Function of Management Video Lecture | Business Studies (BST) Class 12 - 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's going to
do it right now
basically after you have chalked out
your main organizational goals right
you've 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 you are looking for a teacher for
class eleventh and twelfth the kanpur
has act ahead basically just kept a sick
bachelor's degree home master's degree
home 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 ellegua job Kelly a
well-suited who
piqué if that person let's say our empty
turkey burger is that person has a
temperament problem who patient named
bill could be okay you say okay
attacking upper house at um
right but my Achy bar a cheese copper
has sacrum would say Barbara Birk will
coypu sky question from about irritate
who Jotham that mean 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 whose attack
is equally barmy samachar a Cossack like
a psychopath by repeat can make 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 another process of staffing it
require 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 stopping
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 Ebola the technology
sub K pass a muggy ticket passes of
Kappa Samoa throb asada through birth
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 take a vote 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 then
definitely you there is no stoppage for
you right you are definitely going to
excel as compared to your competitors 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
manpower requirement came you Jake Keith
na 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 kiya hum
Nebula organization structure pika ache
organization structure vinalia that
there is going to be a managing director
or there is going to be a president
whose ke baad a vice president
vice-president Chabad divisional head
divisional heads can reach high anger
departmental heads departmental heads k
pass any charge nkrk another manager
area sales managers on all 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 a total number of employees that I
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 workload and work
force 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 whoa
octa why because a bit of a new
enterprising it hardly has any number of
employees hire carne heavy 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 katana
employees I may hire karna in 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 taken
yup go vacant cynical tear in the paper
right in the newspaper what on a
situation we can't call them right you
have let's say school scale your thigh
advertising for marketing different
categories men what is that that is a
step of recruitment right now what we do
is come up as both sorry applications
are the thing whose vacancy go they keep
both sorry applications are getting up
you see a blast at cava T mu J own
applications may say select gonna have
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
you