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Short Answer Questions
1.Briefly enumerate the important source of recruitment.
Answer: Required positions are filled from within the organisation, from within or sometimes from outside. Therefore, there are two sources of collection.
The two are - (i) internal source and (ii) external source
(i) Internal Resources: There are two important sources of internal resources -
(a) Transfers - It involves the transfer of an employee from one job to another, from one department to another or from one shift to another without actual change in the employee's responsibilities and position. This can lead to a change in duties and responsibilities, working condition etc., but not necessarily the wages. Transfer is a good source Regarding filling up of vacant posts more employees than employees Department. it is practically a horizontal movement of employees.
(b) Promotions - Business ventures Usually follow the practice Filling higher jobs through promotion Less employed employees. Promotion leads to a transfer High-ranking employees, High duty, Benefits, status and salary. Promotion is a vertical transfer Staff practice this Helps to improve motivation.
(ii) External sources: External sources Important sources are of the following types -
(a) Direct staff recruitment - Under which Direct appointment, a notice Has been pasted on the notice board Of specific enterprises Job description available. Job seekers gathered outside Premises of the institution Specific date and selection Was done on the spot. To practice Direct recruitment is followed Usually for casual vacancies Untrained or semi-skilled jobs.
(b) Campus Recruitment: Colleges and Institutes of Management and Technology have become a popular source of recruitment for technical, professional and . For Managerial Jobs. Recruitment is from educational institutions.
A well established practice of businesses. This is referred to as campus recruitment.
(c) Advertising - Advertisement: Advertisement in newspapers or business and Professional magazines are usually Used when having wide choice Necessary. most senior industry status as well because commerce is full of way. benefit of Advertisement Vacancies That's More information about the organisation and job can be given advertisement.
Answer: Recruitment refers to the process where the activity of finding candidates and encouraging them to apply for it.
Recruitment is a very different place from selection. This means that the requirement has a positive effect on the candidates, as everyone is allowed to apply for the post. And on the other hand selection is said to have negative impact for some candidates because in the selection process all the candidates are not selected for the firm.
3. Define Training. How is it different from education.
Answer: The word 'training' means to develop an employee for a particular job. To achieve the goals of the organisation efficiently. Education is the process of learning to know how to continue a better life and it can prepare us to fight with our daily problems and also make us learn how to solve them.
4. Distinguish between training and development.
Answer:
Answer: Internal sources of recruitment are considered more economical in any business organisation as there is no lengthy process for their recruitment, it also saves time as well as the organisation does not have to spend any amount on searching the sources of recruitment. It falls. In addition, such employees do not require much training. They are well informed about all the activities of the organisation in advance.
6.What is the important of staffing function in today’s environment?
Answer: Staffing is very important for an organisation in today's environment as the progress of a firm depends upon the efficiency of its employee. With a good worker, a firm or organisation moves to a higher level, and low performing workers on the other hand can take it down. This thought it realises the importance of staffing in an organisation.
Following are the main advantages of staffing in the present world scenario.
(i) Finding Competent Personnel: Staffing helps in finding and selecting the right candidate required for the job.
(ii) Improve efficiency: By ensuring that the right people are hired for the right jobs, overall efficiency and performance increases.
(iii) Growth of the Organisation: It ensures the survival and growth of the organisation by appointing skilled and capable employees for various jobs.
(iv) Optimum utilisation of human resource: Through proper manpower planning, staffing prevents over-use or under-utilisation of manpower.
Long Answer Questions
1. Define the staffing process and the various steps involved in it.
Answer: The different stages of the hiring process are as follows:
(i) Estimation of manpower requirements: The first stage of the recruitment process, also known as human resource planning.
After creating the various workplaces of the organisation by shaping the structure of the organisation and establishing work relationship between them, each workplace is taken to be filled.
In this work, the total use of manpower is assessed by determining the qualifications, skills, etc. in the specific education. It aims at determining the number and type of staff required.
(ii) Recruitment: The key stage of the recruitment process is the process of researching for potential employees and the process of recruiting candidates for job placement in the organisation.
(iii) Selection: The selection process for the recruitment of employees is the process of selecting the required staff from the potential candidate's portfolio to be promoted to the macro level.This is a difficult stage where various tests like Preliminary Test, Selection Test, Interview etc. are conducted.Many candidates are excluded from the selection of job candidates.It is also known as a selective subtraction or subtraction process.
(iv) Placement and Orientation: Joining the work of the selected candidate is the stage of appointment of the staff recruitment process.By joining the workplace in this way, the socialisation of the selected candidate begins.At this stage, a brief description of the employee organisation is given and a hint of the environment is given.
(v) Training and development: The training and development phase of the staff recruitment process is the phase of taking care of the personal development of all those involved in the work.People don't just want a job, they want to improve their careers. Everyone should have the opportunity to go to a higher position. The organisation should train its employees to fulfil this objective.
(vi) Achievement Assessment: Achievement, i.e. performance appraisal of an employee is the evaluation stage of determining the quality of work done by them after completion of training.All organisations have some formal or informal means of determining the efficiency of work performed by employees.
(vii) Promotion and career planing: Promotion and career advancement planning In all organisations, there are issues related to employee turnover and career development.Employees need to be encouraged so that they can develop and realise their full potential.Promotion is an integral part of an employee's career development.
(viii) Remuneration: All organisations are required to prepare wage and remuneration plans for their employees.This may be directly related to the payment of BO.
2. Explain the procedure for selection of employees.
Answer: The important steps in the selection process are as follows:
(i) Preliminary Screening: Initial screening helps the manager to weed ineligible or ineligible candidates based on the information provided in the application form. Preliminary interviews help to reject vulnerabilities due to reasons not appearing on the application form.
(ii) Selection test: An employment test is a process (any paper and pencil test or practice) that tries to measure the individual characteristics of individuals. These qualities range from skills to intelligence to personality to manual.
(iii) Employment Interview: The interview is a formal, in-depth conversation conducted to determine the applicant's suitability for the job. The role of the interviewer is to receive information and the role of the interviewer is to provide it. However, at the present time, besides the interview, information is also sought from the interviewer.
(iv) Reference and background check: Many employers request the reference name, address and telephone number to verify the information and obtain additional information from the applicant. In the past employers, acquaintances, teachers and university professors may serve as references.
(v) Selection Decision: Final decision is taken from the candidates eligible for examination, interview and reference check. The attitude of the concerned manager in the final selection will usually be taken into consideration as he is responsible for conducting the medical examination of the new employee (vi): The candidate must take a step after making the selection decision and before receiving the job offer. Candidates who are declared suitable after the medical examination are given the job.
(vii) Job Offer: The next stage of the selection process is the job offer of the applicants who have overcome all the previous hurdles. The job offer is made by confirming the acceptability of the letter of appointment. This type of letter usually has a date by which the person appointed must report the liability. Appropriate time should be given for reporting for recruitment.
(viii) Employment Agreement: After accepting the job offer and the candidate's proposal, certain documents need to be executed by the employer and the candidate. This is a document verification form. This form contains some important details about the candidate, attested and attested by him. The verification form will be a valid record for future reference. Employment agreements must also be drawn. The initial information contained in a written employment contract may vary by level of employment but specifies specific titles in the following checklist: job title, responsibilities, obligations, continuous employment, and start date of service calculation. Salary Rate, Allowance, Working Hour, Discount Rules, Illness, Complaint Process.
3. What are the advantages of training to the individual and to the organisation?
Answer: The training supports both organisations and individuals. benefits for the organisation
Benefits for the organisation:
(i)Increase employee productivity.
(ii) Training is a systematic education that minimises waste of effort and money.
(iii) Helps to respect the changing (technical) environment. employee benefits
(iv) Training motivates employees and reduces absenteeism.
Benefits for the Employees:
(i) Employees are always motivated and satisfied.
(ii) Trained personnel will be able to operate the equipment more efficiently.
(iii) Earnings may increase due to good performance.
(iv) Better career opportunities due to better skills and knowledge.
4. The staffing function is performed by every manager and not necessarily by a separate department. Explain.
Answer: Staffing is a job that all managers need to do. It is the responsibility of all managers to direct and select people to work for the organisation. When the director does the stuffing, his role is somewhat limited. In smaller companies, managers can take on all the responsibilities related to the salary, welfare and working conditions of the employees, but as the organisation grows and the number of employees increases, a separate department called the Human Resources Department has been formed. Including specialist management.
Questions Answers from Bzzii
1. What is training?
Answer: Training is a vocational education, an art, a task and the practice of theoretical knowledge. Training reveals the latent abilities of the individual and teaches them to use their skills effectively.
2. What is meant by development?
Answer: Development refers to the overall development of the employee. It seeks to improve the latent qualities and talents of the employee and equip them to carry out more responsible and repetitive tasks.
3. What are the sources of recruitment? To discuss
Answer: Required positions are filled from within the organisation, from within or sometimes from outside. Therefore, there are two sources of collection.
The two are - (i) internal source and (ii) external source
(i) Internal Resources: There are two important sources of internal resources - (a) Transfers and (b) Promotions.
(ii) External sources: External sources Important sources are of the following types -
(a) Direct staff recruitment, (b) Contingency interviews, (c) Advertising
4. What is education? Explained.
Answer: Education is a means to increase the knowledge and understanding of employees or way. this is not a specific answer However, rational thinking develops a positive attitude. so that the actual elements of an event occur The relationship can be guessed.
5. Why is employee recruitment considered a positive step in the recruitment process?
Answer: All persons for proper selection in the recruitment process
This is considered a positive step because you are invited to apply.
6. Why is selection a negative process?
Answer: The selection process is considered to be a selective negative process because the head is selected from among the majority.
7. What is the purpose of training?
Answer: The purpose of the training is to enhance the skills of the employees.
8. What is Assessment valuation ?
Answer: Assessment of valuation means evaluating an employee's current or past performance with a number of pre-determined values.
9. What is the first stage of permanent employee recruitment?
Answer: Human Resource Planning.
10. What are the training methods?
Answer: The different methods of training are divided into two parts.
(a) On-the-job training and
(b) External on-the-job training.