Read the following passage and answer the question.

Vicky Goel, the HR Manager of JM Furniture Private Limited, projected a need for 30 new employees to fill various vacancies at the beginning of the new financial year 2024. To meet this demand, he published an advertisement in the newspaper inviting applications for the open positions. 120 applications were received by the company. Out of the 120 applications received, 15 were deemed unsuitable upon scrutiny, and regret letters with explanations were sent to these applicants. The remaining candidates were invited for a preliminary interview. Following the initial interview, candidates were subjected to four different tests, each designed to evaluate specific qualities:

1. The first test aimed to assess the candidate's interest in the job.

2. The second test sought to identify the candidate’s specialization in a particular area relevant to the company’s needs.

3. The third test was focused on determining whether the candidate had the ability to learn new skills through training.

4. The fourth test evaluated the candidate’s ability to interact with others, influence people, and be influenced in return, which is crucial for teamwork and leadership roles.

This comprehensive selection process was designed to ensure that candidates not only had the required skills but also the right attitude and interpersonal capabilities to thrive within the company.

'Vicky Goel, the HR Manager of JM Furniture Private Limited, projected a need for 30 new employees to fill various vacancies at the beginning of the new financial year 2024.'

Which aspect of staffing process is highlighted in the above statement?

Estimating manpower requirement

The correct answer is option 3- Estimating manpower requirement.

The aspect of the staffing process highlighted in the statement is estimating manpower requirement.

The HR Manager, Vicky Goel, assesses the company's requirements and projects the need for 30 new employees to fill various vacancies at the start of the new financial year. It involves forecasting the number of employees needed and ensuring the organization has the right number of people for its operations.

Estimating the Manpower Requirements: While designing the organisational structure, we undertake an analysis of the decisions and the decision-making levels, activities as well as relationship among them with a view to evolving the horizontal and vertical dimensions of the structure. Thus, various job positions are created. Clearly, performance of each job necessitates the appointment of a person with a specific set of educational qualifications, skills, prior experience and so on.

OTHER OPTIONS

• Recruitment: Recruitment may be defined as the process of searching for prospective employees and stimulating them to apply for jobs in the organisation. The information generated in the process of writing the job description and the candidate profile may be used for developing the ‘situations vacant’ advertisement. The advertisement may be displayed on the factory/ office gate or else it may be got published in print media or flashed in electronic media. This step involves locating the potential candidate or determining the sources of potential candidates. In fact, there are a large number of recruitment avenues available to a firm. The essential objective is to create a pool of the prospective job candidates.

• Placement and Orientation: Joining a job marks the beginning of socialisation of the employee at the workplace. The employee is given a brief presentation about the company and is introduced to his superiors, subordinates and the colleagues. He is taken around the workplace and given the charge of the job for which he has been selected. This process of familiarisation is very crucial and may have a lasting impact on his decision to stay and on his job performance. Orientation is, thus, introducing the selected employee to other employees and familiarising him with the rules and policies of the organisation. occupying the position or post for which the person has been selected.

• Training and Development: What people seek is not simply a job but a career. Everyone must have the opportunity to rise to the top. The best way to provide such an opportunity is to facilitate employee learning. Organisations have either in-house training centers or have forged alliances with training and educational institutes to ensure continuing learning of their employees. The organisations too benefit in turn. If employee motivation is high, their competencies are strengthened, they perform better and thus, contribute more to organisational effectiveness and efficiency. By offering the opportunities for career advancement to their members, organisations are not only able to attract but also retain its talented people.