Learn CBSE Business Studies Index Terms for Class 12, Chapter 6 Including Definitions and Meanings
1. Staffing – Staffing is a management function that involves hiring candidates suitable for the organisation by evaluating their skills and knowledge and offering specific roles as per their skill set. It is involved in the fulfilment of human resource requirements for an organisation.
In other words, staffing is an activity of enrolling the employees by assessing their knowledge and abilities, prior to extending them explicit employment opportunities or jobs accordingly. A staffing model is an informational collection that records work activities, the number of work hours required, and how much time is spent on the operating activity by an employee.
2. Personnel Management – Personnel management compacts with the managerial function of estimating and tabulating human resources needed for meeting organisational goals through people at work and their relationships with each other.
Edwin B. Flippo states – “Personnel Management is the planning, organising, directing, and controlling of the procurement, development, compensation, integration and maintenance and separation of personnel to the end that individual, organisational and societal objectives are accomplished.”
3. Human Resource Management – Human resource management is the strategic way to deal with the efficient and effective management of individuals in an organisation or a company to such an extent that they help their business gain a competitive advantage. It is intended to amplify representative execution with the assistance of a business’s strategic targets.
4. Recruitment – Recruitment is concerned with the most common way of distinguishing, drawing in, interviewing, choosing or selecting, recruiting, and onboarding employees. As such, it includes everything from the identification of a staffing need to filling it.
In other words, recruitment is the process of searching for and hiring the right person for the job. It can also be said to be the process of finding potential candidates suitable for the job and convincing them to apply for the post.
5. Selection – Selection is a procedure to choose the appropriate candidates out of the numerous aspirants. It is a rigorous process as it involves various stages of tests and interviews. The selection process aims at getting the best out of the recruited pool so that work efficiency can be maximised.
6. Training – Training is one of the principal elements of human resource management. Training alludes to an orderly arrangement where employees are taught and shown matters of specialised information identified with their positions.
7. Development – Development is the process that involves the overall growth of an employee. The main focus of development is overall growth and is, therefore, more career-oriented. Development has a wider scope as it is focused on the development of the personality of the individual. Training is considered a part of the development process.
8. Performance Appraisal – Performance appraisal deals with the evaluation part of performance management. It involves the systematic evaluation of an employee with regard to their contribution to the organisation. Performance appraisal takes the behaviour, attitude, skillset and knowledge improvement, learning potential, and other factors into consideration.
In other words, performance appraisal is the process of assessment of the job performance of the employees by taking specific metrics into consideration by the supervisors or any other assigned team members.
It involves the comparison of the performance of an employee with their own performance and with the performance of the other employees over a specific period of time.
9. Assessment Tests – Assessment tests or pre-employment tests help to recruit managers to evaluate whether a candidate has what it takes, work style, information, knowledge, characteristics, and other traits to perform the job successfully. Organisations use assessment tests or pre-employment tests to pursue good hiring decisions, frequently during the early stages of the recruitment process. Assessment tests save hiring managers time while recruiting and guarantee they enlist the top qualified candidates and reduce the time and money spent on training and development of new team members.
10. Internal Sources of Recruitment – Internal sources of recruitment involve selecting an existing employee for a new position in the organisation. The way of recruiting is either through transfer or promotion. It is considered more economical because it saves time and money. The recruitment process is not that extensive as compared to external recruitment. There will be no expenditure on the training of employees, which is further cost-efficient.
11. Screening – Screening allows hiring managers to eliminate those candidates who do not fulfil the basic criteria and qualifications required for the job. This is done through preliminary screening by examining the information provided by the applicants in the application forms. These application forms may be in the form of online applications or paper applications. Along with this, preliminary interviews can also be conducted to bring out the facts which are not written in the application forms and thereby help in rejecting the misfits.
12. Tests – A test is a mechanism that helps in judging certain characteristics of the aspirants. These characteristics can be regarding skills, knowledge, intelligence, etc. Various forms of testing are the intelligence test, aptitude test, personality test, trade test, and an interest test.
They assess the individuals on different platforms and find out suitable candidates for the further selection process. For example, personality tests judge the candidate for characteristics such as maturity level, emotional control, etc. Similarly, trade tests examine the skill and knowledge of the individual.
13. Personal Interview – Personal interviews are an integral part of the selection process that includes conversations of the candidates with the managers. Herein, in-depth conversations are conducted to judge the suitability of the individual for the job. Sometimes, the individual may also seek information regarding the organisation in such interviews.
14. Background Checks – Once the individuals pass through the interviews, some organisations ask for references of other persons, such as previous employers and other known persons. From these references, the organisation aims at verifying the information provided by the candidate. Moreover, these references also act as a source of additional information about the candidate.
15. Selection Decisions – After the tests and interviews are completed, the final selection is made. The appropriate candidates are chosen by the concerned managers.
16. Medical Examination – Few organisations emphasise conducting a medical examination to check the health of the candidates. The job offer is given after they are declared fit by a medical practitioner.
17. Job Offer – A job offer refers to an appointment letter given by the organisation to confirm that the individual has been selected. Such a letter generally comprises such information as the date of joining and the time of reporting.
18. Employment Contract – Once the job letter is given, the candidates have to fill up some forms that are necessary for future reference. One such form is the attestation form which holds information about the candidates who are attested by them. Another document is the contract of employment. It comprises details such as salary, date, terms of joining, leave rules, working hours, and allowances.
19. Induction Training – Induction training refers to training provided to newly recruited employees that familiarise them with the workings of their organisation. In this way, new employees can easily adjust and become familiar with their tasks and responsibilities in an organisation.
20. Job Rotation – Job rotation is the practice of moving or shifting employees between different tasks within an organisation to promote experience and variety.
21. Apprenticeship – Under apprenticeships, new employees work as trainees under highly experienced supervisors or experts for a specific period of time. This training method is used in activities requiring a higher level of skills.
22. Internship Training – Technical institutions and organisations jointly impart training under internship training. The purpose of this training is to strike a balance between theoretical and practical knowledge of new employees.
23. Coaching – A new employee is made assistant to an experienced manager who acts as a coach wherein the employees observe the coach’s approach works and solves problems and guide the employees to find solutions to complex problems.
24. External Sources of Recruitment – Sources of recruitment refer to various modes of connecting with the job seeker to complete the task of finding potential employees. In simple words, external sources of recruitment are the medium through which communication regarding vacant positions is made aware to prospective candidates.
There are generally recognised as two sources of recruitment, which are internal and external sources. External sources of recruitment seek to employ candidates who have not been recruited anytime before in the organisation. The introduction of fresh talent among the workforce leads to the growth and development of the business.
We hope that the offered Business Studies Index Terms for Class 12 with respect to Chapter 6: Staffing will help you.
Related Links:
- Class 12 Business Studies Index Terms – Chapter 1: Nature and Significance of Management
- Class 12 Business Studies Index Terms – Chapter 2: Principles of Management
- Class 12 Business Studies Index Terms – Chapter 3: Business Environment
- Class 12 Business Studies Index Terms – Chapter 4: Planning
- Class 12 Business Studies Index Terms – Chapter 5: Organising
- Class 12 Business Studies Index Terms – Chapter 7: Directing
- Class 12 Business Studies Index Terms – Chapter 8: Controlling
- Class 12 Business Studies Index Terms Part II Chapter 1: Financial Management
- Class 12 Business Studies Index Terms Part II Chapter 2: Consumer Protection
