Staffing is a critical organizational function which consists of the process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the effectiveness of the organization.  It is one of the significant functions of the management.

In an organization, it is the people which carry out the various jobs which are needed for its functioning. They are the most important resource of the organization. They supply the talent, skills, knowledge, and experience to achieve the organizational goals and objectives. In fact the performance of the organization largely depends on the quality of its people. Hence the staffing function of the management is an important function and it involves in the building of the organizational workforce. In staffing, the management is faced with the challenge of not only finding the right person for each job but also to match the personnel with the jobs identified and to provide for their long-range growth and welfare as members of the organization.

Staffing is that part of the process of management which is concerned with acquiring, developing, employing, appraising, remunerating and retaining people so that right type of people are available at the right positions and at the right time in the organization. In the simplest terms, staffing in management is ‘putting people to jobs’.

The management principles are derived in the following two ways:

(i) On the basis of observation Fayol developed

management principles on the basis of observation, e.g. ‘division of work’ tells us that in order to achieve efficiency, divide the work into small tasks.

How can this analysis be made? It is only made by those managers who observed that division of work leads to specialization.

(ii) On the basis of experimentation All the principles of management establish a cause-and-effect relationship between variables, which means that they are developed on the basis of experimental studies.

Macro environment - The major external and uncontrollable factors that influence an organization's decision making, and affect its performance and strategies. These factors include economic factors, demographics, legal, political, social conditions, technological changes, and natural forces. Specific examples of macro environment influences include competitors, changes in interest rates, changes in cultural tastes, disastrous weather, or government regulations.

Effectiveness in Management refers to the capability of the management to achieve the desired targets in the specified time. It is concerned with doing what is right or what should be done. On the other hand, efficiency refers to doing the task correctly, timely and at minimum possible cost.

Eff ectiveness is doing the right things.

The two essential ingredients of sound working capital management are inventory management and receivable management .

Middle Level

Following are the main functions of Middle Level Managers:

(i) Interpreting Policies: At this level, policies framed by top level managers are interpreted.Like the marketing manager introduces his salesman to the sales policy of the company thatat no cost credit sales will be made.

(ii) Preparing Organisational Set-up: Every middle level manager prepares outline of hisrespective department in accordance with the objectives of the organisation.

(iii) Appointing Employees: Every departmental manager appoints employees to fulfil theactivities of his department.

Business studies project class 12 on marketing management (on Noodles) and principles of management ( on Big Bazaar)
This is the Business studies project for the year 2017-18 on both marketing management and principles of management.

This may help you

Click on the given link :

<a href="http://dailyexperienceofshazil.blogspot.com/2018/02/business-studies-project-class-12-on.html">http://dailyexperienceofshazil.blogspot.com/2018/02/business-studies-project-class-12-on.html</a>

The software company promoted by Narayana Murthy Infosys. Mr. Murthy is an IT industrialist and worked with Indian Institute of Management, Ahmedabad, before starting Infosys Limited, a multinational company which provides technology, business consulting, outsourcing services and engineering. Set up in Bengaluru, it is the second largest IT firm in India.

The network of informal communication is called ‘grapevine’. This is because it spreads throughout organisation with its branches going out in all directions.
Grapevine Networks
Some popular grapevine networks are as follows:
(i) Single strand network In this network, each person communicate with another in a sequence.

(ii) Gossip network In this network, one person communicates with all on non-selective basis.

(iii) Probability network In this network, any person can communicate with anyone else randomly.

(iv) Cluster network In this network, an individual communicates with only those people whom he trusts.

The manager does not believe in keeping the morale high by being participative. He believes in an autocratic style of functioning. He is not a good leader of men, probably lacking in personal confidence.
Those managers are true leaders of men who encourage subordinates to voice their opinions about tasks, be participative, encourage their subordinates to do their tasks well without any fear of failure, are good listeners and are able to delegate.

It is trying to fulfill its objective of social responsibility. Every firm has a social responsibility to work for the welfare of the society along with the objective of profit maximization. By offering job to the physically challenged persons it is helping the society.

Principle of Equity:
The principle of ‘Equity’ emphasizes kindliness and justice in the behaviour of managers towards works. According to Fayol, employees can be made to put in their best only when they are given kind, fair and just treatment.

Esprit de Corps

The management principle ‘esprit de corps’ of the 14 principles of management stands for striving for the involvement and unity of the employees. Managers are responsible for the development of morale in the workplace, individually and in the area of communication. Esprit de corps contributes to the development of the culture and creates an atmosphere of mutual trust and understanding.

Training is the act of increasing the knowledge and skill of an employee for doing a particular job.

The significant differences between training and education are mentioned in the following points:

1.Training refers to an act of inculcating specific skills in a person. Education is all about gaining theoretical knowledge in the classroom or any institution.

2.Training is a way to develop specific skills, whereas education is a typical system of learning.

3.Training is completely based on practical application, which is just opposite in the case of education that involves theoretical orientation.

4.The concept of training is narrow while the concept of education is comparatively wider.

5.Training involves hands-on experience regarding the particular job. On the other hand, education involves learning in the classroom.

6.The term of education is longer than the duration of training.

7.The training prepares a person for the present job. Conversely, education prepares a person for future job and challenges.

8.The purpose of training is to improve the performance and productivity of employees. As opposed to education, where the purpose is to develop a sense of reasoning and judgement.

9.During training, a person learns, how to do a specific task. Unlike Education, which teaches about the general concepts.

the functions are key to management in all levels, from the entry positions to higher roles of management. Furthermore, each five functions – planning, organizing, staffing, directing and controlling – are linked to each other.