Business Studies I Chapter 6 Staffing

(i) Helpful in Discovering and Obtaining Competent Personnel : Under staffing latest techniques are used for recruiting and selecting the employees. As a result, it becomes possible to search for and to select able employees for different posts. Under the recruitment process, search for employees is conducted and through selection they are selected.

(ii) Helpful in Better Performance: Through the medium of staffing, right people are posted at right places. Thus, suitable people are selected, keeping in mind the importance of organisational posts. As a result, it increases the efficiency and effectiveness of employees.

(iii) Helpful in Continuous Survival and Growth of the Enterprise: Every enterprise aspires for its continuous survival and growth. This is possible only when it has human asset of supreme quality. This, aspiration of an enterprise can be fulfilled through staffing.

(iv) Helpful in Optimum utilization of the Human Resource: Under staffing all the activities related to human resource are performed systematically. By doing this the situation of overmanning never arises. As a result, optimum utilization of employees takes place and subsequently, labour cost is reduced.

It is staffing.

Importance: Following facts highlight the importance of staffing.

(i) Helpful in Discovering and Obtaining Competent Personnel : Under staffing latest techniques are used for recruiting and selecting the employees. As a result, it becomes possible to search for and to select able employees for different posts. Under the recruitment process, search for employees is conducted and through selection they are selected.

(ii) Helpful in Better Performance: Through the medium of staffing, right people are posted at right places. Thus, suitable people are selected, keeping in mind the importance of organisational posts. As a result, it increases the efficiency and effectiveness of employees.

(iii) Helpful in Continuous Survival and Growth of the Enterprise: Every enterprise aspires for its continuous survival and growth. This is possible only when it has human asset of supreme quality. This, aspiration of an enterprise can be fulfilled through staffing.

(iv) Helpful in Optimum utilization of the Human Resource: Under staffing all the activities related to human resource are performed systematically. By doing this the situation of overmanning never arises. As a result, optimum utilization of employees takes place and subsequently, labour cost is reduced.

(v) Helpful in Improving Job Satisfaction and Morale of Employees: Under staffing, by studying human behaviour, their preference for the type of environment, promotion policy, training and remuneration policy is known for. The effort is made to provide them with all the desired facilities. Special care is taken for, that in no way the pay package of employees is reduced. In this situation, they get total job satisfaction and their morale is boosted.

It refers to filling and keeping filled posts with people.
Importance:

(i) Helpful in Discovering and Obtaining Competent Personnel : Under staffing latest techniques are used for recruiting and selecting the employees. As a result, it becomes possible to search for and to select able employees for different posts. Under the recruitment process, search for employees is conducted and through selection they are selected.

(ii) Helpful in Better Performance: Through the medium of staffing, right people are posted at right places. Thus, suitable people are selected, keeping in mind the importance of organisational posts. As a result, it increases the efficiency and effectiveness of employees.

(iii) Helpful in Continuous Survival and Growth of the Enterprise: Every enterprise aspires for its continuous survival and growth. This is possible only when it has human asset of supreme quality. This, aspiration of an enterprise can be fulfilled through staffing.

(iv) Helpful in Optimum utilization of the Human Resource: Under staffing all the activities related to human resource are performed systematically. By doing this the situation of overmanning never arises. As a result, optimum utilization of employees takes place and subsequently, labour cost is reduced.

(v) Helpful in Improving Job Satisfaction and Morale of Employees: Under staffing, by studying human behaviour, their preference for the type of environment, promotion policy, training and remuneration policy is known for. The effort is made to provide them with all the desired facilities. Special care is taken for, that in no way the pay package of employees is reduced. In this situation, they get total job satisfaction and their morale is boosted.

Meaning: Staffing means appointing competent persons according to the importance of the post in the organisation. In other words, all the activities undertaken to establish coordination between the post and the individual come under staffing.

Definition: According to Wehrich and Koontz, “The managerial function of Staffing involves the filling and keeping filled, positions in the organisational structure”.

Through the medium of staffing, right people are posted at right places. Thus, suitable people are selected, keeping in mind the importance of organisational posts. As a result, it increases the efficiency and effectiveness of employees.

It refers to filling and keeping filled posts with people.

It means that staffing activity is not a part of some function but it is in itself a major function of management.

It is personnel department.

These are Promotion policy and Transfer policy.

It can be the policy of the Govt. that in a particular enterprise employees should be recruited only through employment exchange.

It is the third function of management.

It is related to ‘staffing’ function of management.

No, it is not mentioned in the Balance Sheet.

Human resource management is a wider term as compared to staffing. It includes staffing, record keeping, personnel policies formulation, conducting personnel research, providing expert’s services, etc. Hence, staffing is a part of the human resource management and not all of it. The areas of human resource management can be divided into following categories:

(i) Recruitment: The primary function of the human resource manager is to find out the number of employees required by the organisation and make provision for their recruitment. To discharge this function he indulges himself in activities like recruitment, selection, placement, training, promotion, transfer, etc.

(ii) Providing Expert Services: Human resource manager renders certain services which require special knowledge, e.g., job evaluation, performance appraisal and negotiating with trade unions.

(iii) Developing Compensation and Incentive Plans: Human resource manager conducts research from time to time with the aim of improving upon the policies concerning personnel. On the basis of his research, he brings to the notice of top-level management new techniques in different fields of human resource management, such as suggesting new compensation and incentive plans.

(iv) Handling Grievances and Complaints: It is the responsibility of the human resource manager to establish cordial relations between the employers and the employees. To do this, he informs both the parties about the expectations of each other. In the event of disputes arising between them occasionally, he serves as a pacifier.

(v) Providing for Social Security and Welfare of Employees: It is a responsibility of the human resource management to formulate policies to provide social security and welfare of employees. These policies cover different aspects of employees, e.g., recruitment policy, selection policy, promotion policy, retirement policy, etc. While formulating these policies, human resource manager keeps in mind the interests of both of the organisation and the employees. Moreover, he also ensures proper implementation of these policies.

(vi) Defending the Company in Law Suits: In India, government has passed several legislative measures relating to the employees, such as, Workmen’s Compensation Act, Employees State Insurance Act, etc. It is the function of the human resource manager to enforce the provisions of such acts in his organisation.

Personnel Manager as Line Manager: When personnel manager performs staffing as a function of management then he plays the role of a Line Manager. In this role he completes the work of recruiting, selecting, training, etc. It is the characteristic of Line Manager that he is directly responsible for his work.

Personnel Manager as Staff Manager: When Personnel Manager does staffing as a functional area of management he plays the role of Staff Manager. In this role, he gives advice to other departmental managers so that they can resolve problems of the employees. It is the characteristic of Staff Manager that he is not responsible for the results of the suggestions given by him.

Definition: According to French Wendell, “Human resource management is the recruitment, selection, development, utilisation, compensation and motivation of human resources of the organisation”.

Evolution of HRM: The kind of role today HRM is playing was not the same since inception. Various phases of its development are as follows:

(i) Labour Welfare Stage: Earlier businesses used to be on small scales. That was the era of establishment of Trade Unions. By its effect the need for a person is felt who can act as a mediator between the employer and the employees. For this Labour Welfare Officer was appointed. His role was limited to provide least welfare facilities to the employees.

(ii) Personnel Management Stage: With the expansion of business, factory system came into existence. Many people start getting employment under one roof. As a result, the need for a person is felt, whose job is to make employees available for a company. With this approach, earlier Personnel Officers and later on Personnel Managers were appointed. Their role was limited to recruit, select and place the employees.

(iii) HRM Stage: The business further expanded and simultaneously the technology was developing at a fast pace. In this situation, the need was felt for the training and development of employees. Human resource was now considered to be an important part of organisation and was felt that it can be developed. With this cult, Personnel Manager was replaced by Human Resource Manager. His job is to effectively manage the people so that they remain to be a part of the organisation for all.

(i) Recruitment: The primary function of the human resource manager is to find out the number of employees required by the organisation and make provision for their recruitment. To discharge this function he indulges himself in activities like recruitment, selection, placement, training, promotion, transfer, etc.

(ii) Providing Expert Services: Human resource manager renders certain services which require special knowledge, e.g., job evaluation, performance appraisal and negotiating with trade unions.

(iii) Developing Compensation and Incentive Plans: Human resource manager conducts research from time to time with the aim of improving upon the policies concerning personnel. On the basis of his research, he brings to the notice of top-level management new techniques in different fields of human resource management, such as suggesting new compensation and incentive plans.

(iv) Handling Grievances and Complaints: It is the responsibility of the human resource manager to establish cordial relations between the employers and the employees. To do this, he informs both the parties about the expectations of each other. In the event of disputes arising between them occasionally, he serves as a pacifier.

Human resource management is a wider term as compared to staffing. It includes staffing, record keeping, personnel policies formulation, conducting personnel research, providing expert’s services, etc. Hence, staffing is a part of the human resource management and not all of it.

(a) Labour Welfare Stage

(b) Personnel Management Stage.

Human Resource Management.

In this role he gives advice to other departmental managers so that they can resolve problems of the employees.

According to Wehrich and Koontz, “The managerial function of Staffing involves the filling and keeping filled, positions in the organisational structure”.
Process: The staffing process includes the following steps:

(i) Estimating the Manpower Requirements: At the first step of staffing the need for required number of employees is estimated. At the time of determining the number of persons required, the possibilities regarding internal promotions, retirements, resignations and dismissals, etc. are also taken into consideration.

(ii) Recruitment: The process of recruitment includes the search of the various sources of employees, and encouraging them to send their applications to the enterprise.

(iii) Selection: Under the process of selection, competent applicants are selected out of a large number of them. It is important to keep in mind that the ability of the applicant and the nature of work must match.

(iv) Placement and Orientation: Placement means to join the post for which he/she has been selected. Under orientation the employee is given a brief presentation about the company and is introduced to his superiors. Subordinates and colleagues.

(v) Training and Development: At this step of process of staffing, training and development are imparted to the employees so that their efficiency and effectiveness is increased.

(vi) Performance Appraisal: At this step the capability of every employee is judged. To judge his capability his actual work performance is compared with the work assigned to him.

(vii) Promotion and Career Planning: Under this step, in the process of staffing, employees get promoted to higher posts on the basis of their capability.

(viii) Compensation: This step of staffing process involves fixing the compensation of an employee for his contribution to the organisation. Compensation refers to all forms of pay and rewards going to employees. Basically, it is the price for the job. It may be of the following two types:

(i) Direct Financial Payments: It includes wages, salaries, incentives, commissions and bonuses. It may be paid on the following two bases:

(a) Time Based Payment: Under this method, salary and wages are paid either daily, weekly, monthly or annually.

(b) Performance Based Payment: Under this method, salary or wages are paid on the basis of number of units produced by an employee.

(ii) Indirect Payments: It includes facilities like insurance, medical, vacations, etc. are provided free of cost by the employer.

Note: 1. Combined Pay Plan: A combined pay plan can also be created in the form of time based pay plus incentives for higher performance.

2. Factors Influencing Compensation Plan: The following factors must be considered while fixing compensation:

– Minimum Wage Payment Act

– Labour Laws

– Union’s Policies

– Competitor’s Policies

Staffing means appointing competent persons according to the importance of the post in the organisation. In other words, all the activities undertaken to establish coordination between the post and the individual come under staffing.
Elements: In the modem form of staffing, following three elements are included:

(i) Recruitment: Recruitment means the process under which different sources for future employees are searched for, and they are motivated to apply by sending application-forms for their selection in the organisation. In this process, effort is made to receive maximum number of application-forms. That is why it is known as a positive process.

(ii) Selection: Selection means to select pre-determined number of able applicants from the pool of applicants with the help of various tests. Its nature is negative because in this, effort is made to reduce the number of applications.

(iii) Training: Training is a process through which effort is made to increase efficiency in the employees for a particular job, so that their knowledge and skill both are increased.

(i) Placement: It refers to the employee occupying the position or the post for which he/she has been selected.

(ii) Orientation: It refers to introducing the selected employees to other employees and familiarising him/her with the policies and rules of the organisaton.

(iii) Training: It refers to a process, designed to maintain and improve current job performance of an employee.

Estimating the manpower requirement.

It refers to acquaint the employees with their job and the organisation.

(i) Recruitment (ii) Selection

It refers to join the post for which a person has been selected.

It refers to all forms of pay and rewards to employees.

It refers to introducing the selected employee to his boss and subordinates and familiarising him with the rules and policies of the organisation.

It refers to determine the number and type of employees required.

It refers to evaluating an employee’s performance as against certain predetermined standards.

No, I do not agree with this statement. Following are the important points of the importance of staffing:

(i) Helpful in Discovering and Obtaining Competent Personnel: Under staffing latest techniques are used for recruiting and selecting the employees. As a result, it becomes possible to search for and to select able employees for different posts. Under the recruitment process, search for employees is conducted and through selection they are selected.

(ii) Helpful in Better Performance: Through the medium of staffing, right people are posted at right places. Thus, suitable people are selected, keeping in mind the importance of organisational posts. As a result, it increases the efficiency and effectiveness of employees.

Yes, the staffing function of management is essential. Following are the important points of the importance of staffing:

(i) Helpful in Discovering and Obtaining Competent Personnel : Under staffing latest techniques are used for recruiting and selecting the employees. As a result, it becomes possible to search for and to select able employees for different posts. Under the recruitment process, search for employees is conducted and through selection they are selected.

(ii) Helpful in Better Performance: Through the medium of staffing, right people are posted at right places. Thus, suitable people are selected, keeping in mind the importance of organisational posts. As a result, it increases the efficiency and effectiveness of employees.

(iii) Helpful in Continuous Survival and Growth of the Enterprise: Every enterprise aspires for its continuous survival and growth. This is possible only when it has human asset of supreme quality. This, aspiration of an enterprise can be fulfilled through staffing.

(iv) Helpful in Optimum utilization of the Human Resource: Under staffing all the activities related to human resource are performed systematically. By doing this the situation of overmanning never arises. As a result, optimum utilization of employees takes place and subsequently, labour cost is reduced.

No, I do not agree with the opinion of Personnel Manager. Following are the important points of the importance of staffing:

(i) Helpful in Discovering and Obtaining Competent Personnel : Under staffing latest techniques are used for recruiting and selecting the employees. As a result, it becomes possible to search for and to select able employees for different posts. Under the recruitment process, search for employees is conducted and through selection they are selected.

(ii) Helpful in Better Performance: Through the medium of staffing, right people are posted at right places. Thus, suitable people are selected, keeping in mind the importance of organisational posts. As a result, it increases the efficiency and effectiveness of employees.

(iii) Helpful in Continuous Survival and Growth of the Enterprise: Every enterprise aspires for its continuous survival and growth. This is possible only when it has human asset of supreme quality. This, aspiration of an enterprise can be fulfilled through staffing.

(iv) Helpful in Optimum utilization of the Human Resource: Under staffing all the activities related to human resource are performed systematically. By doing this the situation of overmanning never arises. As a result, optimum utilization of employees takes place and subsequently, labour cost is reduced.

(v) Helpful in Improving Job Satisfaction and Morale of Employees: Under staffing, by studying human behaviour, their preference for the type of environment, promotion policy, training and remuneration policy is known for. The effort is made to provide them with all the desired facilities. Special care is taken for, that in no way the pay package of employees is reduced. In this situation, they get total job satisfaction and their morale is boosted.

Following are the external sources of recruitment:

(i) Direct Recruitment: Sometimes information about the vacant posts is pasted on boards placed at important places by the organisations. Such information is usually displayed at the Workshop, Office or the Factory Gate. People who are interested in these jobs apply for them. This method of recruitment is meant only for the recruitment of unskilled workers.

(ii) Campus Recruitment: It refers to recruitment from educational institutions. Some big organisations remain in touch with the educational institutions with the purpose of recruiting young talented people. These persons come from colleges, universities, management institutes, technical institutes, etc. These institutions have a placement cell each with the purpose of helping their young students to find suitable jobs. The human resource managers of various companies get in touch with these placement cells and obtain the suitable persons for appointment.

(iii) Recommendations: With a view to establishing good employer-employee relations, sometimes managers recruit people on the recommendation of their existing employees. In this way, present employees feel encouraged and there is a complete control over new employees. This source is mostly used for appointing lower level employees.

(iv) Labour Contractors: They are the link between labourers and managers. They remain in contact with both the labourers and the managers. As and when managers put up demand for labourers, these contractors make available their supply in no time. This system of labour recruitment is very much popular in road construction, building construction and plantation industry.

(v) Telecasting: These days some big organisations give precedence to telecasting their job requirements. During the course of telecasting information about vacant posts, required qualifications and experience, possible remuneration and the special characteristics of the company are displayed.

(vi) Web Publishing: These days internet has become an important medium for recruitment. Special websites have been created for the purpose of recruitment through internet. The applicants get information through them about the vacant posts and required qualifications. People having the required qualifications can get in touch with the company needing their services. Some of the very popular websites are www.naukri.com,www.Jobstreet.com, and www.clickjobs.com, etc.

Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in an organisation.

(i) Management Consultants or Head Hunters: These days management consultants are available in the market. These firms are experts in the recruitment of managerial staff. In case of a vacant managerial post in an organisation their help can be sought. These firms are already in contact with suitable candidates for the managerial posts. Whenever, a demand is placed before them, they offer their candidates for such posts. For rendering this services they get their fees or commission. These firms also perform the job of advertisement for recruitment when the request is made to them.
(ii) Employment Exchanges: Employment exchanges are set up by the government in almost all districts. Name and other particulars of a job-seeker are recorded in the employment register. Under this system, personnel managers forward information regarding vacant jobs to the concerned employment exchange. Employment officer, in turn, forwards the names of applicants with requisite qualifications, from among those entered in his register, to the organisation. Manager of the organisation, interviews them and makes selection as per his requirement. This method of recruitment is mostly followed to select typists, clerks, peons, etc.

(iii) Media Advertising: Media is an effective way of finding out employees from outside the organisation. Through it people are attracted towards the organisation for higher and medium level jobs in large number. Advertisement is made with the help of newspapers, employment news, television, magazines, etc. The advertisement gives information about the number of vacant posts, nature of the job, required qualifications, remuneration, etc. This enlarges the area of selection for the organisation and as a result of it the appointment of good employees becomes possible. However, under this system sometimes a large number of unqualified applicants send their applications which results in a loss of time and money.

To attract employees to business organisations usually two kinds of sources are tapped: (I) Internal sources, and (II) External sources

(I) Internal Sources: In case of internal sources, vacant posts are filled with employees available within the organisation. Mostly the following are included in it.

(i) Transfer: This procedure involves the transfer of an employee from one department or branch to the other department or branch on the same post. This procedure is usually followed when some employees are surplus in one department and there is shortage of similar types of employees in another department.

(ii) Promotion: Promotion is a process by which an employee working at the lower rank is appointed to the upper rank where his responsibility increases, his status and salary are also enhanced. A post can be filled by sending an inefficient employee at some lower-position. It is known as recruitment by demotion.

(iii) Lay-off: It refers to the temporary separation of the employee from the employer on the initiative of the latter. In most cases, the lay-off takes place due to lack of work. There is clear understanding between the employer and the employee that the preference will be given to that employee as and when the work will be available.Thus, by recalling the laid-off employees, vacant position may be filled up.

(ii) Campus Recruitment: It refers to recruitment from educational institutions. Some big organisations remain in touch with the educational institutions with the purpose of recruiting young talented people. These persons come from colleges, universities, management institutes, technical institutes, etc. These institutions have a placement cell each with the purpose of helping their young students to find suitable jobs. The human resource managers of various companies get in touch with these placement cells and obtain the suitable persons for appointment.

(iii) Recommendations: With a view to establishing good employer-employee relations, sometimes managers recruit people on the recommendation of their existing employees. In this way, present employees feel encouraged and there is a complete control over new employees. This source is mostly used for appointing lower level employees.

Vacancies can be filled by the following sources:
(i) Campus Recruitment: It refers to recruitment from educational institutions. Some big organisations remain in touch with the educational institutions with the purpose of recruiting young talented people. These persons come from colleges, universities, management institutes, technical institutes, etc. These institutions have a placement cell each with the purpose of helping their young students to find suitable jobs. The human resource managers of various companies get in touch with these placement cells and obtain the suitable persons for appointment.

(ii) Recommendations: With a view to establishing good employer-employee relations, sometimes managers recruit people on the recommendation of their existing employees. In this way, present employees feel encouraged and there is a complete control over new employees. This source is mostly used for appointing lower level employees.
(iii) Telecasting: These days some big organisations give precedence to telecasting their job requirements. During the course of telecasting information about vacant posts, required qualifications and experience, possible remuneration and the special characteristics of the company are displayed.
(iv) Web Publishing: These days internet has become an important medium for recruitment. Special websites have been created for the purpose of recruitment through internet. The applicants get information through them about the vacant posts and required qualifications. People having the required qualifications can get in touch with the company needing their services. Some of the very popular websites are www.naukri.com,www.Jobstreet.com, and www.clickjobs.com, etc.

(i) Placement Agencies: These days placement agencies are coming up as a good source of external recruitment. These agencies are established by private individuals. People can get their names registered with them. Such a registration is done usually for high or medium level jobs. On the request of an organisation, these agencies do the whole job of recruitment on behalf of the organisation. They get their fee for rendering this service from the organisation. They are helpful in establishing a balance between the demand and supply of the employees on the national level.

(ii) Recommendations: With a view to establishing good employer-employee relations, sometimes managers recruit people on the recommendation of their existing employees. In this way, present employees feel encouraged and there is a complete control over new employees. This source is mostly used for appointing lower level employees.

Recruitment refers to the process by which different sources of prospective employees are searched and they are motivated to apply for jobs in the organisation. In other words, recruitment means making available persons to fill different vacant posts in the organisation. Efforts are made in this process to ensure that more and more people submit applications so that selection becomes easy. It is on account of the efforts to attract more and more people that the process of recruitment is called a positive process.

Direct Recruitment: Sometimes information about the vacant posts is posted on boards placed at important places by the organisations. Such information is usually displayed at the Workshop, Office or the Factory Gate. People who are interested in these jobs apply for them. This method of recruitment is meant only for the recruitment of unskilled workers. They are called casual labourers. They are paid wages on daily basis. This method does not require any advertisement and is, therefore, cheap.

Employment exchanges are set up by the government in almost all districts. Name and other particulars of a job-seeker are recorded in the employment register. Under this system, personnel managers forward information regarding vacant jobs to the concerned employment exchange. Employment officer, in turn, forwards the names of applicants with requisite qualifications, from among those entered in his register, to the organisation. Manager of the organisation, interviews them and makes selection as per his requirement. This method of recruitment is mostly followed to select typists, clerks, peons, etc.

(i) Recruitment: It refers to the process of searching for prospective employees and stimulating them to apply for job in an organisation.

(ii) Lay-off: It refers to the temporary separation of the employee from the employer on the initiative of the latter.

It refers to recruitment from educational institutions. Some big organisations remain in touch with the educational institutions with the purpose of recruiting young talented people. These persons come from colleges, universities, management institutes, technical institutes, etc. These institutions have a placement cell each with the purpose of helping their young students to find suitable jobs. The human resource managers of various companies get in touch with these placement cells and obtain the suitable persons for appointment.

(a) Transfer

(b) Promotion

It refers to fill the post by sending an inefficient employee at some lower-position.

It refers to the temporary separation of the employee from the employer on the initiative of the latter.

It refers to invite applications for filling up the vacancies from candidates outside the organisation.

Media Advertising.

Managerial Staff.

It refers to recruitment from educational institutions.

Merits: Merits of internal sources of recruitment are as under:

(i) Increase in Motivation: Motivation of the employees of the organisation is boosted when recruitment is made by internal sources, particularly by promotion. If they know before hand that their promotion is possible, they will feel inspired. Ambition to occupy post of higher rank will add to their morale and they will perform their existing duty with utmost care and efficiency.

(ii) Industrial Peace: Because of promotional avenues employees get satisfied and hence, industrial peace is established. The promotion process continues from top to bottom in the whole organisation. This motivates the employees to enhance their performance through learning and practice.

(iii) Easy Selection: Organisation has full information about the employees working there. As such, their selection for the higher post involves no risk.

Limitations: Following are the limitations of internal sources of recruitment:

(i) Stops the entry of Young Blood: The greatest defect in the system of internal recruitment is that the young and technically sound people do not get a chance to enter the company. Consequently, old people run the organisation with the help of their out-dated ideas and no new idea can develop.

(ii) Employees become Lethargic: Internal source of recruitment creates a definite feeling of promotion among the employees. This feeling makes them lethargic and it affects their performance.

(iii) Not Available in New Organisations: Recruitment through this source is possible only in the previously established organisations. The new organisations have to make use of the external source. Moreover, it is not essential that the entire recruitment need of the old organisations may be fulfilled through this source.

Merits: External recruitment source has the following merits:

(i) Qualified Personnel: The external source of recruitment gives an opportunity to the qualified people from outside the organisation to enter it. This benefits both the organisation and the applicants from outside.

(ii) Wider Choice: By using the external source of recruitment, the number of applicants increase manifold which in turn increase the area of choice. The managers can appoint the most talented persons after examining the capabilities and talents of all the applicants.

(iii) Fresh Talent: The external source of recruitment helps the people with new and modern ideas to enter an organisation which certainly helps the organisation.

Limitations: Even if there are many advantages of the external recruitment, it is not without disadvantages. Following are its major demerits:

(i) Dissatisfaction among Existing Staff: When the external system of recruitment is adopted, it puts an end to the chances of promotion of the existing staff. This naturally affects their morale and they do not work with complete dedication.

(ii) Lengthy Process: The external system of recruitment is a lengthy process involving advertisement for the posts, wait for the applications’ selection, etc. which consumes a lot of time. Since it is a lengthy process, sometimes it is not considered appropriate.

(iii) Costly Process: The external process of recruitment involves advertisement and a long selection process and above all training the selected candidates involves a lot of expenditure. Therefore, it is an expensive process.

Internal sources of recruitment means finding candidates for a job from within the organisation.

Organisations prefer recruitment through internal sources because of the following reasons:

(i) Increase in Motivation: Motivation of the employees of the organisation is boosted when recruitment is made by internal sources, particularly by promotion. If they know before hand that their promotion is possible, they will feel inspired. Ambition to occupy post of higher rank will add to their morale and they will perform their existing duty with utmost care and efficiency.

(ii) Industrial Peace: Because of promotional avenues employees get satisfied and hence, industrial peace is established. The promotion process continues from top to bottom in the whole organisation. This motivates the employees to enhance their performance through learning and practice.

(iii) Easy Selection: Organisation has full information about the employees working there. As such, their selection for the higher post involves no risk.

(iv) No Need of Induction: Induction means to acquaint the employees with their job and the organisation. In this source of recruitment, this information is already available to the employees. Hence, there is no need of induction in this case.

(v) Adjustment of Surplus Employees: Under this method, the employees from the departments where they are in surplus, are transferred to those where there is shortage of staff. In this way, the deficiency of staff is met out. Hence, no hurdle in the work takes place.

Following are the limitations of internal sources of recruitment:
(i) Stops the entry of Young Blood: The greatest defect in the system of internal recruitment is that the young and technically sound people do not get a chance to enter the company. Consequently, old people run the organisation with the help of their out-dated ideas and no new idea can develop.

(ii) Employees become Lethargic: Internal source of recruitment creates a definite feeling of promotion among the employees. This feeling makes them lethargic and it affects their performance.

(iii) Not Available in New Organisations: Recruitment through this source is possible only in the previously established organisations. The new organisations have to make use of the external source. Moreover, it is not essential that the entire recruitment need of the old organisations may be fulfilled through this source.

(iv) Sense of Competition among Employees Hampered: Sense of competition is aroused when one is confronted with a better qualified employee. This recruitment system hinders the entry of better qualified employees. Therefore, the employees do not get a chance for any competition.

Merits: External recruitment source has the following merits:

(i) Qualified Personnel: The external source of recruitment gives an opportunity to the qualified people from outside the organisation to enter it. This benefits both the organisation and the applicants from outside.

(ii) Wider Choice: By using the external source of recruitment, the number of applicants increase manifold which in turn increase the area of choice. The managers can appoint the most talented persons after examining the capabilities and talents of all the applicants.

(iii) Fresh Talent: The external source of recruitment helps the people with new and modern ideas to enter an organisation which certainly helps the organisation.

(iv) Competitive Spirit: When the existing employees in an organisation come in contact with the new employees recruited through the process of external recruitment, a spirit of competition is born. Consequently, their work performance is improved.

(v) Less Chances of Favouritism: External recruitment brings in new faces and all the applicants happen to be new for the managers. This eliminates any possibility of favouritism.

Because of the following reasons, companies always not use the internal sources but use the external sources of recruitment:

(i) Qualified Personnel: The external source of recruitment gives an opportunity to the qualified people from outside the organisation to enter it. This benefits both the organisation and the applicants from outside.

(ii) Wider Choice: By using the external source of recruitment, the number of applicants increases manifold which in turn increases the area of choice. The managers can appoint the most talented persons after examining the capabilities and talents of all the applicants.

(iii) Fresh Talent: The external source of recruitment helps the people with new and modern ideas to enter an organisation which certainly helps the organisation.

(iv) Competitive Spirit: When the existing employees in an organisation come in contact with the new employees recruited through the process of external recruitment, a spirit of competition is born. Consequently, their work performance is improved.

(i) Increase in Motivation: Motivation of the employees of the organisation is boosted when recruitment is made by internal sources, particularly by promotion. If they know before hand that their promotion is possible, they will feel inspired. Ambition to occupy post of higher rank will add to their morale and they will perform their existing duty with utmost care and efficiency.

(ii) Industrial Peace: Because of promotional avenues employees get satisfied and hence, industrial peace is established. The promotion process continues from top to bottom in the whole organisation. This motivates the employees to enhance their performance through learning and practice.

(iii) Easy Selection: Organisation has full information about the employees working there. As such, their selection for the higher post involves no risk.
(iv) No Need of Induction: Induction means to acquaint the employees with their job and the organisation. In this source of recruitment, this information is already available to the employees. Hence, there is no need of induction in this case.

(v) Adjustment of Surplus Employees: Under this method, the employees from the departments where they are in surplus, are transferred to those where there is shortage of staff. In this way, the deficiency of staff is met out. Hence, no hurdle in the work takes place.

Yes, I do agree with this statement. Following are the reasons of it:

(i) Qualified Personnel: The external source of recruitment gives an opportunity to the qualified people from outside the organisation to enter it. This benefits both the organisation and the applicants from outside.

(ii) Wider Choice: By using the external source of recruitment, the number of applicants increase manifold which in turn increase the area of choice. The managers can appoint the most talented persons after examining the capabilities and talents of all the applicants.

(iii) Fresh Talent: The external source of recruitment helps the people with new and modern ideas to enter an organisation which certainly helps the organisation.

Advantages:

(i) Increase in motivation
(ii) Industrial Peace
(iii) Easy Selection.

Limitations:

(i) Stops the entry of young blood

(ii) Employees become lethargic

(iii) Not available in new organisations.

Internal source of recruitment creates a definite feeling of promotion among the employees. This feeling makes them lethargic and it affects their performance.

When the existing employees in an organisation come in contact with the new employees recruited through the process of external recruitment, a spirit of competition is born. Consequently, their work performance is improved.

It is the most economical source because the organisation does not have to spend any amount on search for sources of recruitment, nor does it have waste time on long selection process. Moreover, such employees do not require much training. They are already well informed about all the activities of the organisation.

(i) Increase in Motivation (ii) Industrial Peace.

Because the employees are already well familiar with the organisation.

Internal source of Recruitment.

External Source.

External Source.

It stops the entry of young blood.

It increases Motivation.

It helps the people with modern ideas to enter an organisation which certainly helps the organisation.

(i) Mr. Rajanwala is concentrating on internal source of recruitment.

(ii) By using this method the company is depriving of the following benefits.
Merits: External recruitment source has the following merits:

(i) Qualified Personnel: The external source of recruitment gives an opportunity to the qualified people from outside the organisation to enter it. This benefits both the organisation and the applicants from outside.

(ii) Wider Choice: By using the external source of recruitment, the number of applicants increase manifold which in turn increase the area of choice. The managers can appoint the most talented persons after examining the capabilities and talents of all the applicants.

(iii) Fresh Talent: The external source of recruitment helps the people with new and modern ideas to enter an organisation which certainly helps the organisation.

1. Preliminary Screening: First of all, the applications received during the process of recruitment are scrutinized. Scrutiny of application forms is made to verify whether the candidate fulfills all the qualifications essential for the job. The preliminary screening is based on (i) preliminary interview (ii) filling up the blank application form.
2. Selection Tests: In the selection process, selection test has an important place. Through these tests, ability and skill of the candidates are measured. These tests are divided into following three categories:
   i) Proficiency tests ii) Psychological tests iii). Other tests
3. Employment Interview: Having successfully cleared all the tests related to employment by the candidate, he is called for the final interview. Its objectives are to see the looks of the candidate, his way of talking, his conduct and temperament, his interest, the presence of mind and maturity etc.
4. Reference and Background checks: After a candidate is selected successfully in an interview then some information about him is gathered from those persons whose name figures mentioned in the column of ‘References”. This information relates to the character, social relation, background etc. of the candidate.
5. Selection Decision: Applicants who clear Selection Tests, Employment Interview and Reference checks are selected. Prior to taking final selection decision, the opinion of the manager concerned is sought.
6. Medical Examination: Medical examination is done to check whether the candidate is fit to carry on the responsibilities assigned to him and whether he is physically fit or not. The selected candidate is suffering from any disease or not is also verified through medical examination.

Mostly, there are two types of interviews in a selection process. (i) Preliminary Interview: The candidate is physically and mentally examined in this interment. Those found deficient are not included in subsequent process. (ii) Final Interview: It is mostly conducted in two stages. In the first stage, personnel manager collects detailed information regarding candidates. Those found suitable on the basis of appraisal are directed for interview with those departmental managers who had put up demand for their services. Departmental manager converses face to face with the candidate on the basis of nature of work and having satisfied himself, declares the latter successful in the interview.

Main psychological tests are as under:

(i) Interest Test: The objective of this test is to examine the interest of the candidate in a special work. On the basis of such a test, it becomes easy to appoint the candidate on the job of his interest.

(ii) Intelligence Test: In order to test the intelligence of the candidates, their reception power, memory power and reasoning power, etc. are examined. For this test, a long list of questions is prepared and the candidates are asked to answer the same in a given time period. On this basis, their level of intelligence is known.

(iii) Aptitude Test: Through this test, efforts are made to know the hidden qualities of the candidate, so that it is ensured if he can be taught by training or not.

(iv) Personality Test: By this test, it is seen how much ability a person has to interact with others, how much he can influence and motivate them. It is also seen whether or not he has the power to remove the obstacles that may arise in the job on which he is appointed.

Through this test, efforts are made to know the hidden qualities of the candidate, so that it is ensured if he can be taught by training or not. In other words, the test that measures the learning capacity of a candidate is called aptitude test. Thus, aptitude test looks for the learning capacity of a person to do a particular job.

Meaning of Recruitment: It refers to the process of searching for prospective employees and stimulating them to apply for job in an organisation.

Meaning of Selection: It refers to the process of screening job applicants to ensure that the most appropriate candidates are hired.

According to Weihrich and Koontz, “Selecting manager is choosing from among the candidates the one who best meets the position requirements”.

It is clear from the above definition that under the process of selection, one or a few among several are selected on the basis of predetermined qualifications.

First of all, the application forms received during recruitment process are scrutinised. Scrutiny of application forms is made to verify whether the candidates fulfil all the qualifications essential for the job. On what conditions a person’s services will be available to the organisation, is the next point to be seen. The applicants may put forth their conditions regarding salary, duration, promotion, etc. Those candidates whose conditions are not acceptable to the organisation are not called for preliminary interview and a regret letter is issued to them citing reasons.

An interview means testing on the basis of face-to-face interaction between the interviewer(s) and the applicant with a view to finding the suitability of candidate(s) as per the job requirements.

The importance of the interview in the selection process is given below:

(i) An interviewer draws out the relevant information since it provides a valid sample of the applicant’s behaviour.

(ii) By using the information mentioned in the application form, the interviewer can guide the applicant as to explaining why certain jobs appeal to him.

Selection refers to the process by which qualified applicants are selected by means of various tests in predetermined numbers, out of large number of applicants.

(i) Preliminary Screening

(ii) Selection Tests.

To measure the ability and skill of the applicants.

Through this test, an effort is made to know whether an applicant can be taught through training or not.

To see the looks of the candidate, his way of talking, presence of mind, etc.

To protect the business organisation from infectious diseases.

(i) Recruitment (ii) Selection.

The need of training can be clarified with the help of its advantages. They are given below:

A. Benefits to the Organisation: Main advantages of training to the organisation are as follows:
(i) Most Economical and the best use of Material and Equipments: Each employee working at any level makes use of machine and material. For instance, at lower level machine and material are used, at middle and higher level, computers, typing machines and writing material are used. Trained employees use these machines and material properly and minimise wastage.

(ii) Improvement in Quality and Quantity of Output: Training makes it possible to improve the quality and quantity of output. Consequently, cost of production per unit falls. It is important to note here that output does not mean goods manufactured by machines alone but it refers to all jobs performed at all managerial levels. It is, therefore, evident that training improves knowledge and skill of all levels of employees and their performance turns excellent.

(iii) Less Requirement of Supervision: Trained employees are skilled in their jobs, so their work does not require much supervision. They can utilise the time thus saved in some other creative works.

B. Benefits to the Employees: Alongwith organisation, the employees are also benefitted by training. The advantages to them are cited below:

(iv) Increase in Capacity and Efficiency: Through training one learns the art of doing a special job methodically. It increases the skill and efficiency of the employee.

(v) Increase in Market Value: Trained employees have a better market value. Increased market value means that other organisations are always willing to employ trained personnel at higher remuneration. Consequently, if any employee is feeling uneasy in an organisation because of low remuneration, he can very easily join another organisation at higher remuneration.

(vi) Fewer Accidents: Reduction of accidents is not only beneficial to the organisation it also protects the life of the worker. By learning the art of operating the machine, the rate of accidents can be minimised. This art can be learnt by training alone.

A process designed to maintain and improve current job performance is called training.

Training is an unavoidable expense. For example, if an organisation neglects the training need of the employees, this does not mean that the organisation is able to save the training cost but in turn this increases the training cost. As employees will, in the first place, do something wrong with a specific task, then try to find out the cause of mistake and only then work towards rectifying the mistake. Although, this is also training but it is costlier in comparison to training provided by scientific methods. So, training must be provided to the employees, as it will benefit both organisation and employees.

Most important characteristic of training is that expenses incurred on it constitute investment and not wastage. In other words, expenses incurred on training today will provide benefit to the organisation for a long time in the form of increased efficiency of the employees.

No, it constitutes investment and not wastage.

(i) Induction Training: Induction training means to acquaint the newly appointed employees with their job and the organisation. Under this, new employees are introduced both to their superior and subordinates so that they can work with them as a team. Apart from this, he/she is informed about the objectives and policies of the organisation. He/She is also informed about their own authorities and responsibilities. In short, the purpose of induction is to accommodate new employees in the new environment expeditiously.

(ii) Apprenticeship Programme: This method is used in those cases where long-term training is required to attain complete proficiency to perform a particular job. The trainee is required to work with an expert for a specific period of time. The period of training may often vary from two to seven years. During the course of training, the expert imparts complete knowledge of both theoretical and practical aspects of the job.

(iii) Internship Training : Under internship training, technical institutions and business organisations jointly impart training to their members. The objective of this training is to strike a balance between theoretical and practical knowledge. Educational institutions impart theoretical knowledge to their students but for practical knowledge they are sent to business organisations. Likewise, employees already working in business organisations are sent to educational institutions from time-to-time to get latest theoretical knowledge. In this way, both kinds of institutions render mutual help to each other.

(i) Apprenticeship Programme: This method is used in those cases where long-term training is required to attain complete proficiency to perform a particular job. The trainee is required to work with an expert for a specific period of time. The period of training may often vary from two to seven years. During the course of training, the expert imparts complete knowledge of both theoretical and practical aspects of the job.
Vestibule Training: Under this method, with a view to imparting training to new employees, a separate training centre is set up. An experienced and trained trainer is appointed as an incharge of the centre. Machines, tools and other equipments are so arranged in this centre as to present a look of a workshop. When the employees are trained they are put on the real job.
Internship: Under internship training, technical institutions and business organisations jointly impart training to their members. The objective of this training is to strike a balance between theoretical and practical knowledge. Educational institutions impart theoretical knowledge to their students but for practical knowledge they are sent to business organisations. Likewise, employees already working in business organisations are sent to educational institutions from time-to-time to get latest theoretical knowledge. In this way, both kinds of institutions render mutual help to each other.

This method is used in those cases where long-term training is required to attain complete proficiency to perform a particular job. The trainee is required to work with an expert for a specific period of time. The period of training may often vary from two to seven years. During the course of training, the expert imparts complete knowledge of both theoretical and practical aspects of the job. On acquiring complete proficiency, the employee is assigned the actual job. Advantages of Apprenticeship Training: Following are the main advantages of apprenticeship training:

(i) Stipend is provided to the trainees during the training period which keeps them interested in the work.

(ii) Employee earns valuable skill, which is of high demand in the market.
Limitations of Apprenticeship Training: Following are the main limitations of apprenticeship training:

(i) Training tenure is long and there is need of continuous supervision on the employee, which is sometimes not possible.

(ii) It is an expensive method of training.

Suitability: This method proves suitable in the following situations:

(i) Where detailed practice is needed.

(ii) Where technical knowledge is needed, like metal business, printing business, etc.

Under this method, with a view to imparting training to new employees, a separate training centre is set up. An experienced and trained trainer is appointed as an incharge of the centre.

Machines, tools and other equipments are so arranged in this centre as to present a look of a workshop. When the employees are trained they are put on the real job.

Advantages of Vestibule Training: Following are the main advantages of Vestibule Training:

(i) Training is provided by experienced and expert trainers.

(ii) It does not hinder the production process.

(iii) Both theoretical and practical training is provided.

(iv) Many people can be trained at a time.

It is Job Rotation Training.

Job Rotation: The objective of this method is to provide full knowledge of all the departments to an officer. Initially, he is appointed in one department, say, production department. When he comes to know each and everything of that department, he is transferred to another department, say, marketing department. Later on, he is sent to other departments. Main objective of this training method is to make available such kinds of officers in the institution as are capable of taking charge of any department under adverse circumstances.

In this situation, the best method of training would be Vestibule Training.
Vestibule Training: Under this method, with a view to imparting training to new employees, a separate training centre is set up. An experienced and trained trainer is appointed as an incharge of the centre. Machines, tools and other equipments are so arranged in this centre as to present a look of a workshop. When the employees are trained they are put on the real job.

Induction training means to acquaint the newly appointed employees with their job and the organisation. Under this, new employees are introduced both to their superior and subordinates so that they can work with them as a team. Apart from this, he/she is informed about the objectives and policies of the organisation. He/She is also informed about their own authorities and responsibilities. In short, the purpose of induction is to accommodate new employees in the new environment expeditiously.

(i) Where number of trainees is more.

(ii) Where it is possible to create Artificial Environment.

(iii) Where both fundamental and behavioural training are provided.

It refers to the process of learning by doing.

(a) Induction Training

(b) Apprenticeship Programme.

It is Induction Training.

Vestibule training.

This method of training is known as Coaching.

Apprenticeship Programme.

Training: A process designed to maintain and improve current job performance is calledtraining.

Development: A process designed to develop skills necessary for future work activities is called development.

Distinction: Difference between Training and Develooment

(i) ‘Some learning opportunities are designed and delivered to improve skills and abilities of employees’. — This statement is related with Training.

Training: It refers to a process designed to maintain and improve current job performance. Under it, an effort is made to make an employee expert at doing a particular job.

(ii) ‘Some others are designed to help in the growth of individuals in all respects’. — This statement is related with Development.

Development: It refers to a process designed to develop skills necessary for future work activities. Under it, an effort is made to make the employee expert in all fields.

Employee development means to improve overall effectiveness of the employees at their current posts and to prepare them for handling more responsibility in future. In other words, the objective of Human Resource Development (HRD) in an organisation is to prepare those types of managers who not only perform well in the present but are also able to handle more responsibility at higher posts in the future.

Need for Employee Development

The need for employee development is mainly for the following reasons:

(i) To make the managers able to handle more responsibilities

(ii) To prepare ways of promotion for the managers

(iii) To generate ability in the managers for establishing relation between cause and effect

(iv) To create ability in the managers for taking effective decisions.

A process designed to develop skills necessary for future activities is called development.

Its objective is to prepare those types of managers who not only perform well in the present but are also able to handle more responsibility at higher posts in the future.

Main features of Employee Development are as follows:

(i) Related to managers.

(ii) More focused on future.

(iii) Emphasis on all round development.

Development.

(i) To make the managers able to handle more responsibilities

(ii) To prepare ways of promotion for the managers.

The scope of development is wider.

No, I do not agree with the view of personnel manager. Following are the reasons of the need of training:
The need of training can be clarified with the help of its advantages. They are given below:

A. Benefits to the Organisation: Main advantages of training to the organisation are as follows:

(i) Most Economical and the best use of Material and Equipments: Each employee working at any level makes use of machine and material. For instance, at lower level machine and material are used, at middle and higher level, computers, typing machines and writing material are used. Trained employees use these machines and material properly and minimise wastage.

(ii) Improvement in Quality and Quantity of Output: Training makes it possible to improve the quality and quantity of output. Consequently, cost of production per unit falls. It is important to note here that output does not mean goods manufactured by machines alone but it refers to all jobs performed at all managerial levels. It is, therefore, evident that training improves knowledge and skill of all levels of employees and their performance turns excellent.

(iii) Less Requirement of Supervision: Trained employees are skilled in their jobs, so their work does not require much supervision. They can utilise the time thus saved in some other creative works.

B. Benefits to the Employees: Alongwith organisation, the employees are also benefitted by training. The advantages to them are cited below:

(iv) Increase in Capacity and Efficiency: Through training one learns the art of doing a special job methodically. It increases the skill and efficiency of the employee.

(v) Increase in Market Value: Trained employees have a better market value. Increased market value means that other organisations are always willing to employ trained personnel at higher remuneration. Consequently, if any employee is feeling uneasy in an organisation because of low remuneration, he can very easily join another organisation at higher remuneration.

(vi) Fewer Accidents: Reduction of accidents is not only beneficial to the organisation it also protects the life of the worker. By learning the art of operating the machine, the rate of accidents can be minimised. This art can be learnt by training alone.

(i) Promotion to nepotism.
(ii) Instigation to corruption.

(iii) Selection of inefficient employees.
(iv) Dissatisfaction in efficient members.

(i) Not obeying the right of equality.

(ii) Less importance to women employees.

(i) Biasness.

(ii) Biased Behaviour.

(iii) Misuse of rights.

(iv) Insecurity and groupism in employees.

(i) Development of Backward areas.

(ii) Helpful in availing trained employees.

(iii) Increase in productivity and boosting the morale of employees.

(iv) Increase in employment opportunities.

(i) Violating the rules and conditions.
(ii) False advertisement.

(i) Disobeying the law by not giving minimum wages.

(ii) To take signature on minimum wages is fraud.

(iii) Exploitation of workers.

The process that helps in finding possible candidates for a job or function is recruiting. Recruitment may be defined as the process of searching for prospective employees and stimulating them to apply for jobs in the organisation.

Non-Financial incentives that the new marketing manager may use to motivate Neha are:
1) Job Enrichment: Job enrichment is concerned with designing jobs that include greater variety of work content, require higher level of knowledge and skill; give workers more autonomy and responsibility; and provide the opportunity for personal growth and a meaningful work experience. If jobs are enriched and made interesting, the job itself becomes a source of motivation to Neha.
2) Employee Recognition programmes: Employee recognition means, evaluation of their work and due recognition. Recognition means acknowledgment with a show of appreciation. Neha can also be motivated by this program.
3) Employee participation: Neha must be made involved in decision making of the issues related to her. In many companies, these programmes are in practice in the form of joint management committees, work committees, etc.

Various activities Mr Naresh have to perform are:
1) Job analysis: It is a systematic process of collecting, evaluating and analysing information about a job.
2) Recruitment: Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organisation. 
3) Selection: Process of selecting the person who suites best for the position.
4) Orientation, training and development.
5) Performance appraisal: Evaluation of actual against desired performance by an employee.
6) Developing compensation and incentive plans.
7) Handling grievances and complaint and
8) Providing social security and welfare of employees.

When organisation uses internal source of recruitment, employees become lethargic due to lack of competition from outside. As no new employee is recruited from outside, employees inside the organisation feels that even they work or not, they will be given promotion and their position is safe. 

Like recruitment, the other specialised activities performed by human resource management are selection and training.

Employee recognition programme means acknowledgement with a show of appreciation to the work performed by employee. Example, Displaying on the notice board or in the company newsletter about the achievement of employee. 

Training of employees benefits the organisation in the following ways:
(i) Training is a systematic learning, always better than hit and trial methods which lead to wastage of efforts and money.
(ii) It enhances employee productivity both in terms of quantity and quality, leading to higher profits.
(iii) Training equips the future manager who can take over in case of emergency.
(iv) Training increases employee morale and reduces absenteeism and employee turnover.
(v) It helps in obtaining effective response to fast changing environment – technological and economic.

Recruitment may be defined as the process of searching for prospective employees and stimulating them to apply for jobs in the organisation. 

Orientation is a process of staffing in which the selected employee is introduced to other employees and familiarise him with the rules and policies of the organisation which make him comfortable to work in the new environment.

Training helps the organisation to make his employee perform better
(i) Training increases employee productivity in terms of quantity and quality, which will lead to higher profits.
(ii) Training equips the future manager who can take over in case of emergency.
(iii) It helps to keep in pace with changing economic and technological environment.

The best method of training Manu can use to train his employee is ‘vestibule Training’. A vestibule training method is an off the job training method. In vestibule training, the workers are trained in a prototype environment on specific jobs in a special part of the plant.
An attempt is made to create working condition similar to the actual workshop conditions. After training workers in such condition, the trained workers may be put on similar jobs in the actual workshop.
This enables the workers to secure training in the best methods to work and to get rid of initial nervousness. In this case of highly sophisticated machines and equipment, it is always wise to give vestibule training to train the employees.

Internal sources of recruitment are the means of getting or recruiting the workers from the existing staff of the organization. In many cases, recruitment from within the organization or through internal transfers is always better than external sources. The reasons are as follows:

i) Employees are motivated to improve their performance: A promotion at a higher level may lead to a chain of promotion at lower levels in the organisation. This motivates the employees to improve their performance through learning and practice. Employees work with commitment and loyalty and remain satisfied with their jobs. Also peace prevails in the enterprise because of promotional avenues.

ii) Internal recruitment simplifies the process of selection and placement: The candidates that are already working in the enterprise can be evaluated more accurately and economically. This is a more reliable way of recruitment since the candidates are already known to the organization.

iii) Transfer is a tool of training the employees to prepare them for higher jobs. Also people recruited from within the organisation do not need induction training.

iv) Transfer has the benefit of shifting workforce from the surplus departments to those where there is a shortage of staff.

v) Filling of jobs internally is cheaper as compared to getting candidates from external sources.

Employment interview is conducted to evaluate applicant's suitability for the job through the process of selection by seeking information from him.

The concept of workload analysis will help the human resource manager in deciding the actual number of persons required in each department to maintain the future work plans and skill requirement. 

Through succession planning for managers.

Filling job with competent Personnel.

Casual Callers

Apprenticeship Training

Employees are motivated to improve its performance.