Staffing Class 12th | Class 12th Business Studies One Shot🎯| Chapter 6 BST | Vishwaas Batch

0:01 हेलो बच्चों तो कैसे हो आप सब उमीद करते हूं सभी बच्चे एकदम मास चकाज जबर्दस्त यहां पर होंगे मुझे पता ही कि आपके हाफ यह ली एक्जाम शो है यहां पर नजदीक आ चुके हैं सीबी एसे ने सांपल पेपर भी यहां पर अनौंस कर दिया है तो बोर � इसलिए Business Studies का एक खास चाप्टर जो है Staffing Chapter No.6 उसके One-Shot Video आप सभी के लिए मैं यहां पर लेकर आए हो वीडियो देखने से पहले एक important चीज है जो मैं आपको यहां पर बताना चाहूंगी यह वीडियो विश्वार सीरीज जो है आप सभी

0:47 के लिए 100% free of course यहां पर उपलब्ध download not done what you have done in the description. In the description below, you will search the app and search the one-shot series and the notes will be applied. So we start the staffing chapter here. If you see the staffing chapter, it is about 6 to 7 months. In this time, there is a little chapter wise weightage on this sample paper. I have already added a video. If you want to see which chapter is more than the question, which chapter is less than the video. In the last lecture, the chapter is already organized. लेक्चर कंप्लीट कर चुकी थी रादर यहां पर हमने पूरो और्गनाइजिंग चाप्टर जो है उसके

1:35 सारी कंसप्ट यहां पर डीटेल में कवर किये थे In the second chapter, there are two or three questions that are asked repeatedly in the exam. First of all, the important topic is the sources of recruitment. Which sources of recruitment is? Let us know. Tell us about the advantages and disadvantages. External sources identification comes to which external sources of recruitment is used. If you ask a repetitive question, there are questions on training. In most cases, I have done paper analysis. There are benefits of training. गिवन है उसके benefit to the organization बताओ या benefit to the employees बताओ यह यहाँ पर पूछा जाता है कभी-कभी methods of training के उपर भी question आता है कि इस particular case में training का एक method highlighted है कौन सा वो पहचानो और उसके explain करो But we will cover all these questions here.

2:23 First of all, we will understand the concept of staffing, where the meaning and definition are understood exactly what happens in staffing function. We will see what the managers do here. Followed by importance, which means significance. We will complete the staffing process here. This is an important question. It is also important in the process. Then we will come up on the sources of recruitment, which will be the internal and external sources. We will do the selection process. and test the topic of the topic and test the IQ test, aptitude test, trade test, separate questions come on it. After that, we will go to the topic of training and development, where there is training, what is development, what is the training methods, what is the benefits of training to the organization and employees, we will cover this in detail. By detail, we will clear all the concepts

3:11 in detail, there will be no loss here, you just have to do a job until the end. Let's start with the concept here. So first, what do you mean by staffing? If we talk about staffing, first of all, you have done your planning function of management here. Planning is the primary function. Management performs the planning function here. So what does the planning mean here? The company set the objective of the goal. For example, my goal is my goal. I have to increase my profit from 20% or 30%. I have to increase my revenue. I have to increase my sales. No one can do my goal, I will plan this goal first, what to do, when to do, how to do and who is to do. I thought, I thought, I made a plan, I will do this, I will do this, I will do this, I will do this, I will do this, I will do this, I will do this, I will do this, I will do this, I will do this,

3:57 I will do this, I will do this, I will do this, I will do this, I will do this, I will do this, after that, I needed resources, machinery, raw materials, tools, equipment, so I arranged all the resources here in the organizing function. I also have made an organization structure, which department can be in my company, which department can be in my company, which department can be in my company, which department can be in my company, which department can be in every department, which positions are in every department, I have decided. But, Baba, the human resource is important to work. What do you need to do? You have to take resources to work, but who will work? So, employees and workers will work. company in the vacant position where there is no employer worker to work

4:43 with the right person at the right place. This is the work of staffing. If we talk about staffing, if you see the simple words, then staffing means finding the right person for the right place at the right time. okay now right person at the right place means what? for example if you have a hotel you will find a chef in the hotel, not doctor now you have a hospital you will find a doctor in the hospital, not chef It means that in any position, when you have an employee to bring there, that employee and position should match the position. If you are a marketing manager in a company, you cannot put a person in finance, then you should match the position and the ability to match the position. The skills and talent and the position should match the position. The right person at the right

5:32 place, at the right time, who does this, does this staffing. Okay, the staffing definition is which is given by Nudes and O'Donnell. And in Nudes and O'Donnell's words, staffing means Manning the Organizational Structure. You will learn from God because it's a objective for many times. Dash function focuses on Manning the Organization Structure. So, manning the organization structure means what? If I read the organization structure, directly here is organizing function. But it's a wrong answer. Manning the organization structure means what happens here? So, when I talk about Manning the organization structure here, Manning the organization structure means that, see, you have made an organization structure

6:18 here. For example, if you have a company, like your company's name is ABC Limited. You have made a company in your company. In our example, we take two departments. Let us say, I have made a company in my company, which is a marketing department. Let us say the other department is called production department. Now I have decided that there will be various positions in marketing department and production department. Like there is a marketing department, there will be a manager, the other assistant manager. We will work under a team lead. And under different employees will work under different employees. ठीक है, यह तो आपने डिसाइड किया, कि

7:07 दो आपके departments होंगे, हर एक department में यह positions होगी, लेकिन सवाल ही होता है, कि marketing department का manager कौन होगा, assistant manager कौन होगा, तो यह कौन manager बनेगा, कौन assistant manager बनेगा, यह कौन तय करता है बटा, तो यह staffing यहाँ पे तय करता है, और इसलिए हम कहते है, कि staffing � organizational structure means this organizational structure we have built today and the positions are vacant, which is the benefit of the employees and workers? who do this? staffing here, manning means to fill those empty positions here, so that's why noots and noodonel's definition is necessary to study because if

7:57 a question comes, you should answer it easily So what does staffing in the notes or ordonald? Manning of the organizational structure and when manning is done, then proper selection, appraisal, development, etc. What does this mean? Look, there is one way to fill your vacant positions. Whatever you get the first time, you fill your positions. But it doesn't make such a work. To make an organization successful, if you achieve the goals and objectives, to get the most competent personnel who will work with the most competent, who will work with the competence, who will work with the skills and experience. And who do the work of finding? Staffing. If you are not the first person who gets the positions, he will not do this job. Staffing says that I have to fill

8:46 positions. But who is competent, skilled, experienced and talented, who are the company's goals, So, to do proper selection, to get interviews, to tell their work, to teach things, training, career growth opportunities, to decide their salary, to decide their wages, everything is doing staffing here. Okay, let's go. Next, we will fit to the next and which is your importance of staffing. Baba you say importance or feature, sorry, you say significance, both are one and the same. Sometimes a question comes, explain the various significance of staffing given in the above case, so say significance or importance? Your answer will be exactly the same here. Okay. So I will talk about importance or significance here. The first

9:36 point of importance is filling the roles by obtaining competent personnel. Which I have now understood here. Waking positions fill this staffing is undoubtedly. But when they fill the positions of vacant positions, it doesn't happen that whatever the first time they get or the first employee who has interviewed, we hired them, they give them a job. That is the best and the most competent position which can work well, which has expertise, experience, which can achieve company goals, they find such a way and find them and fill them the important vacant positions. Next importance is that placing the right person at the right place. As I told you, if I have two people, one is a chef who is an expert in

10:25 making food, in making food, in making food. The other one is a doctor who is an expert in treating patients. Now the other thing is that if a chef is in a hotel, and if there is a doctor, then it will be in a hospital. If we interchange it, if we put a chef in a hospital, and you put a doctor in a hotel, so what will happen? No. Similarly in an organization, when you fill positions, you match the requirements of positions and the talent of the talent. You match the requirements of marketing, that is the way you are expert in marketing. You are expert in finance. So the right person at the right place at the right time. Okay. Let's go.

11:10 Next, I'll say the next joke is growth of an enterprise. देखें बेटा कोई भी अगर बिसनेस है वो अपनी गोल्स अबजेक्टिव अच्छीव करके ग्रो करना, एक्स्पैंड करना, आगे बढ़ना और बड़े लेविल पर बिसनेस करना और इंकम जनरेट करना ये चीज़े तो हमेशा यहां पर चाहता है If there is a function that contributes to this growth, then it is the staffing. Because an organization achieves many goals, objectives, and generates income, it depends on its human resources and its work. If people are talented, efficiently, effectively, compete targets, then the company will achieve the goals, objectives, and the company will grow. So if people are not able to achieve the goals of the company, people efficiently work

11:58 here. Who sees all the staffs? So, the staffs are watching here. Next, that is optimum utilization of resources. When you talk about the staffs, there are two problems in staffing. Generally, the problem in a general company is known as overstaffing. What does overstaffing mean? If I say in simple words, it means to recruit more number of people than what is actually required. What

12:45 does this mean? I will tell you in simple words here. For example, let us say, for example, let us say, there is a bench in our classroom. Bench which we sit here and attend lectures in schools and desk are there. I am talking about the bench here. So the bench is in this way. I ignore my drawing and focus on the example. Let us say that in my classroom there is a bench here. Now this bench is to raise it and keep it on the side. If there is a function in class or event, I should have left the beach space. So I have to raise it on the side so that the beach space is left off. Now how many people need to raise the bench? If I have to raise the bench, then I have to raise the bench here. One

13:32 time I will put the bench here, and the other time I will put the bench here. Then I will put the bench on the side. Now for this work, which I have to do with the actual two people, काम के लिए मैं चार लोगों को लेकर आ गए कि बहई चार लोग है चारों लोग मिलकर ये बेंच को यहां पर उठाओ अब ये काम दो लोगों में हो सकता था लेकिन मैं चार लोगों को लेकर आए तो ज़रूरत से जाद लोगों को यहां पर लेकर आ गए जबकि दो लोगों म Now, in class, it's okay that 4 children are coming, so let's do it together, 2 children will be standing here, there is no difficulty. But if this is something in the company, 2 children, 4 children will take 4 children's salary

14:20 wages. Meaning, you can say that what will happen? Cost of the company will increase company's cost will increase, more salary, more wages, while in less people can be in less salary. So obviously there is a risk of company, which I should not do. Now what is the other problem companies, I know. So we call it understaffing. Understaffing means what does understaffing mean? So here, when I talk about understaffing, understaffing means To recruit less number

15:10 of people than what is actually required. That means, it means that it is less than people. Okay? It is a good thing for both companies. अब जैसे गर यहीं बेंच के एक्जामपल लेते हैं मानके चलो यह बेंच उठाने के लिए मैं एक व्यक्ति को यहां पे लेकर आ गई एक परसिन को यहां पे लेकर आ गई अच्छो एक व्यक्ति को लेकर आई उसको बुला भाई बेंच उठाओ ऐसे बीच से उठाके ऐसे सर If you have less people here,

15:59 work may not be completed on time. So in a way, if you talk about any organization, you have to lose over staffing or under staffing. तो कहने का मतलब यह है कि अगर दो लोगों की जरूरत है तो मेरे पास दो ही लोग होने चाहिए दो से ज्यादा तो भी दिक्कत है दो से कम तो भी दिक्कत है और इसलिए important है कि आप यहां पे optimum utilization of resources यहां पे करो तो optimum utilization of resources यहां पे क्या कहता है कि company में हम जब staffing करते है हम पहले check क

16:50 utilization of resources, the cost of people will not need to be more and less because of the cost of people, the company will not be able to get the work here or the efficiency and effectiveness will not be reduced. So, we keep this both ways and ensure that staffing is the optimum utilization of resources here. Okay? Let's go. The next question is helps in competing. In today's direction, no business is low. Airline industry low, telecommunication industry low, you have a manufacturer, no industry business. Every place is competition. If you have a burger, McDonald's, Burger King, KFC, other outlets are coming. If you have to survive in competition, you have to be the best in the market, who does it help? You

17:38 have to take your own machine, your competitor will also take your own machine. If you give offers, you will also give the competitor. If you have increased production, you will also increase the competitor. If you have a new variety, you will also take the new variety. Which is something that the competitor can't copy? So this resource is not copied by a competitor, which we call human resource. Your company's employees and workers. so that's why it's very important that you have competent, skilled, talented people who can help to compete with the company and become better with the competitors and that's why always keep the workers motivated and achieve goals for them is

18:24 very important to encourage them here next that is improved job satisfaction and morale of the employees what is the first thing about the morale? 1. Confidence So when you talk about staffing, you are giving a person the same job, the talent, the talent. If you give a person a pizza, you will do that job in the best way and if you do it, it will feel good and motivated by the mind. So the job satisfaction increases in this job and the person who is working in the company and motivated, the output and productivity also gets better. no one has any talent, if you have experience in a particular area, you will give him

19:13 another job, he will not do it properly, he will not do it, he will demotivated, he will be frustrated, he will never leave his job, remember this, so right person at the right place is very important here, which ensures staffing, okay? Next that is key to effectiveness of other functions. Okay, if you perform any other function of management, if you perform or planning, who will do it? People will do it. First, top management, middle level management, but people will do it. Organizing, structure, resources, who will do it? People will do it. Directing, people will give instructions, motivate, leader will become a leader, who will do it? People will do it. Saying this means that any other function of management, planning, organizing, staffing, directing, controlling, all the work is necessary to bring employees to the people

20:01 who can make plans, who can design organizational structure, who does this work, is staffing. So, when there is no staffing, people don't come from staffing, until the other function of management, you cannot perform here. So, the staff is very important in an organization. Human resources are very important here. Correct? Let's go to the next question. There is a relationship between staffing and HRM. Let's quickly complete this here. If you talk about staffing and HRM, there is a little understanding here that when you talk about staffing or HRM, HRM means Human Resource Management. When you talk about staffing and Human Resource Management, what difference is here? Look,

20:49 Human Resource Management is a broad concept. अगर आप इसको एक diagrammatic form में यहां पर represent करोगे तो यह कुछ इस तरीके से होगा कि staffing जो है it is a part of human resource management तो यसे लिए हम यहां पर क्या कहते हैं सबसे पहला important point यह होता है कि staffing is a part of HRM HRM का full form क्या होता है human resource management दूसरी सरूरी चीज, अगर आप दोनों को compare करोगे, तो staffing is a narrow concept and उसके comparison में अगर आप देखोगे, तो human resource management is a

21:41 broad concept. लेकिन अब सवाल आता है, ऐसा क्यों? why is the part of the staffing, why is the part of the human resource management, why is the broader concept, why is the staffing more narrow concept, so I will give you an example here. If you talk about staffing, then in staffing, recruitment, selection, training, performance appraisal, these things come here. But if you talk about human resource management, in comparison, there are more activities in human resource management, whether acquiring of employees or workers, their development, retain them, make them competitive, give them training, design policies, motivate them, design incentives, set targets. These are all the

22:30 work that human resource management does here. to bring a person into the organization and to make his retention that he is made in our organization constantly motivated and satisfied, if there is a problem, we give him training, learn work, we help him grow in his career, with the person who is the person who will give him a bonus, how much salary we will give him compensation, what he has done, how he has done his performance in the year, human resource management, who work in the company, make these rules, regulations, policies this is all human resource management. So in staffing, we do recruitment selection part of human resource management but it also does HRM's additional work. That's why we say HRM is a broader concept because there

23:17 are more activities and staffing is one of the parts here. If you talk about additional activities, which we do here in Human Resource Management, then an example here is a comparison between staffing and HRM. The first point is Human Resource Planning. Human Resource Planning means that I have exactly the need of people in my company and which skill set. Because if I don't know how many people is the need of people, I say that I have to randomly say that I have to take 10 or 20 people, then over-staffing or under-staffing can be done. And I have to avoid the problem. So when we plan human resource, we see exactly how many people need in our company, which department is in which, what skill set should be, according

24:03 to that, we take the human resource to the company. Next, that is employing people. Fill the vacant positions. To find the people who are capable of the position, the correct photo. Next that is career growth. If employees come to the company, they think that we will grow in the career, promotions, career growth. So, what way do employees give the opportunities of career growth here? What way do they design their career plans here? Training, etc. Next that is performance appraisal. Every year, an employee's performance check here. What we had given them, what targets were there, how good they did their work, how good they completed their targets. Their performance appraisal is here. right next that is motivation constantly employees to keep motivated to keep different incentives, bonuses, commissions

24:52 to be motivated to complete their goals and targets next here compensation every time how much salary, wages, bonuses, commissions will be to design these compensation plans for each person and different positions okay Next that is providing social security Social security means that employees have different medical insurance plans, accidental plans, that they feel secure here Next that is review and audit, people constantly review and audit that there is no policy wrong, there is no change in that policy The simple words are that when you talk about Human Resource Management, then additional things

25:38 that a Human Resource Management department does for your company employees and workers, add additional things here. Okay, let's move on to the next concept which is the process of staffing. Okay, important question is, talk about the process, sequence of steps is also important. How is it coming from the question? I have seen the question in the board exam in the case study. Question is, in the above case, some of the steps of staffing process have been performed. Identify and explain them. Okay, or the question comes, in the above case, some of the steps in one of the process of a management function has been performed. Explain the next three steps. तो जनरली इस तरीकी से question आते हैं कि कौन से steps perform हुए हैं

26:25 वो बता दो यह कौन से steps perform हुए हैं देखो उसके आगे के 3 बता दो उसके आगे के 4 बता दो है ना तो चलिए staffing process जो है उसको हम detail वे इहां पर cover करते हैं If you talk about the process of staffing, the first step is the estimation of manpower requirement. That means exactly find out how many people are here in my company and in which department and in which positions. The reason is to perform this step again so that we have over staffing. Okay, to hire more people from the need or understaffing, to hire less people from the need. These two problems we can avoid here, we can finish here. In many books, these point

27:12 estimating manpower requirements are given as manpower planning here, which is not wrong. I will suggest you that if you write estimating manpower requirement, it will be better. Okay? If I have to plan or estimate of manpower or estimate of manpower, how many people need to do it in my company, and how many people need it, how many people need it? So, there are three steps. First, that is the workload analysis. To see how many people need in my company. Because it is more work, it is less work, it is less work, it is less work, so how many people need it? So, how many people need it? How many people need it? तो मैंने पूरा हिसाब किताब लगाया क्या क्या काम करना है कितना काम है और उसके मुताबिक मेरा हिसाब कहता है फर एक्जामपल मेरे कमपनी में मुझे यहाँ

28:00 पे 100 लोगों की जरूरत है मेरे काम को कम्प्लीट करने के लिए चलो ठीक है आप कहते हैं 100 लोगों की जरूरत है हम यह चेक करते हैं second step में कि company में कितने लोग already काम कर रहे हैं different positions पे जो इस project पे काम कर सकता है तो 100 लोगों की जरूरत है मैंने देखा कितने लोग already काम कर रहे हैं तो उसमें से 70 लोग already मेरे पास company में available है जो इस project पे काम कर सकता है 100 people need to be available in the company who can work on this project. So if they compared each other,

28:47 how much is being studied? So if you see, 30 people are studying here. So if I will take employees in the company, then they will take 30 people, not 100. If 100 people need to take 70 people, then if 100 people take additional, then 170 people will get over staffing. So, I have estimated the manpower requirement. First, I have done work load analysis. What is the work? How many people need? I have thought that there are 100 people. Then, I have done work force analysis that there are existing employees who are working in my company in different positions, who can work on this project. 70 people already have. I have compared 100 people, 70 people already have. How many children? 30 people. So, how many people will I do? 30 people. Let's go to the second step, which is

29:35 your recruitment. What does this mean? There are 30 people in my company. But people will apply when they will know that the job is available in this company, that is a job vacancy. People will not come to sleep. So that's why our company, vacant positions, people apply in it and get the chances of perfect fit to get the perfect fit. We do the recruitment process. There is no time in recruitment. There is an ad in it. There are websites like nocree.com, monster.com. I put a post on it that I have a position in my company. If you are interested, you can apply. right this way basically I

30:23 have tried to get information from my company to get more we call a positive process what we call it? we call a positive process here. why do we call positive process? it's a simple answer. recruitment is a positive process because we want to go and apply applications and apply applications. so we come and apply and add it. so we add it.

31:09 Okay, let's go, 30 positions were in place, you put it in different places, put it in a newspaper, websites, many people have applied here. Now, 30 positions for 30,000 people have applied, so you will give 3,000 people a job, what? No, so after that, we go to the third step, that is the step of selection. What is the job of selection? If you think that 30 positions were in my company, people applied there. Now I can't give a job to 3,000 people. So, from these 3,000 people, to find out the best 30 people, which is the best for my company, which is the best in this position, we call it the process of selection. The selection is the work that the applications come, check it out and check it

31:57 out. And that's why we call it a lot of times, that selection is a negative process. why do you say the negative process? Because when we do selection, we reject, reject, reject, reject, reject, so here there are 3000 applications, okay, we will reject 2,970 people, minus, minus, minus, minus, minus, so that's why this is a negative process, okay, let's go, you've read the best 30 times, now that 30 times you have to get in your company here, Now, the 30 people you chose, what you have done, what your job and position will tell you.

32:42 Placement and orientation. Placement means that you have to tell a person that you have a position in this company and you will do this. what is the meaning of this organization? A new person to introduce a new person to their company. A new person is not knowing people, they do not know the rules and policies, they do not know the rules and policies, they do not know the things they do, they introduce the people, they do not know the process of orientation. Okay, let's look at 30 people 30 people, everyone told their job and position, introduced people, and told their

33:32 policies and policies, everything told their rights. Now, the next step is training and development. It's a lot of time, a person comes, a company is different, a different job is different, so we need to learn a job. So, when you learn a person, they call it the process of training. Look, in training, I will teach him the most useful things that are required to perform his particular task. He will teach him the same job which is necessary to perform his job. But when you talk about development, it

34:18 is a broad concept. development is always a employee that focuses on individual career growth. So development says that the work has come to my company, has come to learn something, has come to grow in life, so learning new things, learning new skills, training, this is a part of development. Okay? If you need to learn something, training, you need to teach it, give it a training. Training is done, then the next thing is that is the promotion and career planning. Baba you will talk about promotion and career planning here even before promotion and career planning here the step of performance appraisal comes here I will tell you that I will tell you here okay so once you give training and development here after that next

35:08 you get that is the performance appraisal okay Baba, if we talk about performance appraisal, what does performance appraisal mean exactly here? Performance appraisal means evaluating the performance of the employee against some set standards okay

35:54 so for example let's say a worker has a work and a target now that person has done the work properly or not done the target completed or not done the work here evaluate and check why do they? In the end of the year, who should get growth, who should increase salary, who should give promotion, these decisions are made, so we evaluate that decisions for the performance evaluation, constantly check that the person has a target, is completed, is doing well, or is it not? After that, the next step is that is the promotion and career planning. Look, no person comes in an organization, he wants to grow in a career, get the opportunity in a career, get the opportunity here. So, a person can make a career growth plan, how many years after he gets a promotion, which position will go, when will his position grow,

36:42 salary, increment grow, this is a promotion and career planning, which he can complete his career goals. And the last step is compensation. What does a compensation mean? So, the child says compensation means salary and wages. You are wrong. Compensation means you get the money. So, you will say that salary and wages are not. For example, let us say that a person, an employee, which we keep the name here, employee O. What is the name of the employee? O. E. G. O. G. So O. G. is the name of the employee. So O. who is the employee, we give him a salary here. Plus,

37:33 he gets a bonus in the year. He works in sales. So the sales is more than you do. We give him a commission here. He gave him a car to live. He gave him perks for his life. So whatever we give total money in the year, we call it compensation here. So what does compensation mean? It means that you have given a job, whatever you have given. Now that you have salary, bonus, commission, wages, incentives, everything here is total and you have to get compensation here. All things come here to compensation. Okay, so every time, what will be compensation in different positions, how much salary, wages, increment, bonus, this is to decide here. That

38:22 is the process of staffing. Okay? Let's see, the staffing process is very big. Next concept is recruitment and its sources. What is recruitment? I have already explained it. Recruitment means that every many vacant positions in my company, for the vacant positions, people apply to this thing to ensure. So to attract and induce people to apply for a vacant position in an organization, we call recruitment. The more applications are good for the company because there are so many choices, chances you will find most competent deployments here and chances will increase here okay? If I talk about recruitment then recruitment is a positive process which I have already told you. Why is it a positive process? Because we want to apply more and more people to

39:10 add and additional people to come here. Right? Recruitment, if you want to do here for example, let us say 30 positions in your company, you had to do recruitment, right? So, what is it? Recruitment is mainly two ways. One which we call internal source of recruitment. The second which we call external source of recruitment. What does internal source mean? Internal source means that in the company, the vacant positions are, we have no new work to fulfill it. The existing employees who are already working in the company, if they fill vacant positions, we call internal source of recruitment. Simple Shabdho mein agar mein kaho, what is internal source of

39:56 recruitment? To simple Shabdho mein, to fill the vacant positions in an organization with existing employees, which means, the company is already working, to fill their vacant positions, we call internal source of recruitment. What is it called? Internal source of recruitment. So, if there are existing employees, you have to fulfill positions here, or it has filled their positions, then internal source of recruitment becomes here. Okay? Internal source

40:46 works here, or internal source can we use? So, see, There are two ways of internal sources of recruitment. If I talk about internal sources, then there are two types of internal sources of recruitment. Which one? So one which we call promotion and the other which we call transfers. What do we call transfers? Okay. if we talk about promotion, promotion means to fill the vacant position

41:36 by promoting an existing employee higher position okay? let's take a simple example like for example let's say our marketing department here okay? now the marketing department of the marketing department the manager is retired here so his position is closed here right? If they retire, we will not be a marketing

42:24 manager and their position will be removed. So what did I do? I was an assistant marketing manager who worked under them, which was subordinate here. I made this assistant manager. I made this marketing manager. I made this promotion here. उनको जो है vertically upward shift कर दिया, higher position पे shift कर दिया, अब generally जब भी आप promotion करोगे, तो most cases में there will be increase in pay and authority, तो payment और authority जो है generally यहाँ पे increase हो जाती है, कब

43:11 जब आप promotion की यहाँ पे बात करते हो, ठीक है? Similarly, जो दूसरा मिथड होता है, उसको हम कहते है, transfer. Transfer का मतलब होता है, Pilling the vacant positions by horizontal movement of employees from one place to another.

43:58 Okay? We take this again here. For example, let's say, there is a bank. Right? And these two branches of bank are called branch one and we call it branch There are two branches, branch 1 and branch 2. Okay? If we are talking about branch 1, then branch 1 is a department, loan department, in total 10 people work. 10 executives are working in the loan department. But here, there are two other people who need less. Two people are losing here because they are more than working, loan is increased, so I have less than people who need less. ब्रांच टू छोटी सी है थोड़े से से

44:47 एरिया में है तो यहां पर जो लोन डेपार्टमेंट है इस लोन डेपार्टमेंट में भी 10 लोग काम करते हैं लेकिन यहां पर आक्च्वल में 10 लोगों की जरूरत नहीं है क्योंकि यहां पर लोन जादा लेने लोग आते नहीं है चो और वो दो executives को मैंने branch 1 में transfer कर दिया, मैंने उनको बुला कि भई, तुमें काम करो, तुम दो जने, यहाँ पे कल से branch 1 जो है, यहाँ पे काम करोगे, branch 2 में काम करने की जरूरत नहीं है, है ना, तो यहाँ पे total branch 1 में 12 लोग हो गए, 12 executives हो

45:35 गए, and branch 2 में, यहां पे total 8 executives हो गए, पहले भी 20 जन थे, अभी भी 20 जन है, फरक यह है, पहले दोनों ब्रांच में 10 जन थे, अभी यहां पे 12 लोग चे थे, 12 हो गए, यहां पे 8 लोग हो गए, काम, same, position, same, बस जगा बदली, horizontal movement हुआ ना, तो इसी को बिटा, हम यहां पे transfer कहते हैं, इसी को हम � So generally transfer there is no increase in authority or payments.

46:24 Most cases in transfer because of same position you are working on the same position, you are working on the same position, then your authority and pay scale generally increases. It is the same. But in both cases, existing employees who are working in the company, they are fulfilling their vacant positions, so it is an example of internal source of recruitment. Okay? Now, let's talk about internal source of recruitment. If you have a company that you have to fulfill vacant positions existing employees, then it has its advantages. If you talk about advantages here, first of all, there is higher motivation. Employee knows that if you get a promotion, I can get a promotion. It may be that he will work more dedicated to get a promotion. Next, that is simple process. In the newspaper, there are two advertisements, many applications, interviews, low office

47:14 elections. You don't have to follow such a long process. Employee told me that your promotion has been done. It has been done by the company's way, the position has been increased, the job is done. Next prepares future managers. Promotions and transfers, we start training people before. Now the marketing manager is retired. We promote assistant manager and make a marketing manager. We will be remaining 6 months. We start preparing them to handle their work, training, and teach them. We start preparing them before they prepare for future managerial positions. Next that is economical. It means cost effective. So, the cost is also reduced because advertisement, interview processes, you don't have to do it. So, the cost is also reduced here. Next

48:01 is no over or understaffing. If you have transferred, there were more overstaffing. You put it in branch 1 where there was understaffing. So, the problem of overstaffing and understaffing you can transfer and solve it here. But there are some disadvantages of it. Okay? The first disadvantage is the lack of fresh talent. Those people who worked in the company first, who are working in the company. New people with new ideas, new talent, don't come to the company. Okay? Next, decreasing enthusiasm. I know many times that I know that this person will retire, so next I will get a promotion, I will get a position, so the enthusiasm that is inside, that one thing is to prove and show, that is sometimes lost.

48:49 Next, low productivity. Now, if you do internal transfers, you shift every time from one person, from one foot, So productivity is also reduced. You will learn one, you will put it in the other, you will learn another, you will send it to the other place. So a person will be low as productivity. Lack of motivation. Now I know that I am not going to be going to be promotion. I am going to be two people on my own. If I am going to be promotion, I will be going to be their next five years. So what is motivation for me? So, there is lack of motivation and competition too, so people don't do more efforts and efforts. Next that is limited choice obviously you have if you have a marketing manager to someone to promote

49:37 one choice is to promote an assistant manager because you will not put in marketing or production if you give you advertisements and add in an external source you can get thousands of applications so you get a lot of choice which you do not get here okay let's go further to the next that is external source of recruitment. I have also a reference here. There are those things I have told you. I have told you only examples and diagrams during the time. But if you want notes, refer to this. Okay? external source of recruitment के अगर हम बात करें तो external source का मतलब होता है company के बाहर से नए व्यक्ति को लाग कर vacant positions को fill करना जो लोग company में काम कर रहे

50:25 हो तो करी रहे है कोई भी position खाली होती है तो मैं किसी का promotion transfer करके position नहीं भरती मैं बाहर से नए व्यक्ति लेकर आती हूँ और फिर वो position को भरती हूँ उस इंटर्नल सोर्स के जो डिसद्वांटेज जिस है उसके कई पॉइंट्स एक्स्टर्नल सोर्स के अड्वांटेज जिस है उसके पॉइंट्स एक्स्टर्नल सोर्स के डिसद्वांटेज बन जाता है तो उल्टा कर लेना रिवर्स कर लेना तो यहां पर बात आपकी बन जाती है So, if you have a great advantage, you get fresh talent here. New people come out, new thoughts, new innovations, new ideas, fresh talent. There are more choices. When you bring

51:14 people out, you recruit in newspapers, in TV, websites, so many applications come out of which you choose most competitive. personal chances you increase, such a competition, which has degrees, experience, expertise, such a chance to get external source. Latest technological knowledge people have worked in another company, new machine technology, such people can get external sources, which is not possible in internal sources. Competitive spirit is very high. When you take the external source of recruitment, there is competition in a position in a thousand in a position. So, competitive spirit and competition is very competitively here. Next, that is

52:03 disadvantages of external source of recruitment. The most important disadvantage is employee dissatisfaction. अब वेकंसी हुई अब बहार से नया व्यक्ति लेकर आ रहे हो तो जो existing employees company में काम कर रहे हो डिस्साटिसपर्ट हो जाएंगे वो बोलेंगे कि भाई महनत हम करें काम हम करें कल उटके जब प्रमोशन की बारी आई तो बहार से व्यक्ति लाकर बठा दिया हमारा क्या ठीक है Next that is lengthy process. You will recruit from external sources, you will give an advertisement, you will give applications, you will verify, you will interview, background checks, all these things. When you have to fill vacancies from promotion transfer, you can be able to fill in your own way. Next that is, it is a costly process. Obviously you will have advertisements, interviews, you will follow this lengthy process, so both of you will get more money. Okay? Let's talk about

52:53 external sources. If we talk about external sources, let's go. I told you that I need fresh talent to fill out the vacancies for external sources. So which sources are you? How do I fill out the vacancies in external sources? First, direct recruitment. What does direct recruitment mean? you will see many times that there are big stores or cafes there are such posters in the outside of the room, there is a need for salesman, we need counter staff here, minimum 12 plus, yes, so if there is a company or cafe or showroom or mall, so put a poster on the gate, we need receptionist, we need accountant, we need a cleaner, we need a

53:41 workhorse, you need a poster outside, vacancies fill out, applications in करते हो इस मेथड को कहते है डिरेक्ट रेक्रूट्मेंट डिरेक्रेक्रूट्मेंट में जो भी कंपनी है फैक्टरी है या जो भी शॉपकीपर है वो अपनी दर्वाजे पे आउटसेड अफ दी ओर्गनाइजेशन ऐसा एक पोस्टर लगा देता है जिस भी व्यक्ति को इंट This way you can use unskilled or semi-skilled labor. Sometimes you have a requirement for a CEO or a manager or a manager or a director. You will never see such a poster on the gate. So if you want semi-skilled or unskilled labor, that way you can use this way. can do so company or gate

54:31 post a post a logo to get information about vacant positions and take their resume and fill the vacancies in this way we call direct recruitment okay another way that is the casual callers how do you work here for example from your company you have never had a interview in that time you have not selected So what does a company do? Even those who don't select, or reject someone in the process, they keep a data of resumes and store it. And also, you are in a business, you have to change your business, you have to go to a company, you have to give your bio data, to tell someone who will work, to tell someone, so the data that people have to do resumes or bio data, it also keeps a collection of data based on the company.

55:18 When there is a new vacancy, In these databases, those who have the bio data company already available, they contact them first. Who is this vacancy in our company? What are you interested? What are you interested? We call it casual callers. So, the existing database has the existing database, they use the database and call them to inform them about the vacant positions and their applications. We call it casual callers. Okay? Next way is advertisement. Where do I talk about advertisement? The newspapers are in it. Okay? If you have read newspapers, I'm very sure you don't have to read, so you will see. If you have any newspaper in your house, you will see. One page where there are different

56:08 job vacancies in a company, it's advertisements post. Like newspapers, there are small columns. The company has their vacancies, positions vacant. It's advertisements are in the newspaper. लोग न्यूस पेपर पढ़ते हैं, वो वेकंसी देखते हैं, जिनको इंट्रेस्ट होता है, अपलाई करते हैं, तो इस तरीके से भी आप यहाँ पे रेक्रोट्मेंट कर सकते हो, यहाँ पे जो हाईर पुजीशन्स होती है, जैसे स्कूल में प्रिंसिपल की जरूरत है, मैने� So, this is why you can also see the advertisement in the newspapers, people can reach the information that you have vacancies in your company, people read newspapers and who

56:54 are interested in that, they can apply it. Next, that is Employment Exchange. Now, let's talk about Employment Exchange. Employment Exchange is a government-run facility. This means, this is the government-run. Basically, government says that in India there is a lot of unemployment in India. So, they want to help people to find their jobs easily and if they can get a job, then they can reach people to their people. What did the government do to this? The government has set up an office and the office is called Employment Exchange. Remember that Employment Exchange is government offices. where government offices are set up, one is with aim here that

57:45 people get a job seekers. Now if there is a job seekers, a job seekers means that a person in the job seekers, he goes to this employment exchange and his bio data, which we call CV or resume, they submit to the employment exchange where he has worked, how much experience he has, which is in the work of work, all the details are mentioned here, they submit to the government's employment exchange. Now if there are companies that are job givers, companies that have vacancies, vacant positions, वो इसी Employment Exchange के पास जाते हैं ये जो Bio Data CVS दिये गए

58:31 हैं उसको collect करते हैं और उनको contact करके different positions के बारे में बताके उनकी interviews लेके उनका selection करते हैं तो आप कह सकते हो कि जिनको नौकरी की तलाश है और जो companies में नौकरिया उपलब्द है In these two, the employment exchange, an intermediary, a slave, acts as a link to where the workers are looking for and the workers are looking for. This government doesn't take any charges, this government initiative is to reduce employment, which is in the labor of labor, they get the job here, this government tries to do it. some job positions or government companies or agencies have jobs in employment exchange is mandatory for the government in some offices

59:21 okay so government employment exchanges which are intermediary act between job seekers and employers where people need jobs which are in the work of the work they are in employment exchanges and the companies who are looking for vacant positions they go to the work of the work of the work they are in the Next we go to that is placement agencies and management consultants. Babu, if you talk about placement agencies and management consultants, then again this is a third party initiative. Placement agencies and management consultants work here, I will tell you. For example,

1:00:10 this company has many job positions here. Now there are 4 HR departments in the company who work for vacancies but there are many vacancies and people are difficult to find all positions. So they take a third party which we call placement agency and management consultant. So they go to placement agency and tell them that they have different vacancies and positions vacant and we need people to do this. So which position is vacant? They are looking for people, looking for the details of the placement agency. Now this placement

1:00:55 agency is one way they help the companies in finding competent personal and filling their vacant positions. This is the way companies help to fill their positions. The people who are looking for the vacant positions are helping to find the vacant positions. This is not a government initiative, it is a business. He helps the company to fill vacancies but he

1:01:45 takes charge, takes money to find them. Management consultant does the same job as the placement agency. Placement agency generally has small positions so we go to placement agency. If the CEO, CFO, Managing Director, President, Vice President, Chairmen, such positions are vacant, then there is a specialized agency for such people to find such people, which is called management consultant. Both work do the same, help the company, find the people to fill their vacancies. And for this, they charge money, fees charge, or the commission charge. Remember, it is a commission charged business. Okay?

1:02:32 Let's go, let's go to the next and that is Campus Recruitment. It is very simple, Campus Recruitment is working for educational institutes. There are many educational institutes such as MBA colleges, engineering colleges, where students are studying. Companies visit these colleges and institutes, there are existing students studying, they give interviews for freshers, we call it Campus Recruitment. In Campus Recruitment, companies college campus, educational institute, hire students from there, they fulfill their vacant positions and that's why campus recruitment is where is it. Okay. Next that is labor contractors. labor contractor is a way to

1:03:20 which many laborers have good contacts and connections so let us say I have a construction project, a bridge, a building, a mall, any construction project is a project for construction there is a lot of different type of laborers need to find laborers, you don't need to call labor contractor, you call them in different areas, laborers have good relations with laborers, laborers keep working here अच्छा इसका एक disadvantage है, कलोट के labor contractor चला गया, तो उसके laborers भी चले जाएंगे, लेकिन ये labor contractors जो है labor लाके ही नहीं देते हैं, उनकी जिनमेदारी उठाना, उनके paperwork कराना, time to time उनकी salaries देना, सब कुछ ये labor contractors यहाँ पे करते

1:04:06 हैं, तो labor contractor है कैसा व्यक्ति होता है, जहाँ पर आपक Next that is advertisement on television. Just as you give in newspapers, you can give in your vacancies advertisement on television. Many people watch different television channels, and also watch your advertisement. If you are interested, apply it, and you can do recruitment again here. So, give an ad to TV, that is known as advertising on television. Next that is web publishing. Web publishing means different websites. okay, in today's time, there is nocree.com, monster.com, LinkedIn, there are some websites, there are various job positions that you can put

1:04:54 here with the advertises. If you go to a very many companies, then you have a tab to career, there are some positions in the company, which way people are in the struggle, if you are interested, you can apply there. So, if you are interested in the company, or say nocree.com, monster.com, LinkedIn, which people you can find the work of the business, you can see the advertisements here, you can do recruitment here. Last method is the recommendation from employees. Which employees are talking about? Existing employees, which are already working here. So, those who are working in the company are existing employees. You can also say that, see, our company has some position that is kept here. If you have any

1:05:41 knowledge, any friend, colleague, or a partner who is capable of this position, fit or interested, tell me. So we give a recommendation letter that, look, this is my brother, I recommend him for this position, I think that he is fit for this position, he can work here. So, to tell existing employees, take recommendations from them, if there are someone who works in this position, tell them here. This is also a benefit that he is working in the employee company, so he knows the rules of the Okay, let's go, further to the next question. But before I go to the next question, I will take a question to solve for you. Question has come here in

1:06:28 previous year paper. It has come here, it is a PYQ, it is a picture based question here. Basically question says that you see this particular picture, and you identify which external source of recruitment is given here. Now I will tell you how everything will go my friends So the answer is to tell me in the comments section below It is a very simple question but what is your PYQ previous year? This question has already come here So comment below and tell me if your answer will correct then we will give you a thumbs up Okay, let's go, I want to go to the next topic After recruiting, next step is selected for the next step. For example, vacant position. I

1:07:16 have added a newspaper or a TV or a website. I have posted on many applications. Now the next step is that the most suitable applications are available from them. Choose the best and most suitable candidate here. Now, if you need 30 people, 30,000 people apply, then you can't give all the top jobs. आप क्या करते हो, ये सबी लोगों को evaluate करते हो, उनका क्या काम है, क्या experience है, कितना अच्छा काम कर सकते हैं, इंटर्व्यूस देते हो, और उनमें से जो best candidate आपको लगता है, जो उस पॉसीशन के लिए सबसे suitable है, competent है, skilled है, वहाँ पे अच्छा काम कर सकता है, efficiently काम कर सकता है, company क the process of selection here is called the process of selection here, which means the most suitable and competent activity in

1:08:05 the application. If you talk about selection, you have to reject many rejections for example, if you apply 100 people, so in 100 people, you have to reject them here. So, we say that selection is a negative process. How is the process? So, selection is a negative process. okay, if you talk about selection, then there is a long process for selection, that's why we said that when you choose external source of recruitment, time also increases cost, okay, now if I have many applications, I have to find the best work from that, how do I find it, now in the pinkie, ponkie, assumption basis, keep it, keep it, this is not the case, for this we also follow a

1:08:51 process, the process and sequence are important, the second step of this selection test is also coming up on it. The first step of selection is preliminary screening. What do you say, friends? Preliminary screening. Preliminary screening means the first level of screening where exactly what you do. For example, let us say that there are some job requirements. so I am a marketing manager here and the position of marketing manager is empty here so I have to find a person in this position so what are the requirements of my marketing manager which I am opening so I say that my marketing manager should have a minimum of 4 years of experience 4 years will be more than that

1:09:41 but it should not be less than 4 years in marketing field The second thing is that the one plus year experience as marketing manager should be used for one or more than the marketing manager in that position and managerial level. Third requirement is that they should be in marketing from a गुड कॉलेज और गुड इंस्टिटूट तो टियर वन कॉलेज उनके पास MBA in Marketing होना चाहिए तो मैं कहते हूं कि मेरे कमपनी में जो भी Marketing Manager काम करेगा वो व्यक्ति में यह Requirements है जो मैं देख रहे हूं यह Requirements वो फुल्फिल करेंगे तो ही मैं उनको Marketing Manager

1:10:30 की Post यहां पे मेरे कमप which person was named Suresh. Suresh applied to my company to my marketing manager. Now he gave me my CV or bio data here. Okay, here he has the name, number, education, qualification, all the details. Suresh says, look, I have three years of experience. I'm working on marketing for three years. I'm not working on the management level. And I have MBA in marketing here. Okay. तो तीन साल का experience है और MBA in marketing है पट वो मेरी सारी requirements fulfill नहीं कर रहे है न मैंने कहा था मुझे चार या चार सल से जादे experience वाला बंदा

1:11:17 चाहिए जो की सुरेश यहां पे fulfill नहीं कर रहे है मैंने कहा हम यक्ति ऐसा चेज इसको एक है एक से जादा साल का marketing manager का यहां पे experience हो वो requirement भी सुरे But this process where we match our requirements with applicants' data, we see that our requirements match with the data or not. In this step, we call preliminary screening here, where we check that my requirements and applicants' qualifications match. So they keep the applicants, not they, they reject it. The applications are passed by this stage, because their requirements, their skills, experience and knowledge match.

1:12:06 उसकों सेकिंड सेलेक्शन प्रोसेस पर लेके जाते हैं जहां पर हम डिफरेंट टैप्स असेलेक्शन टेस्स कंडग करता है यह टेस्स रिटर्न भी हो सकता है ओरल भी हो सकता है दोनों का कॉंबिनेशन भी हो सकता है हर एक कंपनी अपने काम पुजीशन के हिसाब से डिफरें पोशन टेस्ट यह इंटेलिजन्स टेस्ट एक व्यक्ति की जो थिंकिंग इपिबिटी है डिसीशन मेकिंग कपासिटी है नॉलेज है इन चीजों को चेक करने के लिए किया जाता है कलोड कि आप एक मार्केटिंग मानेजर के लिए अपलाई कर रहे हो आएसा मानेजर कंपनी क

1:13:00 दूसरा टैप ओफ टेस्ट है जिसको हम कहते हैं aptitude test aptitude test चुह है एक learning ability of a person यहाँ पे चेक करता है कि for example letter से कि कल उटके आपको company में यहाँ पे hire किया आपको कोई नई टेक्नोलोजी सिखानी है नई ट्रेनिंग देनी है कोई नया skill set सिखाना है तो आप कितनी जल्दी चीजों को some people who are fast learners learn things

1:14:18 can keep peace, keep work, these things are checked here. So, for a person's values, emotions, beliefs, these things are checked for a big personality test. Next, that is the trade test. trade test which is done here is to check existing skills of employees for example you apply for a job so you have what things come to you Microsoft powerpoint you have excel you have tally what work you have to do this existing skills which is done to check trade test here next is here is your interest test, if you talk about interest test, what does interest test mean? What kind of things you have in your work? Interest test is to see what you

1:15:04 apply for your job role, what is your interest in your job role? If you have interest in your job, then you will do your job well, if you don't do your job well, then you will not do your job well. Interest test is basically made by a person, a determination, interest in the job, to see here. तो different types of tests होती है, जिसका purpose different होता है, company different positions, requirements के मताबिक यह test यहाँ पे conduct करती है, जो लोगे test को पार कर जाते हैं, उनका फिर एक employment interview यहाँ पे conduct किया जाता है, Employment Interview generally face to face where there is an interview panel. People who take your test here ask questions. There is a candidate who has applied so he asks you some questions and answers. Basically, a test face to face is like this because a

1:15:53 person, his posture, how he is sitting, how he is giving a question, his confidence. His personality can also be checked here. Yes, it happens that a person is in another state, in another cities, तो ओनलाइन अज कर लिए इंटर्व्यूस कंडग किये जाते है विडियो को पर किये जाते है सुधाट पर एक व्यक्ति है उसकी जो personality है ठीक है वो कितनी चीजे या जनकार है चीजों के बारे में knowledge रखता है यह चीजे यहां पर basically चेक की जाती है ओके जो व्यक्ति ये interview पास कर देता है, जैसे पहले आपका requirement match किया, फिर आपका test conduct किया, test pass किया तो आपका interview लिया, interview भी आपने pass कर लिया, interview जिसने लिया था, interviewers ने कहा कि भाई बंदा बढ़िया है, एकदम सही जवाब दे रहा है,

1:16:41 कोई दिक्कत नहीं है, उसके बाद next step पाता है, आप कोई पहले कोई कमपनी में काम कर रहे हो तो वहां की दो लोगों का तीन लोगों का आप से रिफरेंस पांगता है उनको पूछते हैं कि भाई आपकी कमपनी में विक्ति काम करता है इसका स्वभाव कैसा है ठीक है कमपनी में कोई दिक्कत तो नहीं करी है आपके घर का पत in the wrong work. So, that's why a employee's background and reference check that his background is clean, no criminal record, not done in previous company, you have to check

1:17:28 these things. Once the company is very satisfied, you have to check your background and reference that no problem here. Then, we go to the next step, that is the selection decision. What does the selection decision mean? For example, let's say, background check total 50 people who have reached this level. I have to hire 30 positions in the company so who is in the top 30 of the company is taken from this selection decision marketing manager is taken from 3 people who have checked the reference and background in the company which I want to offer this is the selection decision selection decision means we select which position we want to offer this position which is the best and the most

1:18:17 suitable concept उसके बाद हम नेक्स टेप पर जाते हैं, that is a medical examination, अचा, medical examination के अगर आप बात करोगे, तो बेसिकली एक fitness test होता है, fitness test के अगर आप बात करोगे, तो यहाँ पर एक व्यक्ति की जो basic

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