Sunday, 16 August 2020

CBSE Class 12 - Business Studies - Staffing - Understanding Recruitment (Questions and Answers)(#class12BusinessStudies)(#Staffing)(#cbse)(#eduvictors)

Staffing - Understanding Recruitment
(Questions and Answers)

CBSE Class 12 - Business Studies

CBSE Class 12 - Business Studies - Staffing - Understanding Recruitment (Questions and Answers)(#class12BusinessStudies)(#Staffing)(#cbse)(#eduvictors)


Q1: Define recruitment.

Answer: Recruitment refers to the process of finding possible candidates for a job or function. It has been defined as ‘the process of searching for prospective employees and stimulating them to apply for jobs in an organisation.’ It involves inducing or attracting more and more candidates to apply for vacant job positions in the organisation.


Q2: What are the various activities involved with the recruitment process?

Answer:  The various activities involved with the process of recruitment includes:                                         
   (a) identification of the different sources of labour supply,
   (b) assessment of their validity,                                   
   (c) choosing the most suitable source or sources, and
   (d) inviting applications from the prospective candidates, for the vacancies


Q3: Name the two important sources of recruitment.

Answer: Sources of Recruitment are:
  ① Internal Sources
  ② External Sources


Q4: What are internal sources of recruitment?

Answer: Under Internal source of recruitment, the vacant positions are filled by transferring or promoting the existing employees of the organisation.

Transfers
It involves shifting of an employee from one job to another, one department to another or from one shift to another, without a substantive change in the responsibilities and status of the employee. For example transfer of a clerk from marketing department to sales department.

Promotions
Promotion leads to shifting an  employee to a higher position, carrying higher responsibilities, facilities, status and salary. Promotion is a vertical shifting of employees.  Eg promotion from junior accountant to senior accountant position.


Q5: What are the advantages of internal sources of recruitment?

Answer:
  1. Employees are motivated to improve their performance.

  2. It is economical, saves cost of advertisements as well as time of resources in conducting interviews etc.

  3. Simplifies the process of selection and placement.

  4. Less amount is spent on training e.g. induction training.

  5. Employees are already familiar with the rules and regulations of the company as well as the work culture of the company.

  6. Transfer is a tool of training the employees to prepare them for higher jobs.

  7. Shifting workforce from the surplus departments to those where there is shortage of staff 


Q6: What are the drawbacks/demerits of  internal recruitment?

Answer: Drawbacks are:
   1. When vacancies are filled through internal promotions, the scope for induction of fresh talent is reduced.

   2. Employees may become lethargic if they are sure of time bound promotions.

   3. Spirit of competition among the employees may be hampered.

   4. Frequent transfers of employees may often reduce the productivity of the organisation.

   5. The scope for induction of fresh talent is reduced. 


Q7: What is external recruitment? Explain various sources of external recruitment.

Answer: When the candidates from outside the organisation are invited to fill the vacant job position then it is known as external recruitment. 

The common methods of external sources of recruitment are:    

1. Campus recruitment:
    Colleges and Institutes of Management and Technology have become a popular source of recruitment for technical, professional and managerial jobs. Many big organisations maintain a close link with them to recruit qualified personnel for various jobs.

2. Management consultants and Placement agencies:
    Management consultants help the organisations to recruit technical,, professional and managerial personnel. They specialise in middle level and top level executive placements. They maintain data of persons with different qualifications and skills. Placement agencies compile bio-data of a large number of candidates  and recommend suitable names to their clients. They charge fee for their services.

3. Employment exchanges:
    Employment exchanges run by the government  help to match personnel demand and supply by serving as link between jobseekers and employers. It is suitable for unskilled and skilled operative jobs.


4. Advertisements (Newspapers, Journals and Televisions):
    Most of the  senior positions of industry and commerce are filled b'y this methad. Advertisement in newspapers.or trade journals is generally used when a wider choice is required. The practice of telecasting of vacant posts over TV  (Doordarshan and other channels) is also gaining importance these days.

5. Direct recruitment: 
    A notice is placed on the noticeboard of the enterprise specifying the details of the jobs available. Job-seekers assemble outside the premises of the organisation on the specified date and selection is done on the spot.

6. Labour contractors: 
    Labour contractors (who are themselves employees of the organisation) maintain close contacts with labourers. On payment of commission, they can provide the required number of unskilled workers at short notice.


7. Casual callers: 
    A company gets applications on and off even without declaring any vacancy. However, as and when the vacancy arises, the company makes use of such applications.


8. Referrals or Recommendations by employees: 
    Many firms encourage their employees to recommend the names of their relatives and friends for employment. Such applicants are likely'to be good-employees because their background is sufficienctly known.


9. Job portals:
    Internet is becoming a common source of recruitment. There are certain websites specifically designed for the purpose of providing information about job-seekers and job providers including social media platforms.



Q10: What are the advantages of external sources of recruitment?

Answer:
1. Qualified Personnel:
    By using external sources of recruitment the management can attract qualified and trained people to apply for the vacant jobs in the organisation.

2. Wider Choice:
    The management has a wider choice in selecting the people for employment. The organisation have better chances of getting the best talent.

3. Fresh Talent:
    It provides wider choice and brings fresh talent and new ideas in the organisation.

4. Competitive Spirit:
    If a company taps external sources, the staff will have to compete with the outsiders.    



Q11: What are the disadvantages of external sources of recruitment?

Answer
Dissatisfaction among existing employees, they may feel that their chances of promotion are reduced.

Costly process: A lot of money has to be spent on advertisements, communication, conducting interviews and promotional events therefore this is costly process.

Time consuming process: It takes more time than internal sources of recruitment.

New employees are not familiar with work culture and rules and regulations of the organisation. There is a longer 'adjustment' or 'orientation' time.

Detailed screening is necessary because very little is known about the candidate.



Q12(MCQ):  Visit by senior employees to various professional colleges to search for potential candidates is called:

 (a) Internal Recruitment 
 (b) Referrals by employees
 (c) Campus Recruitment
 (d) Employment Exchange 


Answer: (c) Campus Recruitment


Q13: Indeed.com is a leading job portal site. It is an example of:

(a) placement agencies
(b) web publishing
(c) internal recruitment
(d) induction of new employees


Answer: (b) web publishing



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