In order to complete the order in time, more people are required at short notice.Thus, labour contractor should be approached, who can provide a large workforce at a short notice.

Internal sources of recruitment suffer from the following advantages:
(i) Employee motivation Promotion to a higher level motivates the employee for better performance and leads to satisfaction of employees.
(ii) Simple process  The process of selection and placement becomes simpler, as the background of the candidate is already known.
(iii) Facilitate training  Transfer from one job to another facilitates training of employees.
(iv) No induction training  Employees selected from within the organisation do not need induction training.
(v) Filling deficiencies It helps to fulfill the deficiency of one department with the surplus of another.
(vi) Inexpensive  Recruitment from internal sources do not require much time, money and effort.

No, I don't agree with this statement because:
(i) Organisations need human resource planning to meet the demands of changing job requirements due to changes in technology.
(ii) All the people available in the market are not equally eligible and may not be suited to the requirements of a given job position.

(i) Selection is done in the third step, in which a prospective candidate is chosen from a pool of candidates.It ensures that the organisation gets the best among the available and it enhances the morale of the selected candidate.The next two steps are as follows
(a) Placement and Orientation  In this step, employee occupies the position or is placed, for which he/she has been selected.After this a brief presentation about the company is given and employee is introduced to his superiors, subordinates and colleagues.
(b) Training and Development  In this step, training is imparted to the selected candidate, by which he/she can enhance his/her skills and knowledge and through this, one can also explore the opportunities.
(ii) By setting up a manufacturing unit in the rural area of Odisha, Sahil wanted to communicate following values to the society
(a) Manufacturing bags from the waste material, will help in reducing pollutants from the environment and will also reduce wastage.
(b) Giving equal opportunities to men and women, will increase the standard of living of rural area labourers.

Staffing is the managerial function of filling and keeping filled positions in the organisation structure.This process needs crucial analysis of manpower.
Process of staffing
1. Estimating the Manpower Requirements
It involves forecasting and determining the number and kind of manpower required by the organisation in future.It involves workload analysis and workforce analysis.Workload analysis helps a manager to assess the number and type of human resources necessary to perform various jobs in the organisation, whereas, workforce analysis helps him to know the number and type already available.
A comparison of the two helps to know the actual requirement of manpower.It also helps to reveal whether the organisation is understaffed or overstaffed.Further, job description is done by specifying the desired qualification, experience, training and personal characteristics required for various job positions.
2. Recruitment
It may be defined as the process of searching for prospective employees and stimulating them to apply for jobs in the organisation.The objective of recruitment is to create a pool of prospective candidates, from which the best candidate can be selected.There are many sources of recruitment such as advertisement, casual callers, direct recruitment, etc.
While internal sources can be used economically, external sources can bring in fresh talent and wider choice.
3. Selection
In this step, right candidate is chosen for the right job from the pool of candidates obtained through recruitment.
This process ensures that the organisation gets best among available and it enhances the self-esteem and prestige of those who are selected.It involves a series of tests, interviews, and negotiations, in order to generate the contract of employment containing the terms and conditions of employment in the organisation.
4. Placement and Orientation
Placement means occupying the post or position for which the person has been selected.Orientation/Induction implies introducing the selected employee to other employees and familiarisng him with rules and policies of the organisation, by giving him a brief presentation about the company, his superiors, subordinates, and colleagues.
5. Training and Development
These involve improving job knowledge, skills and attitudes of employees on a regular basis so that they may perform their jobs efficiently. Apart from this, training helps in career building and increasing motivation of employees.It may be done, while doing work, i.e. on-the-job or before doing work, i.e. off-the-job.
6. Performance Appraisal
It means evaluating an employee's current or past performance against the pre-determined standards.In this step, the capability of the employee is judged, which helps them to know the standards, provide feedback and helps the manager to decide their future career prospects.
7. Promotion and Career Planning
It becomes necessary for all organisations to address career-related issues and promotional avenues for their employees.This will prove to be beneficial for both an employee and the organisation, as it will result in increased employee satisfaction and productivity, which would serve long-term interests of the organisation.
8. Compensation
It means all forms of pay or rewards offered to employees. It may be in the form of direct financial payments like wages, salaries, incentives, commissions, etc, or indirect payments such as insurance, free housing, vacations, etc.It is the most important and basic incentive used to motivate employees.

(a) Democracy.
(b) Empathy.
(c) Motivation.

i) Disobeying the law by not giving minimum wages.
ii) To take signature on minimum wages is fraud.
iii) Exploitation of workers.