Business Studies 3 Marks Question

• Employment interview All applicants who qualify in selection tests are called for an interview. Interview is formal face to face oral conversation between the employer and the applicant.
• Reference and background checks A candidate who is successful in the interview is required to give name and address of some references. The organisation checks the credibility of the candidate through reference checks
• Selection decision A final decision has to be made about the selection among the candidates who have cleared the interviews and reference checks.
• (ii) By setting up a manufacturing unit in the rural area of Orissa, Nishant wants to communicate following values to the society:
• Manufacturing bags from the waste material, will help in reducing pollutants from the environment and will also reduce wastage.
• Giving equal opportunities to men and women, will increase the standard of living of rural area labourers.

• Placement and orientation In this step, employee occupies the position or is placed, for which he/she has been selected. After this a brief presentation about the company is given and employee is introduced to his superiors, subordinates and colleagues.
• Training and development In this step, training is imparted to the selected candidates, by which he/she can enhance his/her skills, knowledge and through this, one can also explore the opportunities.

(ii) By setting up a manufacturing unit in the rural area of Orissa, Sahil wanted to communicate following values to the society :

• Manufacturing bags from the waste material, will help in reducing pollutants from the environment and will also reduce wastage.
• Giving equal opportunities to men and women, will increase the standard of living of rural area labourers.

1. The step of staffing process which has not been performed properly is :
   Estimation of manpower requirements: It is the first step in the staffing process and is carried out with the help of workload analysis (assessment of the number and types of human resources necessary for the performance of various jobs and accomplishment of organisational objectives) and work force analysis (assessment of the number and type available).
2. The next two stages immediately following the step Estimation of manpower requirement are as follows :
   • Recruitment: Recruitment may be defined as the process of searching for prospective employees and stimulating them to apply for jobs in the organisation.
   • Selection: Selection is the process of choosing the best candidate from a pool of applicants.

1. Co-partnership / stock option, which is a type of financial incentive, has been suggested by Mrs. Rajlaxmi to the CEO of the company.
2. The two other financial incentives are described below:
   • Retirement Benefits: An organisation may provide several retirement benefits to its employees after their retirement such as provident fund, pension and gratuity which provide financial security. These benefits serve as an incentive when they are in service in the organisation.
   • Perquisites: In many companies perquisites and fringe benefits are offered over and above the salary such as car allowance, housing, medical aid, and education to the children etc.

• Recruitment: Recruitment may be defined as the process of searching for prospective employees and stimulating them to apply for jobs in the organisation.
• Selection: Selection is the process of choosing the best candidate from a pool of applicants.
• Placement and Orientation: Placement refers to the process of giving the charge of the job for which the employees have been appointed. Orientation may involve a series of activities related to introducing the new employee to other employees and familiarising him with the rules and policies of the organisation. Moreover, he is taken around the workplace and made aware of the fire safety policy, canteen, conference room etc.

1. The ‘Staffing’ function of management is being performed by the firm.
2. Recruitment is the concept used by the firm to attract more workers to the firm.
   The firm is planning to use the external source of recruitment i.e ‘Recommendation of present employees’ to attract more workers to the firm.
3. The two values that are being followed by Jacob Bros are :
   • Generating employment
   • Optimum utilisation of resources.

1. Better career: Training leads to better career opportunities for the employees as it helps to improve their skills and knowledge of doing the job.
2. Increased earnings: Training leads to increased performance by the employees thereby helping them to earn more.
3. Increased efficiency: Training makes the employees more efficient in handling machines and less prone to accidents.
4. Improved motivation: Training increases the satisfaction and morale of employees thereby motivating them to work with greater enthusiasm.

1. The function of management being referred to in the above lines is ‘Staffing’.
2. Recruitment is the step in the staffing process which is being discussed in the above paragraph. Recruitment may be defined as the process of searching for prospective employees and stimulating them to apply for jobs in the organisation.
   The various sources of recruitment mentioned in the above paragraph are:
   Aman: Recommendation of present employee.
   Benu: Advertisement in newspaper Vaibhav: Campus recruitment.

1. Qualified Personnel: By using external sources of recruitment, the management can attract qualified and trained people to apply for vacant jobs in the organisation.
2. Wider Choice: When vacancies are advertised widely, a large number of applicants from outside the organisation apply. The management has a wider choice while selecting the people for employment.
3. Fresh Talent: The present employees may be insufficient or they may not fulfill the specifications of the jobs to be filled. External recruitment provide wider choice and brings new blood in the organisation.

1. External source of recruitment i.e. Labour contractor has been used by Yellow Security Services Ltd.
2. One disadvantage of the external source of recruitment is that the new employees may take longer time to settle in the organisation.
3. The basic physiological needs of the security guards are being fulfilled by the company.
4. The two values that are being communicated to the society are
   • Reliability /Dependability
   • Generating employment opportunities

1. The next two steps that Sahil has to follow in the staffing process after selecting the above heads are :
   • Placement and Orientation: Placement refers to the process of giving the charge of the job for which they have been appointed. Orientation may involve a series of activities related to introducing the new employee To other employees and familiarising him with the rules and policies of the organisation. Moreover, he is taken around the workplace and made aware of the fire safety policy, canteen, conference room etc.
   • Training and Development: Organisations either have in-house training centres or make alliances with training and educational institutes. This is done to ensure con¬tinuous learning of their employees and in order to strengthen their competencies for both present and future jobs. This helps to motivate them and enables them to perform better and contribute more towards the realisation of the organisational effectiveness and efficiency.
2. The two values that Sahil wants to communicate to the society by setting up this manufacturing unit are :
   • Generating employment opportunities
   • Gender equality

1. The next three steps to be followed by Prashant in the staffing process after advertising for the above vacancies are as follows :
   • Selection: Selection is the process of choosing the best candidate from a pool of applicants.
   • Placement and Orientation: Placement refers to the process of giving the charge of the job for which they have been appointed. Orientation may involve a series of activities related to introducing the new employee to other employees and familiarising him with the rules and policies of the organisation. Moreover, he is taken around the workplace and made aware of the fire safety policy, canteen, conference room etc.
   • Training and Development: Organisations either have in-house training centres or make alliances with training and educational institutes. This is done to ensure continuous learning of their employees in order to strengthen their competencies for both present and future jobs. This helps to motivate them and enables them to perform better and contribute more towards the realisation of the organizational effectiveness and efficiency.
2. The two values that Prashant wants to communicate by setting up this manufacturing unit are:
   • Optimum utilisation of resources
   • Rural development.

1. It avoids wastage of efforts and money by systematic learning of skills.
2. It enhances employee productivity leading to higher profits.
3. It equips the future manager who can take over in case of an emergency.
4. It reduces absenteeism and employee turnover by increasing employee morale.
5. It helps in obtaining an effective response to a fast changing environment.

1. Staffing function helps in discovering and obtaining competent personnel for various jobs.
2. Staffing ensures the continuous survival and growth of the enterprise through the succession planning for managers.
3. Staffing helps to ensure optimum utilization of the human resources. By avoiding overmanning, it prevents under-utilisation of personnel and high labour costs. At the same time it avoids disruption of work by indicating in advance the shortages of personnel.

1. Background checks: After the individual clears the interview, the organisation may ask for references such as from previous employers or other known persons. The references are then used to cross-check the information provided by the candidate.
2. Selection decision: When the candidate clears the tests and interviews, the final selection is done.
3. Medical examination: Some organisations may also conduct a medical examination, and the job is offered only when they are declared medically fit by a medical practitioner.

1. The internal and external sources of recruitment used by Senor Enterprise Ltd. to fill up the above stated vacancies are stated below:
   • The vacancy for the post of Human Resource Manager has been filled up through Promotion.
   • The vacancy for the post of Marketing Head has been filled up through the Placement Agencies and Management Consultants.
   • The vacancy for the post of Assistant Manager has been filled up through Casual Callers.
2. The relative merit of each of the internal and external sources of recruitment used by Senor Enterprise Ltd. to fill up the above stated vacancies are stated below:
   • Promotion: It boosts the morale of not only the employee who is promoted but also of other employees as they get an assurance that their competence will also be recognised in due course.
   • Placement Agencies and Management Consultants provide specialised services to the organisations to recruit technical, professional and managerial personnel at middle and top level.
   • Casual Callers as a source of recruitment reduces the cost of recruiting workforce in comparison to other sources.

1. The supervisor may provide Vestibule training to the workers in order to enable them handle their work independently.
   Vestibule training is a popular method for providing off the job training during which the trainees learn their jobs on the equipment they will be using at their actual work place. This is usually done when employees are required to handle sophisticated machinery and equipment.
2. The benefits of imparting training to the employee are as follows:
   • Better career: Training leads to better career opportunities for the employees as it helps to improve their skills and knowledge of doing the job.
   • Increased earnings: Training leads to increased performance by the employees thereby helps them to earn more.
   • Increased efficiency: Training makes the employees more efficient in handling machines and less prone to accidents.

1. The next three steps to be followed by Nishant in the selection process after giving an advertising and short listing ten candidates per post after conducting different selection tests are as follows:
   • Employment Interview: It is a face-to-face interaction between the interviewers and prospective candidate. It involves a formal, in-depth conversation that is conducted to evaluate the applicant’s suitability for the job.
   • Reference and Background Checks: At the time of filling up of the job application form,the prospective candidates are required to provide names, addresses, and telephone numbers of references for the purpose of verifying information and gaining additional information about him/her.
   • Selection Decision: The final decision about the selection is made from among the candidates who pass the tests and interview.
2. The two values that Nishant wants to communicate to the society by setting up this manufacturing unit are:
   • Rural development
   • Gender equality

1. The next three steps that Harish has to follow in the staffing process after selecting the heads of different departments are as follows :
   • Placement and Orientation: Placement refers to the process of giving the charge of the job for which they have been appointed. Orientation may involve a series of activities related to introducing the new employee to other employees and familiarising him with the rules and policies of the organisation. Moreover, he is taken around the workplace and made aware of the fire safety policy, canteen, conference room etc.
   • Training and Development: Organisations either have in-house training centres or make alliances with training and educational institutes. This is done to ensure continuing learning of their employees and in order to strengthen their competencies for both present and future jobs. This helps to motivate them and enables them to perform better and contribute more towards the realisation of the organizational effectiveness and efficiency.
   • Performance Appraisal: It is a process of evaluating the worth of an employee to the organisation. It may be done in both formal and informal way. The process performance appraisal includes defining the job, appraising performance and providing feedback.
2. The two values that Harish wants to communicate to the society by setting up this manufacturing unit are :
   • Rural development
   • Sustainable development

1. Job rotation is the type of training which ‘Food Darbar’ provided to its employees. It is a method of on-the-job training
2. The difference between Training and Development is given below :
   

   S.No.	Basis	Training	Development
   1.	Meaning	It is a process of increasing knowledge and skills.	It is a process of learning and growth.
   2.	Purpose	It is to enable the employee to do the job better.	It is to enable the overall growth of the employee.
   3.	Scope	It is a job oriented process.	It is a career oriented process.

1. Internship Training is the type of training which Anushka has been asked to undertake. It is a joint programme of training in which educational institutions and business firms co-operate. The learners carry on with their regular studies for the prescribed period. They also work in some factory or office to acquire practical knowledge and skills related to their specific field of expertise.
2. Vestibule training is a popular method for providing off-the-job training. The term ‘vestibule’ means duplicate or replica. Under this method, the trainees learn their jobs on the equipment they will be using at their actual work place. The training is conducted away from the actual work floor at a place where actual work environments are created in a class room and employees use the same materials, files and equipment. This is usually done when employees are required to handle sophisticated machinery and equipment.

1. Recruitment: Recruitment may be defined as the process of searching for prospective employees and stimulating them to apply for jobs in the organisation.
   “she aims to attract the best people”
2. Selection: Selection is the process of choosing the best candidate from a pool of applicants.
   “Sunidhi believes that the success of the company can be achieved mainly through the people it chooses to employ.”
3. Training: Training helps to upgrade the knowledge and skills of the employees so that their ability to perform in the present job can be enhanced.
   “..provides them innumerable opportunities to enhance their knowledge and skill relevant to their position.”

1. Campus Recruitment is the source of external recruitment adopted by the company.
2. The advantages of using the external sources of recruitment are stated below :
   • Qualified Personnel: Through the external sources of recruitment,the management is able to attract qualified and trained people to apply for the vacant job positions in the ^manisation.
   • Wider Choice: As the vacancies are advertised widely a large number of applicants from outside the organisation are likely to apply. This gives the organisation a wider choice while selecting the people for employment.
   • Fresh Talent: The organisations cannot fulfil all the vacancies from within the organisation. Therefore by using the sources of external recruitment they get a wider choice and it brings new blood into the organisation.

1. The two sources of external recruitment being used by the NGO ‘Sarthak’ are as follows :
   • Web Publishing:”The website of ‘Sarthak’ provides a link to a Careers site wherein the people desirous of joining the NGO can use simple Job Search to find the right opportunity for themselves”
   • Casual Callers: “The NGO also keeps a database of unsolicited applicants in its office so that job seekers may be notified of future opportunities when they arise.”
2. The two values that Srija wants to communicate to the society are:
   • Environment sustainability .
   • Responsibility.

1. Deeksha is able to overcome the semantic barriers by ensuring that all the call centre representatives are well versed with the local languages.
2. The benefits of training to an organisation are as follows :
   • Training imparts systematic learning to employees thereby helping to avoid wastage of efforts and money. It is considered better than the hit and trial methods.
   • It increases the employees’ productivity both in terms of quantity and quality, leading to higher profits.
   • Training increases the morale of the employees and reduces absenteeism and employee turnover.
3. The two values that the firm wants to communicate to the society are :
   • Women empowerment
   • Humanity.

1. Induction training is being referred to in the above lines.
2. The various types of human needs of the new employees that are being fulfilled by Anuroop through induction, training are stated below:
   • Basic Physiological Needs: These needs are most basic in the hierarchy and are linked to primary needs like hunger, thirst, shelter etc. “they are given details about hours of work, holiday requests, sickness procedure, dress code, lunch arrangements etc.”
   • Safety/Security Needs: These needs offer security and protection from physical and emotional harm. “They are also familiar with the organisation’s policies and procedures, including complaints and dispute resolution, sexual harassment, emergency exits and evacuation procedure.”
   • Affiliation/Belonging Needs: These needs refer to affection, sense of belongingness, acceptance and friendship. “Whenever the firm hires any new employees, on the first day of their joining, they are welcomed to the organisation.”

1. Staffing is the function of management that has been overlooked by Nakul.
   Staffing is the process of manning the roles designed into the organisational structure. It is concerned with obtaining, utilising and maintaining a satisfactory and satisfied work force. –
2. The importance of the staffing function of management is described below:
   • It helps in discovering and obtaining competent personnel for various jobs within an organisation.
   • By putting right person on the right job, it leads to a higher performance of the employees.
   • It ensures the continuous survival and growth of the enterprise through the succession planning for managers.
   • It helps to ensure optimum utilisation of the human resources. By avoiding over manning, it prevents under-utilisation of personnel and high labour costs. At the same time it avoids disruption of work by indicating in advance the shortages of personnel.
   • It improves job satisfaction and morale of the employees through objective assessment and fair rewarding for their contribution.

1. Staffing is the function of management which is being referred to in the above lines. The managerial function of staffing is concerned with obtaining and maintaining a satisfactory and satisfied workforce.
2. The step in the process of staffing which has already been carried out is Estimating manpower requirements.
   Estimating the Manpower Requirements: It is the first step in the staffing process and is carried out with the help of workload analysis (assessment of the number and types of human resources necessary for the performance of various jobs and accomplishment of organisational objectives) and work force analysis (assessment of the number and type available).
   The next three steps to be performed after estimating manpower requirements are described below:
   • Recruitment: Recruitment may be defined as the process of searching for prospective employees and stimulating them to apply for jobs in the organisation.
   • Selection: Selection is the process of choosing the best candidate from the pool of applicants.
   • Placement and Orientation: Placement refers to the process of giving the charge of the job for which they have been appointed. Orientation may involve a series of activities related to introducing the new employee to other employees and familiarising him with the rules and policies of the organisation. Moreover, he is taken around the workplace and made aware of the fire safety policy , canteen, conference room etc.

1. It is concerned with recruitment, selection and development of employees.
2. It ensures that every employee makes his maximum contribution to the achievement of organisational goals.
3. Human resource personnel acts as an important link between managers and workers.

1. Interview helps to provide additional information about the candidate's level of aspiration, motivation and attitudes about work.
2. Interview is a good tool of verifying the information obtained from application blank and tests.
3. It is a means of providing accurate information about the job and the Organisation.

1. Training improves skills and knowledge of the employees, which leads to better career of the employees.
2. Training makes employee more efficient to handle machines thus, less chances of accidents.
3. Training increases the satisfaction and morale of employees and thus, builds confidence in them.

1. It provides only limited choice, i.e., candidates are available within the organisation only.
2. It is not able to satisfy the complete needs of the organisation in respect of technicality and qualitative approach.
3. It restricts the organisation from overall development.
4. The existing staff of the organisation is not able to exploit their potential due to lack of competition and in cases may be underutilised and underpaid in case of internal sources of recruitment.

1. Classroom lectures/ conferences The lecture or conference approach is well adapted to convey specific information, rules, procedures or methods. The use of audio visuals or demonstrations can often make a formal classroom presentation more interesting and help in clarifying difficult points.
2. Films It can provide information and demonstrate those skills that are not easily represented by other techniques. If used alongwith conference method, it becomes more effective.
3. Case study taken from actual experiences of organisation Cases represent an accurate figure of real life problems that managers have faced. Trainees study the cases to determine problems and analyse causes, develop alternative solutions, select the best alternative and implement it.
4. Computer modelling It simulates the work environment by programming a computer to imitate some of the realities of the job and allows to take experience of real life situations, without incurring high risk or cost.
5. Vestibule training Employees learn their jobs on the equipment they will be using, but the training is conducted away from the actual work floor. Actual work environments are created in a class room and employees use the same materials, files and equipment. This is usually done when employees are required to handle sophisticated machinery and equipment.
6. Programmed instruction In this method, information is broken into meaningful units and arranged in a logical and sequential learning package. The trainee goes through these units by answering or filling the blanks, from simple to complex.

1. Desire to build up for future, a competent team of successors.
2. Managers desire to ensure the proper and successful functioning of the department with the help of competent staff.

1. A skilled interviewer can draw out the relevant information since it provides a valid sample of the applicant's behaviour.
2. The interviewer can uncover clues to the applicant's motivation and his attitude towards himself and to the kind of situation he finds troublesome.
3. By getting the applicant to talk about himself, the interviewer can assess the candidate's level of aspiration.

1. To maintain a record of each employee's performance for the purpose of determining the wage structure, salary level and compensation package.
2. To analyse the strength and weaknesses of current employees and placing the right man on the right job.
3. To identify employees who have the potential for future growth and advancement.
4. To provide feedback to the employee about his performance level so that he can take adequate steps to develop himself.
5. To serve as a basis for improving or changing behaviour towards some more effective working habits.
6. This continuous monitoring of the performance or periodic evaluation is aimed at retaining promotional and training policies.

1. It results in improved performance in terms of quality as well as quantity.
2. It leads to reduction in chances of accidents.
3. It facilitates systematic learning, resulting in reduction in wastage of resources.
4. It helps to build up morale and motivation of the employees.

1. Organisations need human resource planning to meet the demands of changing job requirements due to changes in technology.
2. All the people available in the market are not equally eligible and may not be suited to the requirements of a given job position.