Staffing
Staffing is filling positions with competent people and keeping them satisfied. It includes manpower planning, recruitment, selection, placement, training, appraisal, promotion and transfer. The exam tests recruitment sources, the selection process, and training methods.
Recruitment
- Internal sources: promotion and transfer - cheap, motivating, but limited.
- External sources: campus recruitment, advertisements, employment exchanges, private consultants, recommendations, web portals - wider choice but costlier and slower.
Selection
Selection is a negative process that rejects unsuitable candidates: preliminary screening → application form → selection tests (aptitude, trade, personality, interest) → interview → reference check → medical examination → appointment letter.
Training and development
- Training improves skills for the present job; development prepares for future responsibilities.
- On-the-job: apprenticeship, coaching, internship, job rotation.
- Off-the-job: vestibule training, classroom lectures, conferences, case study.
Worked example
A garment unit needs five tailors. It first offers transfer to two existing employees (internal, quick, motivating). For three new posts it advertises (external) and screens 40 applicants. It uses a trade test to check stitching speed, interviews for teamwork, then gives a two-week vestibule training on new machines before placement. Appraisal after three months decides confirmation.
Traps
Do not treat recruitment and selection as the same: recruitment attracts candidates, selection chooses. Training is not the same as development. Internal sources are not always better; they may limit fresh talent. Selection is not a positive process.