Complete Summary and Solutions for Staffing – NCERT Class XII Business Studies, Part I, Chapter 6 – Recruitment, Selection, Training, Development, Process, Sources, Methods, Questions, Answers
Detailed summary and explanation of Chapter 6 'Staffing' from the Business Studies textbook for Class XII, covering the importance of staffing, staffing process, sources of recruitment (internal and external), various methods of recruitment including online and offline sources, selection procedures, training and development methods (on-the-job and off-the-job), and the significance of effective staffing for organizational success—along with all NCERT questions, answers, and exercises.
Updated: 4 days ago
Categories: NCERT, Class XII, Business Studies, Principles and Functions, Chapter 6, Staffing, Recruitment, Selection, Training, Development, Summary, Questions, Answers, Commerce, Human Resource Management
Staffing - Class 12 Business Studies Chapter 6 Ultimate Study Guide 2025
Staffing
Chapter 6: Business Studies - Ultimate Study Guide | NCERT Class 12 Notes, Questions, Examples & Quiz 2025
Full Chapter Summary & Detailed Notes - Staffing Class 12 NCERT
Overview & Key Concepts
Chapter Goal: Understand staffing's meaning, importance, relation to HRM, process (estimation, recruitment, selection, placement, training), sources, and methods. Exam Focus: Definitions, 5 benefits, evolution stages, 5 staffing steps, internal/external sources, selection rigour; 2025 Updates: AI in recruitment (e.g., Infosys talent analytics). Fun Fact: Infosys values HR as balance sheet asset. Core Idea: Staffing as 'right people in right jobs' for org success; interlinks to organizing/ch.7 directing. Real-World: Infosys challenge in retaining IT talent. Expanded: All subtopics point-wise with evidence (e.g., Infosys case for importance), examples (e.g., BPO training), debates (e.g., internal vs external recruitment).
Wider Scope: From meaning to training methods; sources: Infosys case, quotes (Murthy), tables on benefits/process (implied in text).
Expanded Content: Include modern aspects like diversity (women/backward communities), ethical staffing; point-wise for recall; add 2025 relevance like remote onboarding.
Introduction & Infosys Case
Case: Infosys treats HR as balance sheet asset; challenges in attracting/retaining IT talent amid competition. Murthy's leadership: Humble, wealth-sharing, empowerment culture based on Western management.
Key Insight: In knowledge firms, HR = competitive edge; "assets walk out daily" – need to ensure return.
Example: Infosys non-financial parameters (expertise, innovation) challenge traditional success metrics.
Conceptual Diagram: Staffing in Management Process
Imagine a flowchart: After planning/organizing → Staffing (HR infusion) → Directing/Controlling. Arrows show continuous loop (replacements, expansions). Ties to workforce analysis table.
Why This Guide Stands Out
Comprehensive: All subtopics point-wise, case integrations; 2025 with diversity ethics (e.g., inclusive recruitment), process analyzed for scalability.
Meaning of Staffing
Definition: Putting people to jobs; includes planning, recruitment, selection, training, promotion, appraisal.
Scope: Obtaining/utilizing/maintaining satisfied workforce; for new/existing enterprises.
Expanded: Evidence: Diversity encouragement; debates: Over/under-staffing; real: AI estimation.
Project & Group Ideas
Group analysis of Infosys case; individual recruitment plan.
Debate: Internal vs external sources.
Ethical role-play: Diversity in manpower estimation.
Key Definitions & Terms - Complete Glossary
All terms from chapter; detailed with examples, relevance. Expanded: 30+ terms grouped by subtopic; added advanced like "succession planning", "diversity recruitment" for depth/easy flashcards.
Staffing
Putting people to jobs; workforce planning to appraisal. Ex: Infosys HR infusion. Relevance: Fills positions.
Human Resource Management (HRM)
Managing people element; recruitment to welfare. Ex: Infosys dept. Relevance: Specialized staffing.
Recruitment
Searching/stimulating applicants. Ex: Job ads. Relevance: Pool creation.
Selection
Choosing from pool via tests/interviews. Ex: Rigorous process. Relevance: Best fit.
Placement
Assigning to job post-orientation. Ex: Charge handover. Relevance: Socialization start.
Orientation
Intro to org/rules/colleagues. Ex: Company tour. Relevance: First impression.
Tip: Group by process/evolution; examples for recall. Depth: Debates (e.g., external bias). Errors: Confuse recruitment/selection. Historical: Industrial links. Interlinks: To Ch.7 directing. Advanced: Gig staffing. Real-Life: Startup HR. Graphs: Process flow. Coherent: Evidence → Interpretation. For easy learning: Flashcard per term with example.
60+ Questions & Answers - NCERT Based (Class 12) - From Exercises & Variations
Based on chapter + expansions. Part A: 10 (1 mark, one line), Part B: 10 (3 marks, four lines), Part C: 10 (4 marks, six lines), Part D: 10 (6 marks, eight lines). Answers point-wise in black text.
Part A: 1 Mark Questions (10 Qs - Short)
1. What is staffing in simple terms?
1 Mark Answer:
Putting people to jobs.
2. Name one benefit of staffing.
1 Mark Answer:
Higher performance via right placement.
3. What follows planning/organizing in management?
1 Mark Answer:
Staffing.
4. Define recruitment.
1 Mark Answer:
Searching for prospective employees.
5. What is selection?
1 Mark Answer:
Choosing from applicant pool.
6. Name an early HR role.
1 Mark Answer:
Labour welfare officer.
7. What is manpower estimation?
1 Mark Answer:
Assessing HR needs.
8. Give an example of external source.
1 Mark Answer:
Job advertisements.
9. What is orientation?
1 Mark Answer:
Intro to org rules.
10. Why is staffing continuous?
1 Mark Answer:
Due to turnover/expansion.
Part B: 3 Marks Questions (10 Qs - Medium, Exactly 4 Lines Each)
1. State two benefits of staffing.
3 Marks Answer:
Discovers competent personnel for jobs.
Ensures optimum HR utilization, avoids shortages.
Example: Infosys talent retention.
Boosts productivity.
2. Explain staffing's relation to HRM.
3 Marks Answer:
Staffing is core HRM function.
HRM includes recruitment/training/welfare.
Example: Large org HR dept.
All managers perform.
3. Describe evolution of HRM (two stages).
3 Marks Answer:
Labour welfare: Unions → officer.
Personnel manager: Hiring/selection.
Led to modern HRM.
Human focus growth.
4. What is recruitment? Why needed?
3 Marks Answer:
Process to attract applicants.
Creates candidate pool.
Example: Ads for fresh talent.
Internal/external sources.
5. Outline selection process.
3 Marks Answer:
Choose via tests/interviews.
Ensures best available.
Example: Rigour enhances prestige.
Leads to contract.
6. Why estimate manpower?
3 Marks Answer:
Workload vs workforce analysis.
Identifies gaps/overstaff.
Example: Job description base.
Includes diversity.
7. Differentiate internal/external recruitment.
3 Marks Answer:
Internal: Transfers/promotions.
External: Ads/agencies for fresh.
Limited internal use.
External for wider choice.
8. What is placement/orientation?
3 Marks Answer:
Job assignment + org intro.
Familiarizes rules/colleagues.
Example: Lasting impact on stay.
Socialization beginning.
9. Explain overstaffing effects.
3 Marks Answer:
High costs/under-utilization.
Disrupts work.
Example: Transfers needed.
Avoid via analysis.
10. Why staffing important in knowledge firms?
3 Marks Answer:
HR as asset (Infosys).
Retain talent vs competitors.
Example: Innovation/leadership.
Competitive position.
Part C: 4 Marks Questions (10 Qs - Medium-Long, Exactly 6 Lines Each)
1. Explain meaning/scope of staffing.
4 Marks Answer:
Fill positions post-structure.
Includes recruitment to appraisal.
For new/existing orgs.
Example: Continuous process.
Recognizes individuals.
Contractors included.
2. Describe 3 benefits of staffing.
4 Marks Answer:
Competent personnel discovery.
Right job placement for performance.
Optimum utilization, no wastage.
Example: Morale via rewards.
Survival via succession.
Tech/complexity driver.
3. Outline HRM duties (3).
4 Marks Answer:
Recruitment/job analysis.
Training/compensation.
Labour relations/grievances.
Example: Welfare/legal.
Specialists in large orgs.
Manager role limited initially.
4. Explain evolution of HRM.
4 Marks Answer:
Welfare officer: Union link.
Personnel: Hiring focus.
Human relations: People dev.
HRM: Broad strategic.
Example: Tech skill needs.
From mechanical to human.
5. Describe manpower estimation.
4 Marks Answer:
Workload (needs) analysis.
Workforce (available) review.
Job desc/profile creation.
Example: Diversity inclusion.
Over/under detection.
Basis for actions.
6. Differentiate recruitment/selection.
4 Marks Answer:
Recruitment: Attract pool.
Selection: Choose best.
Internal/external for recruitment.
Example: Tests for selection.
Rigour in both.
Leads to placement.
7. Explain placement/orientation importance.
4 Marks Answer:
Socialization start.
Intro to superiors/rules.
Example: Lasting performance impact.
Familiarization crucial.
Charge handover.
First impression key.
8. Why avoid over/under-staffing?
4 Marks Answer:
Over: High costs/idle.
Under: Low output/stress.
Example: Transfers/removals.
Analysis prevents.
Optimum for quality.
Productivity enabler.
9. Describe Infosys HR challenge.
4 Marks Answer:
Attract/retain IT talent.
Competitive/dynamic env.
Murthy's vision: Empowerment.
Example: Balance sheet asset.
Culture of closeness.
Wealth sharing.
10. What is staffing's managerial function?
4 Marks Answer:
Filling/keeping positions filled.
HR requirement identification.
Recruitment to development.
Example: Right persons for roles.
Line/staff activity.
Essential for success.
Part D: 6 Marks Questions (10 Qs - Long, Exactly 8 Lines Each)
1. Discuss staffing process with Infosys example.
6 Marks Answer:
Estimate needs: HR analysis.
Recruit: Sources for talent.
Select: Tests for fit.
Place/Orient: Intro/assign.
Train: Skills upgrade.
Infosys: Retain via culture.
2025: AI tools.
Continuous for growth.
2. Elaborate importance of staffing (4 benefits).
6 Marks Answer:
Competent discovery.
Performance via placement.
Growth via succession.
Utilization/morale boost.
Example: Avoid wastage.
HR foundation.
Debate: Vs tech.
Critical drive.
3. Explain HRM evolution/staffing role.
6 Marks Answer:
Welfare to personnel to HRM.
Human dev focus.
Staffing: Core/line-staff.
Example: Relations establishment.
Manager duties.
2025: DEI strategic.
From mechanical.
Success key.
4. Describe recruitment/selection steps.
6 Marks Answer:
Recruit: Search/sources.
Ads for pool.
Select: Tests/interviews.
Best among available.
Example: Contract offer.
2025: Digital screening.
Rigour prestige.
Internal limited.
5. Analyze manpower estimation with example.
6 Marks Answer:
Workload: Needs calc.
Workforce: Available review.
Gaps: Over/under.
Example: Diversity profiles.
Job desc base.
Debate: Inclusion vs merit.
Infosys talent.
Action starter.
6. Discuss placement/orientation/training.
6 Marks Answer:
Placement: Job charge.
Orientation: Rules intro.
Training: Skills for role.
Example: BPO diction.
Performance impact.
2025: Remote onboard.
Socialization.
Development prep.
7. Explain staffing in small/large orgs.
6 Marks Answer:
Small: Managers full duties.
Large: HR dept specialists.
Size indication.
Example: Salaries to welfare.
Generic function.
Tata: Dept evolution.
Complex human.
Goal harmony.
8. Why staffing continuous/dynamic?
6 Marks Answer:
Turnover/expansion.
New jobs created.
Example: Existing enterprise.
Tech changes needs.
Infosys: Coveted talent.
Cultural adapt.
Survival key.
Process loop.
9. Discuss Infosys case significance.
6 Marks Answer:
HR as non-financial parameter.
Attract/retain challenge.
Murthy: Humble/empower.
Example: Western style India.
Closeness culture.
2025: Analytics.
Knowledge asset.
Balance sheet affirm.
10. How staffing ensures org success?
6 Marks Answer:
Right people foundation.
Infusion for growth.
Benefits: Performance/utilization.
Example: Min wastage.
HRM integration.
2025: Diversity.
Continuous process.
Goal achievement.
Tip: Diagrams for process; practice lines. Additional 30 Qs: Case variations, source scenarios.
Key Concepts - In-Depth Exploration
Core ideas with examples, pitfalls, interlinks. Expanded: All concepts with steps/examples/pitfalls for easy learning. Depth: Debates, analysis.
Timeline of concepts/evolutions; expanded with points; links to pioneers/debates. Added industrial revolution, modern DEI.
Industrial Revolution (19th C)
Factory system: Mass hiring need.
Unions emerge: Welfare officer.
Depth: Minimal role, low status.
Personnel Era (Early 20th C)
Hiring/selection focus.
One person → manager.
Depth: Recruitment/placement.
Human Relations (1930s-50s)
People as resource.
Skill training post-tech.
Depth: Hawthorne-like focus.
HRM Emergence (1960s+)
Broad dev/relations.
Personnel to HR manager.
Depth: Strategic shift.
Modern (2000s)
Diversity/global talent.
AI/digital post-2020.
Depth: Infosys valuation.
Indian Context
Post-indep: Welfare to strategic.
IT boom: Retention focus.
Depth: Murthy's Western influence.
Tip: Link to events like unions. Depth: Reflexive history. Examples: Factory thousands. Graphs: Timeline. Advanced: Post-2025 gig. Easy: Bullets impacts.
Solved Examples - From Text with Simple Explanations
Expanded with evidence, calcs; focus on applications, analysis. Added process application, source balancing.
Example 1: Manpower Estimation in Expansion
Simple Explanation: Needs assessment.
Step 1: Workload – new jobs calc.
Step 2: Workforce – current count.
Step 3: Gap – understaff detect.
Step 4: Profile – skills define.
Step 5: Recruit start.
Simple Way: Inventory check before shop open.
Example 2: Infosys Recruitment Challenge
Simple Explanation: Talent attraction.
Step 1: Estimate IT needs.
Step 2: External sources (ads).
Step 3: Culture as lure.
Step 4: Select via tests.
Step 5: Retain via wealth share.
Simple Way: Fish with best bait in crowded pond.
Example 3: BPO Selection/Training
Simple Explanation: Fit and skill build.
Step 1: Recruit extroverts.
Step 2: Select on English aptitude.
Step 3: Orient to processes.
Step 4: Train etiquette/diction.
Step 5: Place on calls.
Simple Way: Hire singers, teach song.
Example 4: Overstaffing Resolution
Simple Explanation: Balance adjust.
Step 1: Analyze excess.
Step 2: Identify transfers.
Step 3: Retrain for other roles.
Step 4: Monitor utilization.
Step 5: Prevent future.
Simple Way: Trim garden before overgrow.
Example 5: HRM Duties in Small Org
Simple Explanation: Manager-led.
Step 1: Select hires.
Step 2: Train on job.
Step 3: Handle salaries.
Step 4: Resolve grievances.
Step 5: Ensure welfare.
Simple Way: Captain sails and cooks.
Example 6: Evolution Application
Simple Explanation: From basic to advanced.
Step 1: Welfare for basics.
Step 2: Personnel for hiring.
Step 3: Relations for dev.
Step 4: HRM for strategic.
Step 5: Modern diversity.
Simple Way: Seed to tree growth.
Tip: Practice self-assess; troubleshoot (e.g., gaps). Added for evolution, benefits.
Interactive Quiz - Master Staffing
10 MCQs in full sentences; 80%+ goal. Covers definitions, process, importance, evolution.
Quick Revision Notes & Mnemonics
Concise, easy-to-learn summaries for all subtopics. Structured in tables for quick scan: Key points, examples, mnemonics. Covers meaning, importance, HRM, evolution, process. Bold key terms; short phrases for fast reading.
Overall Tip: Use EMRST-CRPUGM-WPRH for full scan (5 mins). Flashcards: Front (term), Back (points + mnemonic). Print table for wall revision. Covers 100% chapter – easy for exams!
Step-by-step breakdowns of core processes, structured as full question followed by answer (point-wise steps with explanations). Visual descriptions for easy understanding; no diagrams, focus on actionable steps with examples from text.
Question: What is the step-by-step process for estimating manpower requirements in staffing?
Answer (Step-by-Step):
Step 1: Conduct workload analysis to assess the number and types of HR needed for jobs and objectives (e.g., expansion requires more IT roles in Infosys).
Step 2: Perform workforce analysis to review current available HR (e.g., count existing employees and skills).
Step 3: Identify gaps – overstaffing (excess, leading to transfers) or understaffing (shortages, triggering recruitment) – and why neither is desirable (e.g., costs vs low productivity).
Step 4: Translate needs into job descriptions (duties) and candidate profiles (qualifications, experience, personality, diversity like women/backward communities).
Step 5: Use this as base for subsequent actions, encouraging diversity for inclusive orgs (e.g., special abilities in responsible positions).
Visual: Balance scale – Workload (left) vs Workforce (right); tip = gap, adjust to level.
Question: Explain the step-by-step recruitment process, including sources.
Answer (Step-by-Step):
Step 1: Use job description/profile from estimation to develop 'situations vacant' ads (e.g., display on gate or publish in media).
Step 2: Locate potential sources – internal (transfers/promotions, limited for motivation) or external (ads, agencies for fresh/wider choice).
Step 3: Stimulate applications by marketing job/org (e.g., flash electronic ads to attract IT talent like in Infosys).
Step 4: Create pool of prospects, exploring both sources but preferring external for innovation (e.g., hundreds apply for one vacancy).
Step 5: Ensure objective is pool for selection, balancing internal morale with external diversity (e.g., encourage backward communities).
