Introduction and Process of Staffing Video Lecture | Business Studies CUET Preparation - Commerce

today we are going to take up the third
function of management that is stuffing
right we said that there are five
functions of management number one being
planning number two being organizing and
number three being stuffing right first
of all under planning we decide what is
to be done right then under organizing
how is it to be done right and
understaffing we decide who is going to
do it right now basically after you have
chalked out your main organizational
goals right
you have chopped out your organizational
goals and a basis on the basis of those
organizational goals you've decided on
to an organizational structure that you
are going to be taking up whether it is
divisional or it is your functional
structure right based on that you can
have a fair idea as to what is the kind
of manpower what is the number of people
that would be required to hard that you
would require to be hiring right so that
your organizational goals are achieved
effectively and efficiently now how do
we do that you have case I got ahead by
the function of staffing now in simple
language in simple language if I was to
define stuffing I would say it means
putting the right person at the right
job we stop here okay putting the right
person at the right job meaning first of
all I have to be clear right about what
are the prerequisites a person is
supposed to possess to perform a
particular job let us take up an example
of being a teacher what are the
prerequisites for being a teacher it is
not that anyone can be your teacher
right you need to be you need to have a
certain degree right let's say if you
are if we are looking for a teacher for
class eleventh and twelfth the kanpur
has act ahead basically just kept a sec
bachelor's degree home master's degree
ho and should be a beard also right if
that person has these three degrees fine
he is eligible for being a teacher right
so it's very important key may you see
when they co job in a ground Yahoo job
Kelly well
suited who okay if that person let's say
garam teacher ki Bakr if that person has
a temperament problem who patient name
bill could be okay we say okay I came
upon a septum
right but my a t-bar a cheese copper has
septum would say Barbara Birk away
pushed I questioned them about irritate
huija thou that means that person is not
fit to be a teacher why because you have
to be very very patient while you are
dealing with your students concept a
kisi ko a key bar Mesa majora go septic
a psychopath by repeat connect a bad so
much may I so it's very important that
there should be a perfect match between
the job and the person right person
should be well suited to perform that
job okay now what all is required to be
done under the process of staffing it
requires it includes estimating manpower
requirements recruitment selection
training and development performance
appraisal promotion Career Planning and
compensation of employees again I repeat
it's a process staffing is not a
one-time activity it is a continuous
process in any organization when I say
that it is a process like I have said in
earlier chapters also that if it is a
process it is going to require a series
of steps to be performed okay now number
one coming to the process of staffing
number one okay before I start with the
process one thing that I have said in
the previous chapters also that to start
up an organization right we need men
material capital e bilasa technology sub
K passe Mogi TK passes of Kappa semoga
throb of the Autobot come so the only
thing that gives an competitive edge to
any organization is its human resource
that is the kind of people who are
working in the organization
TK whoa a competitive edge daga up go
against the other organizations if you
have a well motivated workforce right
who are inclined to perform better or
who are inclined to better their
performance every single day the
definitely you there is no stoppage for
you right you are definitely going to
excel as compared to your competitor so
it gives you a competitive edge so
therefore it becomes very important to
perform this function of staffing very
carefully to make sure that you choose
the right people okay who are cut out
for the job that you are looking for
right now coming to the process of
staffing first step in the process of
staffing is that of estimating the man
part requirement came you Jake Keeton a
are the beach ahi how many people do I
need to hire for the organization right
now this particular step is again
divided into two parts workload analysis
and work force analysis take a hum nage
ups organising cast at perform Kia Homme
neige pure organization structure pique
ache organization structured vinalia
that there is going to be a managing
director or there is going to be a
president whose cabe as a vice president
vice-president Chabad divisional heads
divisional heads can reach high on your
departmental heads departmental heads k
pass any charge nkrk another manager
area sales managers are not right so I
have prepared a complete structure fine
so on the basis of that structure I can
find out what is the exact number of
employees that I need to employ in my
organization ticket what is the exact
number of employees that I need to hire
right
then comes work force analysis work
force analysis meaning to find out what
is the present number of employees that
I have in my organization this means the
total number of employees that are that
I need to hire in my organization right
or the total number of employees
required by an organization this is the
present number of the employees who are
working in the organization right the
difference between work load and
workforce analysis is going to give you
the number of employees that you are
required to hire how many more number of
employees you are required to hire but
for a new enterprise it will only need
to do this that is workload analysis
work force analysis
octa why because a bit of a new
enterprising it hardly has any number of
employees hire Carnahan be right
so workload analysis - work for workload
a comparison of workload analysis and
workforce analysis is going to give you
a number it is going to give you the
number of employees that are you that
you are required to hire or Kitana
employees I may hire contain the local
compare canopy have a patapata second
step is that of recruitment now
recruitment is nothing else but it is a
process of motivating people okay
motivating people to apply for the job
positions existing in an organization
right you motivate them to apply for the
job positions which are there in your
organization you look out for people
find who are willing to work in the
organization and then you motivate them
to you stimulate them to apply for the
job positions which are there in the
organization again recruitment this
we'll discuss later end length but there
can be recruitment can be done either
internally or externally internal
sources of recruitment or external
sources of recruitment okay after people
have applied for the job positions
ticket after people have applied for the
job position next steps come step that
comes is selection take a job go vacant
cynical tears in the paper right in the
newspaper Haute on a situation we can't
call them right you have let's say
school scale yatha advertising for
marketing different categories name what
is that that is a step of recruitment
right now what we do is how my passport
sorry applications are that there is
vacancy go they keep all sorry
applications are nothing up you see a
glass step cava key moujik own
applications may say select conahey best
possible candidate who is well suited
for the job position for which I have
given an advertisement right again
selection is not a one-time act right it
is a series of step which is where it
includes a series of step which are to
be performed right now first step in the
process of selection is screening ticket
Tujunga cottage it inhibitors
you may Samara pass ahead we screen to
through all the resumes keeping in mind
the requirements of the job keeping in
mind the requirements of the job the
Jobi resumes midgel attacking a fit
negging head yeah in Cape has required
experienced knee in Cape us required
qualifications neon comb reject cut with
them moon come up late database
mentality which can be used later for
some other job position right that is
called your preliminary screening ticket
escape bug Joe but Java right who's
Kaiba German a select key a after
preliminary screening right for them I
conduct selection tests right for them I
conduct selection tests to measure their
aptitude intelligent and personality etc
right now there is a different test for
a different kind of a job like
intelligent tests intelligence tests are
conducted to test the intelligent IQ
level intelligent quotient come check on
achillea intelligent Tesla they're right
like when I had applied for a job in a
school right I was supposed to be
sitting for a test take a subject
excellence test I had to sit for a test
right yo keepeth Iraqi weather do I have
I mean how good how what is the kind of
subject knowledge that I have clear
second is your aptitude test aptitude
test means the candidates ability to
learn new skills right does the
candidate have the aptitude of learning
new skills or not clear then comes your
personality test it talks about the
personality makeup of a person right how
emotionally emotional questioned busca
home desk okay with personality tests
right that what is a panco situations
they them okay uh if this is a situation
then what is going to be your reaction
how are you going to be handling this
situation right like as if I am a
teacher and I am given a situation that
you are teaching and in the middle of
the class to students is start to fight
what is going to be your reaction now
what my response to this question is
going to be that is going to decide mess
up that is that is going to give them a
clue that what kind of a person I am
whether I am patient or I am impatient
right
yamir a personality makeup unko judge
karna may help
that personality test right then comes
your trade test trade test is conducted
to know your the present skill okay that
you have fine agar that means our let's
say if I want to hire a computer
programmer muchos capella presents
killed Vic now that how good is he what
kind of knowledge does he have about the
job that he is applied for right then
last comes your interest test TK we need
to check on to the pattern of interest
fine or the kind of involvement that he
has okay for example if we talk about
these are your interior decorators TK
busco take up with him let ya into your
decorator common a groom there that okay
fine this is one room wherein I want to
have a showroom for let's say sport
shoes so what is the kind of a design of
kudos incur time the esata episkopos
design how many kya
so what are we going to check PK key
what is the kind what is the pattern of
his interest okay we judge the pattern
of his interest from the work method the
kind of the involvement that he has with
the work that that is what we are going
to judge then after this this was all
about selection sorry this was all about
your selection yes right based on these
two right preliminary screening map nice
shortlist ko schema the up in selection
test Kentucky selection test conductor
negative bad apne Pharaoh's miss a
shortlist Kia candidates
the third step in the process of
selection would be employment interview
right after selection tests have been
conducted it is followed by an
employment interview it is a in-depth
interaction of the employer with the
employee wherein an employer is travel
try to seek information that employee is
willing to provide thereafter this is
followed by reference check right
whenever you fill up an application for
a particular job it always has this
column for writing references meaning
key up Jobi of navarre maybethe are a ho
Kuzco home double-check is cigarette
right you give reference of some
well-known people it could be a
professor of a university like I'm
talking about my field when I applied
for a job in a school I gave the
reference of the principal of my
previous school that you can check my
records from the principal of the
previous school right how that how my
results have been how good or how bad I
have been right so Java PA reference is
lik theta up jaha PB 9 job Kelly apply
current the WAP key references cook
callback worth ahead USA Jean Nicolet
that how your past record has been TK
then selection decision based on that
based on your interview based on
selection test based on reference check
you make your final selection you make
your final selection that this is the
best candidate of the Lord right who is
best suited for the job position right
there after there will be a medical
examination now a medical examination
Java Kota
SNA kappa play doctor say Jackie sorry
test normal report later rocket they
they know you will have to go to a
doctor which has been prescribed by the
employer or employer who has been
prescribed by the employer and you will
have to get certain tests and medical
examination conducted right and if
everything is normal then a job offer is
made a job offer is made in the form of
an appointment letter to the job