Values missing in the organisation are:
(i) Equality.
(ii) Importance to women employees.
(iii) No respect for hard work and capability of employees.

Staffing has been described as a managerial function of filling and keeping filled positions in the organisation structure.It is an integral part of management process.
The main features of staffing are as follows:
(i) Staffing is concerned with the human resources of an organisation.
(ii) It is a pervasive function of management.
(iii) It is a continuous or never ending function of management.Hiring and training of employees is an on-going process.
(iv) The objective of staffing is to ensure the best utilisation of human resources as well as to provide personal and social satisfaction to employees.

Training Methods:
(i) On-the-job Methods
(ii) Off-the-job Methods
On-the-job Methods   It refers to those methods that are applied to the workplace, while the employee is actually working.The concept underlying on-the-job methods is 'learning while doing'.Some important on-the-job methods of training are:
 (i) Coaching  In this method, the superiors guide and instruct the trainee as a coach.The coach counsels or suggests how to achieve goals, periodically reviews the trainee's progress and suggests changes required in behaviour and performance.
The trainee works directly with a senior manager and the manager takes full responsibility for the trainee's coaching.
(ii) Internship training   It is a joint programme of training, in which educational institutions and business firms co-operates in order to impart training to selected candidates.People can acquire practical knowledge by working in factories and firms and are able to handle recurring problems effectively.
Off-the-job Methods  Off-the-job methods are used away from the workplace.It means 'learning before doing'.Some important off-the-job methods of training are:
(i) Classroom lectures/conferences    The lecture or conference approach is well adapted to convey specific information, rules, procedures or methods.The use of audio visuals or demonstrations can often make a formal classroom presentation more interesting and helps in clarifying difficult points.
 (ii) Vestibule training    Employees learn their jobs on the equipment they will be using, but the training is conducted away from the actual work floor.Actual work environments are created in a classroom and employees use the same materials, files, and equipment.This is usually done when employees are required to handle sophisticated machinery and equipment

Selection is the process of identifying and choosing the best person out of a number of prospective candidates for a job.
A well-organised selection process of personnel involves the following steps.
(i) Preliminary screening  It helps the manager to eliminate unqualified or unfit job seekers, based on the information supplied in the application forms.
(ii) Selection tests    An employment test is a mechanism (either a paper and pencil test or an exercise) that attempts to measure certain characteristics of individuals. These characteristics range from attitudes, such as manual dexterity, to intelligence, to personality, etc.
(iii) Employment interview   Interview is a formal, in-depth conversation, conducted to evaluate the applicant's suitability for the job, Through an interview, an interviewer seeks to obtain maximum information about the interviewee and the interviewee seeks information about the job and the company.
(iv) Reference and background checks  Many employers request names, addresses and telephone numbers of references for the purpose of verifying information and gaining additional information of an applicant.
(v) Selection decision  The final decision has to be made from among the candidates, who pass the tests, interviews and reference checks.
(vi) Medical examination  After the selection decision and before the job offer, the candidate is required to undergo a medical fitness test.The job offers is given to the candidate, who is physically and mentally fit for the job.
(vii) Job offer  The next step in the selection process is issuing job offer to those applicants, who have passed all the previous hurdles.It is made through a letter of appointment to confirm his acceptance and communicating to him the reporting date and time.
(viii) Contract of employment  When a candidate accepts the job offer, the contract of employment is made, which is in a written form and includes job title, duties, responsibilities, date when continuous employment starts and the basis for calculating service, rates of pay, allowances, hours of work, leave rules, sickness, grievance procedure, etc.

Difference between training and development

Recruitment is the process of identifying the sources of prospective candidates and stimulating them to apply for the jobs in organisation. Recruitment is different from selection in the following ways:
(a) Recruitment aims at increasing the number of prospective candidates for a job whereas Selection process reduces the number of candidates with each step.
(b) Recruitment is followed by the selection process.