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CBSE Guess > eBooks > Class XII > Business Studies by Dorothy Mathias

Chapter – 6 Staffing (10 marks)

EXPLAIN THE STEPS IN THE SELECTION PROCESS – 6 MARKS

(Any six in sequence with suitable explanation – 1 mark to be deducted if proper sequence is not followed)

Code to remember – Select APATIR (The Personnel Manager scrutinises the candidate’s application then arranges a preliminary interview, then makes candidate fill the form, gives a test, interviews, lastly request references and medical check ups).

Application scrutiny:

Every person who applies for the job may not possess the qualifications that the job demands. Hence the applications are carefully screened and those who do not possess the required qualifications are eliminated from the list of candidates that will be called for a preliminary interview.

Preliminary interview:

A brief preliminary interview is conducted in which questions relating to the job for which vacancies are being filled up, are asked. If the applicant is successful in the preliminary interview, he or she will be asked to fill an application form.

Application form:

The candidates selected in the preliminary interview have to fill up blank application forms. Sometimes the applicant may also have to attach his or her photograph to the application form. These applications are then maintained in the records of the Personnel Department.

Testing: (list the different types of test used in the selection process)

The candidates are then tested and there are large number of tailor made or standardised tests available for this purpose. These include the following tests:

• Trade test - to discover the job skills of the prospective candidate
• Performance test to check the proficiency of the applicant. For example a typist/steno is tested on the speed of her typing/shorthand.
• Psychological test to check the intelligence, attitude, aptitude, achievements, emotions, interests and other such qualities of the candidate.

Interview:

• Interview is especially important for skilled and technical jobs.
• In an interview the candidate is evaluated for poise, appearance and to get more information than what is stated in the application form.
• Since a pool of interviewers interview the candidate, wide judgement of all experts becomes available.

References/medical checks:

• After the interview, the candidate may have to provide unbiased references to assess the character and reputation of the candidate.
• The candidate has to then undergo a medical examination to check the physical fitness.
• On satisfactory conclusion of the above process, a letter of appointment is issued to the successful candidate and a reasonable time is given to join the organisation.

Distinguish between:– (all points V. Imp)

On the basis of ‘Purpose/Objective, level of persons involved, depth of knowledge, etc

Explain briefly any six reasons as to why the training of employees is necessary?

• Training helps to improve the performance of both new and experienced employees.
• It qualifies employees for promotion to hold more responsible jobs.
• It reduces the learning time and ensures higher productivity from new employees.
• It reduces absenteeism, turnover, accidents and grievances.
• It helps in economic and better utilisation of raw materials, tools and equipment.
• It helps employees to acquire new knowledge and job skills. This increases their market value and earning power. It also increases their job security with existing employer.
• It is difficult for a company to get sufficient skilled workers, training therefore solves this manpower problem by establishing its own apprentice training programme.
• It helps to mould the attitude of employees and obtains better cooperation and greater loyalty from employees.