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75 MCQs 50 Flashcards Unit 6 · 7 marks weightage Updated April 2026
Ch 6 · Unit 6 · Part A

Chapter 6: Staffing

Master the complete staffing process — from estimating manpower needs and recruiting candidates, to selection tests, training methods (on-the-job and off-the-job), and performance appraisal. A high-yield chapter for CBSE Class 12 Board exams.

▶ Practice Test — Ch 6 All BST Chapters

What is Staffing?

Staffing is the management function of filling and keeping filled positions in the organisation structure. It involves obtaining competent people, assigning them to appropriate roles, and continuously developing and retaining them. Staffing is a continuous process — positions keep arising due to promotions, resignations, retirements, and organisational growth.

Staffing is important because it ensures obtaining competent personnel, enables better performance through the right person–job fit, helps in growth by maintaining adequate human resources, facilitates the use of new technology through training, develops existing managers through appraisal and development programmes, and provides job satisfaction when people are well-matched to their roles.

What You'll Practise in This Chapter

Key Concepts at a Glance

Core Process
Staffing Process (8 steps) Manpower Estimation → Recruitment → Selection → Placement & Orientation → Training & Development → Performance Appraisal → Promotion & Career Planning → Compensation. Each step feeds the next in a continuous cycle.
Recruitment Sources
Internal vs External Internal (transfers, promotions): no cost, motivating, familiar — but limited choice. External (ads, campus, exchange, contractors, referrals, unions): fresh talent, wider choice — but expensive and slower. Choose based on role, urgency and skill requirements.
Selection
Selection Steps (8) Preliminary screening → Selection tests → Employment interview → Reference & background checks → Selection decision → Medical examination → Job offer → Contract of employment. Selection is a negative process — it rejects the unsuitable.
Selection Tests
4 Types of Tests Intelligence test (mental ability), Aptitude test (potential to learn), Personality test (traits: extraversion, stability), Trade/Proficiency test (existing skill). Key: aptitude = potential; trade = existing skill.
Training Methods
On-the-Job vs Off-the-Job On-the-job: apprenticeship, internship, job rotation, coaching — real work environment. Off-the-job: vestibule, classroom, case study, role play, programmed instruction, computer modelling — separate from workplace. Training = current job; Development = future growth.
Evaluation
Performance Appraisal Systematic evaluation of employee performance against set standards. Basis for: promotion decisions, identifying training needs, compensation adjustments, career planning. Not just an evaluation — a development tool.

Sample MCQs — Chapter 6: Staffing

1. Why is selection described as a 'negative' process?
  1. It creates negativity and dissatisfaction among employees
  2. It involves rejecting unsuitable candidates from the applicant pool ✓
  3. It costs more than recruitment and reduces overall motivation
  4. It discourages people from applying for jobs
Correct answer: B — Selection is called a negative process because its core activity is elimination — only candidates who meet all requirements are chosen, and the rest are rejected. This contrasts with recruitment, which is a positive process that encourages more people to apply and increases the applicant pool.
2. Vestibule training is an example of which type of training method?
  1. On-the-job training
  2. Apprenticeship training
  3. Off-the-job training ✓
  4. Job rotation
Correct answer: C — Vestibule training is an off-the-job method where the trainee learns in a simulated work environment (vestibule) that replicates the actual workplace using similar equipment, but away from the real production floor. It is preferred when trainee mistakes on the real job would be dangerous or disruptive to operations.
3. [Case-based] Meera applies for a bank job. After submitting her application, she takes a written test and then a face-to-face interview. After the interview, the bank calls her previous employer. The very next step after this call is:
  1. Preliminary screening
  2. Medical examination
  3. Selection decision ✓
  4. Job offer
Correct answer: C — The selection sequence is: preliminary screening → selection tests → employment interview → reference and background checks → selection decision → medical examination → job offer → contract of employment. After reference checks, the next step is making the selection decision (choosing the candidate), followed by medical examination and then the formal job offer.
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