business management

Question 1

the relationship between the performance of staff and achieving business objectives

Answer 1

Staff performance significantly influences goal attainment by impacting productivity, innovation, customer satisfaction, cost control, and employee retention. High-performing employees align efforts, drive efficiency, and directly contribute to meeting business objectives.

Question 2

The relationship between the performance of staff and achieving business objectives.

Answer 2

Staff performance directly influences the attainment of business objectives by impacting productivity, innovation, customer satisfaction, and overall operational effectiveness.

Question 3

business objectives

Answer 3

Business objectives are specific, measurable goals that a company sets to achieve its vision and mission

Question 4

how staffing decisions relate to specific business objectives.

Answer 4

-skill alignment
-Innovation and growth
-customer satisfaction
-Operational efficiency

Question 5

market share

Answer 5

Market share refers to the portion or percentage of total sales within a specific industry or market that a company controls.

Question 6

distinguish between knowledge and skills

Answer 6

Knowledge:
Definition: Knowledge refers to the information, understanding, and awareness acquired through education, experience, or learning. It involves knowing facts, principles, theories, or procedures.

Skills:
Definition: Skills are the practical abilities, competencies, or proficiencies acquired through training, practice, or experience. They involve the capability to perform specific tasks effectively.

Question 7

knowledge impact

Answer 7

Knowledge Impact: Businesses benefit from employees’ knowledge by leveraging it for innovation, problem-solving, and strategic planning.

Question 8

skills impact

Answer 8

Skills Impact: The impact of skills is more immediate and operational. They directly influence day-to-day operations, efficiency, and the quality of work performed.

Question 9

job analysis

Answer 9

systematic study defining roles, responsibilities, skills, and requirements essential for effective job performance within organizations.

Question 10

job design

Answer 10

structuring tasks, duties, and responsibilities to enhance productivity, job satisfaction, and employee performance within organizations.

Question 11

job descriptions

Answer 11

Concise document outlining roles, responsibilities, qualifications, and expectations for a specific job within an organization.

Question 12

job specifications

Answer 12

Detailed description specifying the qualifications, skills, experience, and attributes required for a particular job role.

Question 13

job posting advantages and disadvantages

Answer 13

Job Postings: Advertising open positions on company websites, job boards, or in newspapers to attract applicants.
Job Posting: Adv - Wide reach. Disadv - High competition, limited targeting.

Question 14

direct applications advantages and disadvantages

Answer 14

Direct Applications: Receiving applications directly through the company’s website or through direct contact with the HR department.
Direct Applications: Adv - Candidates show genuine interest. Disadv - Limited reach, diverse pool.

Question 15

conditions of employment

Answer 15

Clear and fair terms defining job roles, responsibilities, and expectations.

Question 16

remuneration

Answer 16

Fair compensation commensurate with responsibilities, skills, and market standards.

Question 17

job security

Answer 17

Assurance of a stable work environment and reasonable protection against unexpected job loss.

Question 18

Occupational Health and Safety (OH&S) Regulations:

Answer 18

Responsibilities: Ensuring a safe work environment, free from hazards, providing proper training, and adhering to safety standards.
Compliance: Following regulations that protect workers from health risks, ensuring proper equipment, and maintaining a safe workplace.

Question 19

work life balance

Answer 19

Opportunities for flexible work arrangements and support for personal well-being to balance work and personal life effectively.

Question 20

Equal Employment Opportunity (EEO) Legislation:

Answer 20

Non-Discrimination: Upholding laws that prohibit discrimination based on race, gender, age, religion, disability, or other protected characteristics.
Fair Employment Practices: Ensuring fair recruitment, hiring, and promotion practices without bias or prejudice.

Question 21

job training

Answer 21

Providing job-specific training to equip new hires with the necessary skills and knowledge to perform their roles effectively.


Question 22

facility tour

Answer 22

Conducting tours of the workplace to familiarize new employees with their physical work environment, facilities, and amenities.


Question 23

Ethical Recruitment Practices:

Answer 23

Ensure fair and transparent recruitment processes, avoiding exploitation or unfair treatment of overseas candidates.
Adhere to international labor laws, avoiding practices such as forced labor or child labor.

Question 24

Diversity and Inclusion:

Answer 24

Promote diversity and inclusivity in the recruitment process, respecting cultural differences and embracing diverse perspectives.
Offer equal opportunities for all applicants, regardless of nationality or background.

Question 25

human resources

Answer 25

Human resources oversee recruitment, training, performance, relations, compensation, and legal compliance within organizations.

Question 26

Performance management

Answer 26

Improving employee performance, setting goals, providing feedback, and fostering professional development for better outcomes.

Question 27

soft skills

Answer 27

Non-technical, interpersonal abilities enhancing communication, teamwork, problem-solving, and adaptability in the workplace.

Question 28

the employment cycle

Answer 28

establishment, maintenance and termination

Question 29

employee expectations

Answer 29

Employees expect fair treatment, good compensation, job security, growth opportunities, work-life balance, and a supportive work environment.

Question 30

employer expectation

Answer 30

Employers expect employees to perform well, exhibit reliability, adaptability, teamwork, professionalism, and initiative, contributing positively to the company’s success and fostering a conducive work environment.

Question 31

corporate social responsibility

Answer 31

Corporate Social Responsibility (CSR) involves integrating ethical, social, and environmental concerns in business operations, ensuring sustainable practices, and contributing positively to society, beyond mere profit-making objectives.

Question 32

domain name

Answer 32

The address of a website on the internet.

Question 33

anti competitive practices

Answer 33

cartels, misuse of market power, exclusive dealing and resale price maintenance.

Question 34

outline several purposes for employee induction.

Answer 34

• Introduction to Company Culture and Values
• Clarification of Roles and Expectations
• Familiarization with Policies and Procedures

• Building Relationships and Networks

• Training and Skill Development

• Boosting Employee Engagement and Retention

• Reduction in Time to Productivity

• Feedback and Adjustment Period

Question 35

ways in which a business can aim to be socially responsible when making staffing decisions.

Answer 35

prioritize ethical, fair, and socially conscious approaches.
* Diversity and Inclusion Initiatives
* Equal Employment Opportunities
* Fair Wages and Benefits
* Health and Safety Measures

Question 36

overseas recruitment and the benefits of this.

Answer 36

“Overseas recruitment broadens talent pool, brings diverse perspectives, and fosters global competitiveness in organizations.”