Staffing: Recruitment, Selection, Training, Performance Appraisal and Career Planning Questions

Question 1

Define staffing.

Accepted Answer

Staffing is the managerial function of acquiring, developing and maintaining human resources so that the organisation has the right people for the right jobs.

Question 2

What is recruitment?

Accepted Answer

Recruitment is the process of searching for and attracting prospective candidates to apply for jobs in an organisation.

Question 3

What is selection?

Accepted Answer

Selection is the process of choosing the most suitable candidate from the pool of applicants for a job.

Question 4

What is induction?

Accepted Answer

Induction (orientation) is the process of introducing a new employee to the organisation, job duties, rules, culture and colleagues.

Question 5

What is training?

Accepted Answer

Training is a planned programme to improve employee knowledge and skills for better performance in the present job.

Question 6

What is performance appraisal?

Accepted Answer

Performance appraisal is the systematic evaluation of an employee’s performance against predetermined standards to provide feedback and basis for decisions.

Question 7

Differentiate between recruitment and selection.

Accepted Answer

**Recruitment** is the process of **searching and attracting** candidates to apply, while **selection** is the process of **choosing the most suitable** candidate from applicants.

| Basis | Recruitment | Selection |
|---|---|---|
| Nature | Positive (adds applicants) | Negative (rejects unsuitable) |
| Objective | Create a pool of candidates | Pick the best candidate |
| Outcome | More applications | Final appointment |

Thus, recruitment builds the choice set; selection makes the final choice.

Question 8

Explain sources of recruitment (internal and external).

Accepted Answer

Sources of recruitment are:

- **Internal sources**: promotion, transfer, employee referrals.
- **External sources**: advertisements, campus recruitment, employment exchanges, placement agencies, online portals.

| Source | Merits | Limitation |
|---|---|---|
| Internal | cheaper, motivates, known performance | limited choice |
| External | wide choice, new ideas | costly, adjustment needed |

Organisations often use a mix depending on job level and urgency.

Question 9

Explain the steps in selection procedure.

Accepted Answer

Common **steps in selection** are:

1) **Preliminary screening** of applications.
2) **Employment tests** (aptitude/skill/personality) and **interviews**.
3) **Reference/background checks** and **medical examination**.
4) **Final selection** and appointment letter.

Flow (write/draw): Screening → Tests → Interview → Verification → Medical → Appointment

Question 10

Explain on-the-job and off-the-job training methods. (Any two each)

Accepted Answer

**On-the-job training** is given at the workplace while doing the job (e.g., **job rotation**, **coaching**, apprenticeship). **Off-the-job training** is given away from the workplace in a learning environment (e.g., **lectures**, **case studies**, role play, simulation).

| Type | Where | Examples |
|---|---|---|
| On-the-job | Workplace | job rotation, coaching |
| Off-the-job | Training room | lecture, role play |

Both methods improve skills; selection depends on job nature and cost/time.

Question 11

Explain the importance of performance appraisal.

Accepted Answer

Performance appraisal is important because it:

- Provides **feedback** to improve performance.
- Identifies **training needs** and skill gaps.
- Acts as basis for **promotion**, increments and rewards.

It also supports career planning by identifying potential employees for future roles.

Question 12

Explain career planning and state its benefits. (Any three benefits)

Accepted Answer

**Career planning** is the process of identifying an employee’s abilities and aspirations and matching them with organisational opportunities to plan future growth.

Benefits (any three):
- Improves **employee motivation** and commitment.
- Reduces **turnover** by showing a clear growth path.
- Helps create future **managers/leaders** (succession planning).

| Benefit area | Result |
|---|---|
| Employee | motivation, retention |
| Organisation | leadership pipeline |

Thus, career planning benefits both employees and the organisation.

Question 13

Explain the staffing process with a flowchart.

Accepted Answer

The **staffing process** ensures continuous supply and development of competent employees.

### Steps
1) **Manpower planning**: estimate manpower requirement and available supply.
2) **Recruitment**: attract candidates through internal/external sources.
3) **Selection**: choose best candidates using tests and interviews.
4) **Placement & induction**: place on job and orient to organisation.
5) **Training & development**: build skills for present and future roles.
6) **Performance appraisal**: evaluate performance and give feedback.
7) **Promotion/transfer & career planning**: growth path and succession.

### Flowchart (draw in exam)
Planning → Recruitment → Selection → Placement → Induction → Training/Development → Appraisal → Career planning

### Conclusion
Effective staffing reduces turnover, improves productivity and builds future managers for organisational growth.

Question 14

Differentiate between training and development. Give examples.

Accepted Answer

**Training** focuses on improving skills for the **present job**, whereas **development** focuses on long-term growth for **future roles**.

### Differences
| Basis | Training | Development |
|---|---|---|
| Focus | Present job performance | Future managerial roles |
| Nature | Short-term, specific | Long-term, general |
| Example | Machine handling training | Leadership development programme |

### Why both are needed
- Training improves **current productivity** and reduces errors.
- Development prepares employees for **promotion** and organisational growth.

### Conclusion
A good HR system balances both so that the organisation performs well today and has capable leaders for tomorrow.

Question 15

Explain performance appraisal methods (any three) and state their merits/limitations briefly.

Accepted Answer

Performance appraisal can be done using various **methods**. Any three are:

1) **Rating scale method**: employee is rated on traits/criteria (quality, punctuality, teamwork).
2) **360° feedback**: feedback from **superior, peers, subordinates, self** (and sometimes customers).
3) **MBO-based appraisal**: performance evaluated against agreed **objectives/targets**.

| Method | Merit | Limitation |
|---|---|---|
| Rating scale | simple and quick | may be subjective/bias |
| 360° feedback | holistic view | time-consuming, needs maturity |
| MBO | goal clarity, measurable | difficult when goals are unclear |

### Conclusion
A good appraisal system should be transparent, objective and linked with training and rewards.

Basis	Recruitment	Selection
Nature	Positive (adds applicants)	Negative (rejects unsuitable)
Objective	Create a pool of candidates	Pick the best candidate
Outcome	More applications	Final appointment

Staffing: Recruitment, Selection, Training, Performance Appraisal and Career Planning

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