruiters in identifying candidates with the most stable personalities who are appropriate for the job type being offered.
Reference and background checks can be done to ensure the nature and behaviour of the prospective candidate.
A confidentiality clause could be added in the contract of employment, which states that the employee will not be allowed to lead any confidential information about the company to the outsider or the clients.
A company is manufacturing paper plates and bowls. It produces 1,00,000 plates and bowls each day. Due to local festival, it got an urgent order of extra 50,000 plates and bowls. Explain the method of recruitment that the company should adopt in the given circumstances to meet the order.
Ans: In this situation, approaching labor contractors is the best option. Paper plates and bowls are manufactured by workers or laborers with limited skills. Labour contractors have access to laborers looking for work and will thus be able to provide the necessary manpower at short notice.
Distinguish between training and development.
Ans: Training and development are two separate but related concepts. Though both concepts are concerned with personal development, their perspectives differ.
On the one hand, training refers to the provision of skills and abilities for a specific job. Development, on the other hand, refers to the concept of an individual's overall growth.
The following points emphasize the distinction between training and development.
Basis of Difference | Training | Development |
Meaning | Training is the process of improving an employee's skills and competence required to perform a specific job. | The process of an employee's overall growth is referred to as development. |
Scope | Training is limited in scope and focuses on how to become more efficient in one's intended job. | Development is broader in scope and focuses on the employee's overall personality development. Training is a component of development. |
Focus | The focus of training is on the specific job requirement, so it is job-oriented. | The focus of development is on overall growth and, as a result, is career oriented. |
Why are internal sources of recruitment considered to be more economical?
Ans: Internal sources of recruitment are those that are endogenous to the organization, that is, they come from within the organization. Internally, there are two options for filling positions: transfers and promotions. It has the advantage of being less expensive than other sources of recruitment. Filling jobs internally is less expensive in terms of both time and money, as shown below:
Simplicity: Internal recruitment simplifies the selection and placement process. Candidates who are already employed by the company can be evaluated more accurately and economically. Because the candidates are already known to the organization, this is a more reliable method of recruitment.
No induction required: Transfer is a training tool used to prepare employees for higher-level positions. In addition, people hired from within the organization do not require induction training.
Balance between departments: Transfer has the advantage of shifting workforce from overburdened departments to understaffed ones. Thus, in comparison to other sources, internal sources of recruitment are more cost-effective.