Theme 3 Flashcards

All key definitions and analysis

1
Q

What is a mission statement?

A

A mission statement sets out the purpose of a business, why it exists.
- Focuses on: value of business, scope of business, long-term aims.
- Influences include: values of founder(s), view of society, size of business and type of ownership.

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2
Q

What are corporate objectives?

A

The corporate objectives of a business quantify the mission of a business and sets measurable targets for the whole organisation- SMART
- Focuses on: market standing, innovation, sustainability, growth and social responsibility.
- Factor affecting it: economy, competition, business growth and culture, poor performance.

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3
Q

A.M- What is market penetration?`

Ansoff’s Matrix

A
  • Existing products in existing markets.
  • Approaches: build brand image, incentivise customer affiliations, change product model (if price sensitive).
    ✓- low risk
    ✓- familiar market and product.
    X- potential limited growth potential
    X- businesses becomes vulnerable if it doesn’t innovate.
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4
Q

A.M- What is product development?

Ansoff’s Matrix

A
  • New products in existing markets.
  • Approaches: market research to identify improvement/ innovation, use product portfolio to manage product range.
    ✓- familiar with customers
    ✓- responds to customer needs
    X- can take time and be expensive
    X- product cannibalism
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5
Q

A.M- What is market development?

Ansoff’s Matrix

A
  • Existing products in new markets.
  • Approaches: use penetration pricing, heavy promotion, strategic alliance or takeover of a business already operating in the market.
    ✓- potential for considerable growth
    X- limited understanding of customer needs
    X- competing with established businesses
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6
Q

A.M- What is diversification?

Ansoff’s Matrix

A
  • New products in new markets. - typically for large, well established business with financial power.
  • Approaches: business may have particular asset (e.g patent) that allows them to compete without particular expertise, could be achieved through inorganic growth.
    ✓- spreads risk in different markets
    ✓- businesses can utilise some core competencies and apply them to new market
    X- high risk
    X- no reputation or expertise in the market
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7
Q

What is the aim of portfolio analysis- Boston Matrix?

A
  • Aim: categorise a company’s products with specific characteristics in order to make strategic decisions about them.
    (market share= cash generation), (market growth rate = cash usage)
    ☆- high market share, high market growth rate.
    ?- low market share, high market growth rate.
    £🐄- high market share, low market growth rate.
    🐶- low market share,low market growth rate.
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8
Q

P.G.S- What is a cost-leadership strategy?

Porter’s Generic Strategy

A
  • Achieve an advantage of being lowest cost operator.
    Ways to achieve it: operate at a scale that keeps average costs low, have unique access to technology, skills or raw materials.
    ✓- helps high profit margins due to economies of scale.
    ✓- maintain market price and acquire market share.
    X- few businesses can operate as cost leader.
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9
Q

P.G.S- What is a differentiation strategy?

Porter’s Generic Strategy

A
  • Compete by offering USP to product for the market or niche.
    Basis for differentiation: quality, speed and efficiency, customer service and experience.
    ✓- helps develop unique brand image.
    ✓- adds value so higher prices.
    X- other businesses may be able to copy strategy if without copyright, or indefensible.
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10
Q

P.G.S- What is a segmentation strategy?

Porter’s Generic Strategy

A

Segmentation can be achieved through cost leadership or differentiation and involves targeting niches.
Basis of segment: unique needs, geographic or demographic characteristics.
✓- easier to narrow segment to focus communications and marketing.
✓- can better understand customer needs as segment has narrower interests.
X- customer loyalty is vital to maintain sales.

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11
Q

How to achieve a competitive advantage? (RAI)

A
  • Innovation - the ability of a business to create new and unique processes and products, may also involve a patent.
  • Architecture - relationships within a business that creates synergy and understanding between suppliers, customers and the employees .
  • Reputation - brand values are hard to replicate and may take years to develop.
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12
Q

What is SWOT analysis- ✓ and X?

A
  • SWOT analysis is a strategic tool that a business can use to analyse its current position and the external factors that might affect it.

Internal: Strengths, Weaknesses
External: Oportunites, Threats

✓- assists thinking in a structural way.
✓- low-cost, simple and can be combined with PESTLE.
X- subjective- depends on managers’ opinions.
X- doesn’t offer clear solutions.

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13
Q

What are ways a market may change?

A

Market changes include:
- new entrants- more competitive.
- new products- need for innovation to keep up with rivals.
- consolidation- when dynamic markets shifts, when a business fails and others take control of market share. Businesses may also merge or be taken over.

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14
Q

What is PESTLE analysis?

A

PESTLE looks at external influences that impact a business.

  • Political- national/international authorities who maximise economic activity, while protecting businesses. They directly impact markets and international trade.
  • Economic- general state of the economy.
  • Social- changing demands of society for different goods and services and they way society spends money. Includes demographics and lifestyle changes.
  • Technological- advanced tech creates opportunities for products/service and the production line- need to keep up.
  • Legal- legislation businesses need to follow.
  • Environmental- gov. ensures businesses pay for cost of production as well as external costs like pollution. Like with social- society is environmentally conscious so improves brand image.
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15
Q

What are Porter’s 5 forces?

A

Porter’s 5 forces presents a framework for analysing the competitive environment.
- Industry rivalry- X- profit decreases. So, businesses should lower costs of production or USP or consider external growth/ strategic alliance.
- Bargaining power of suppliers- few suppliers mean bargaining power is high, supplier is also able to integrate vertically forward. So, businesses should build strong relationship, consider backward vertical integration.
- Bargaining power of buyers- buyer power is high when there is little difference in products offered, products are price sensitive. So, businesses should develop USP, consider forward vertical integration (e.g if buyer is another business).
- Threat of substitutes- high threat if alternative products price fall and customers can easily switch. So, businesses should build switching costs into agreements, lower prices and promote benefits in comparison.
- Barriers to entry- initial entry cost to market is very high, customers have brand loyalty. X- if few barriers, then new competitors mean increased competition. So, businesses should innovate, build strong relationships with buyers and use economies of scale to keep prices low and make it difficult for new market entrants.

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16
Q

What are objectives to growth?

A
  • Increased profitability
  • Increased market power over customers and suppliers- economies of scope, when a business operates in a number of markets, reducing the costs and spreading risk.
  • Increased market share/ brand recognition
  • Economies of scale- occurs when unit costs fall as a business expands.
  • Synergies, inorganic growth can bring businesses together that complement each other’s strengths.
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17
Q

(Internal and External)

What are types of economies of scale?

A

Internal:
- Purchasing- bulk buying
- Technological- invest in best tech
- Financial- large businesses (Plc) can raise more capital so can receive better interest rates and terms of payment.
- Managerial- employ specialists to manage aspects of business, which improves efficiency.

External:
- Labour- concentration of firms in one are may encourage build up of skilled labour force.
- Cooperation- when concentrated together, firms are more likely to collaborate.

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18
Q

What are problems arising from growth?

A
  • Diseconomies of scale (unit costs rise as business expands)
  • Communication problems
  • To retain control, more organisational layers are added which slows decision-making)
  • Less motivation as workers sees their work as less significant.
  • Overtrading- when a business grows too fast and overstretches their financial resources and may also face logistical problems if they can’t manage operations.

May lead to: redundancies, discontinuing products, de-layering, outsourcing aspects of business operations.

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19
Q

What are the types of growth (e.g horizontal)? (4)

A
  • Backward vertical- taking over supplier. ✓- allows business to acquire resources cheaply to reduce overall costs.
  • Forward vertical- taking over customers, e.g retailers take over wholesalers. ✓- manufacturer can determine how products are promoted and build relationship with users, also can increase prices.
  • Horizontal- merging with a business at the same level of the supply chain. ✓- economies of scale and sharing expertise (synergies).
  • Conglomerate- taking over unused business in a different market. ✓- spreads risk and created new business opportunities.
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20
Q

Whats the difference between mergers and takeovers?

A
  • Takeovers are when a business will acquire another long with its assets with 51% shareholding (sometimes even less). If hostile, the takeover is riskier for the acquiring business.
  • Mergers are when two businesses come together in a joint venture for mutual benefit. This may be to share strengths or for business survival. It seeks synergies a new name may be created with the two businesses.
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21
Q

What is inorganic growth- ✓ and X?

A

Mergers and takeovers are examples of inorganic growth, growth outisde the business.
✓- speedy growth and greater profitability
✓- high remuneration for senior staff
✓- large payouts for those selling their company
X- regulatory intervention- if deemed anti-competitive behaviour
X- morale can be low when business is taken over
X- financial strain- especially in case of a bidding war.

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22
Q

What is organic growth (methods) - ✓ and X?

A

Organic growth is when a business grows internally, selling more products and revinvesting for areas of expansion.
- Methods include: new products, new markets, franchising (business licenses individuals or companies to trade under its brand using the goods/ services it provides).

✓- less risk
✓- business can steadily increase scale as and when its internal operations are ready.
✓- cheaper than external growth and diseconomies of scale are minimised.
X- may be too slow for shareholders who want dividends.
X- competition- business may be left behind by rivals that use external growth to dominate market.

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23
Q

Why may a business stay small?

A
  • Personal service- owners are able to build relationships with small number of customers and convenience can be a USP. Large organisations find this difficult with economies of scale.
  • Costs- smaller firms have cheaper running costs.
  • Flexibility- smaller firms can make decisions quicker, adapt to competitive environment and respond the customer needs. (market leader?)
  • Control and efficiency
  • Owner’s preference- some owners may be satisfied with level of profit as increasing earning lead to more complicated accounts.
  • E-commerce- smaller firms don’t need to operate on international scale and it can reach customers via their own or third-party e-commerce websites, where products can be distributed globally from a small distribution centre without need for expensive retail space.
  • Product differentiaition- some customers may prefer to buy products different from mainstream mass market. Small firms have potential to offer customers specialist advice and accessories, further adding to its USP.
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24
Q

What is a time series analysis?

A
  • Time series analysis is a way to predict future sale trends by using historical data.

✓- helps businesses work out whether there is an upwards or downwards trend or even constant trend in sales figures.
✓- helps businesses take into account seasonal variations and anticipate future sales figures with varying levels of accuracy.

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25
Q

What is a moving average and centering?

A
  • A moving average takes a 3-period or 4-period time span and finds the average of the 3/4 periods. The first period’s sales then drop out and the next period is included in the average.
  • Centering: if a 4 period moving average is necessary, there is no centre point (month or year) to place the average. When this happens averages need to be centred. e.g: (similar process for moving average but you only do it once- e.g stop at 48 and 50)

48 -
57 - (48+57+51+39 / 4)= 48 (48+50/ 2)= 49
51 - (57+51+39+53 / 4)= 50
39 -
53 -

26
Q

(Quanititative data)

What are limitations of time series analysis?

A

X- relatively short time as data loses value over 1-2 years
X- dependent on quality of market research
X- less valuable in volatile markets
X- prior data has little bearing on what will happen in the future
X- doesn’t take exertnal shocks into account.

27
Q

(seasonal variation)

What is the line of best fit on a time series analysis?

A
  • Future sales can be predicted by drawing a line of best fit and extrapolating it to a point in the future.
  • Seasonal variation can be used to provide a more accurate prediction than simply plotting a trend line. A variation (土) from the trend line is calculated and averaged over a number of years.
28
Q

I.A- What is simple payback?

Investment Appraisal

(Equation) (Disadvantages?)

A
  • Payback is a quick and simple investment appraisal tool, which focuses on the time taken to get back initial investment and considers cash inflows over number of years.

Simple payback: (Amount remaining to recover) / (Amount recovered in following years)

X- cash earned after payback is ignored and profitability is overlooked.

29
Q

I.A- What is net present value (NPV)?

Investment Appraisal

(Equation) (Disadvantages?)

A
  • NPV takes into account the future value of money by discounting cash flows as the value of money deppreciates overtime. There is a different discount factor for each year.

NPV = cash flow x discount factor

X- calculation is more complex.
X- if rate of discount is too high, projects will not be profitable.

30
Q

I.A- What is the average rate of return (ARR)?

Investment Appraisal

(Equation) (Disadvantages?)

A
  • ARR measures the profit acheived on an investment over time, which can then be comapred to other investments or the zero-risk startegy if leaving money in the bank.

Average annual profit: (Total profit from investment) / (Expected lifespan of asset)

AAR: (Average annual profit) / (Initial investment) x 100

X- fluctuating profits over life of a project not taken into account.
X- time value of money ignored.

31
Q

What are decision trees- ✓ and X?

A
  • Decision trees are a method of tracing alternative outcomes from a range of business decisions, options or projects.
  • Influences: mission and objectives of business, ethics, competition, resource constraints.
    ✓- clarifies possible course of action
    ✓- adds financial data to decisions
    ✓- makes managers account for risk
    X- probabilities are often estimated
    X- doesn’t consider qualititative information
    X- doesn’t take into account dynamic nature of business.
32
Q

What is critical path analysis?

A
  • Critical path analysis involves using a network diagram to manage the various tasks required to complete a project.
  • Each node (circle) is numbered and represents the start and end of an activity. (2 nodes are connected by a straight line).
  • A straight line represents the activity. Activity number above the line, duration below the line, e.g 8 weeks.
  • EST (earliest start time) of an activity is shown in the top right of the left-side node, e.g Activity C is week 5.
  • LFT (latest finishing time) of an activity is shown in the bottom right of the left-side node.
33
Q

Benefits and drawbacks of critical path analysis?

A

✓- identify the exact activities involved in implementing a strategy.
✓- effectively plan for implementation of a strategy.
✓- introduce informed deadline for different activities.
✓- allocate resources efficiently to the different activities.
✓- identify float time and those activities that are critical to the success/ implementation of the strategy.
X- projects and strategies often involve multiple factors, agents and stakeholders, calculating time taken can be difficult.
X- doesn’t take into account qualitative issues such as employess morale.
X- relies on estimations- if these are correct, so are ESTs and LFTs.
X- doesn’t take into account unexpected events and significance external factors beyond the business’ control, such as key staff on long term absence.

34
Q

What is short-termism and long-termism?

A
  • Short-termism is looking at businesses decions from the perspective of what will benefit the business in the short term, even if there are long term consequences. Likely to: maximise short-term profits, return profits to shareholders, pursue external growth strategies.
  • Long-termism is when business decisions are based around long-term rewards even if there are short-term costs. Likely to: invest in R&D and training, focus on profit quality, take ethical stance, pursue interests of stakeholders.
35
Q

What is evidence based decision- ✓ and X?

A
  • Evidence-based decision making is when decisions are based on evidence such as financial forecast or using break-even analysis and investment appraisal.
  • More likely to be used in largue corporations. They may also have specialist functions and business analysts to produce and analyse evidence.

✓- data can help reduce the risk in decision-making and help identify the likely outcome as well as compare alternative options.
X- data can be hard or expensive to collect, especially for small businesses. Sometimes data is unavailable, out of date or unreliable.

36
Q

What is subjective decision making- ✓ and X?

A
  • Subjective decision-making is based on experience and ‘gut feeling’ without having supporting data.

✓- intuition may come from experienced managers, which is useful when making qualitative decisions, such as the character of a new employee or the potential success of a new marketing campaign.
X- without evidence in the form of data, decisions based on intuition will always be risky.

37
Q

What are strong and weak cultures?

A
  • Strong cultures are when there is a sense of teamwork and togetherness and there is an atttiude of motivation.
  • Weak cultures are the opposite, when emplyoees are individualistic and have low morale with little social interaction.
38
Q

What are the 4 types of cultures- Handy’s model?

A
  • Power culture- when all responsibility and decisions are made at the top. (autocratic, flat org., strong culture).
  • Role culture- set strategies and rules in a team as roles are clearly defined. (autocratic/ paternalistic, matrix org., strong culture).
  • Task culture- teams forged around a projects so change regularly. (paternalistic/ democratic, tall org., weak culture?).
  • Person culture- business exists to allow indivduals to operate, e.g lawyer/ accountants. (democartic, flat org., weak culture).
39
Q

What are problems with changing organisational structure?

A

X- long process. It may require significant education and training of the workforce.
X- large organisations may have more than one culture across different functions or regions.
X- culture is deep-set (extends from people’s attitudes and beliefs) so not easy to change.

40
Q

Who are the internal stakeholders?

What do they want?

A
  • Employees
  • Managers
  • Shareholders
  • Wants: good income, safe working conditions, ROCE, ethical business, to meet taregts.
41
Q

Who are the external stakeholders?

What do they want?

A
  • Suppliers
  • Customers
  • Local community
  • Government
  • Wants: regular trade, reliable products/ value for money, no pollution, abide by law.
42
Q

What are the trade-offs between profit and ethics?

A
  • Acting ethically will raise costs which will make the business less profitable.
43
Q

What the criticisms about pay and rewards?

A
  • In some businesses, senior leaders are paid high bonuses, wherea some workers are paid minimum wage.
  • Gender pay gap
  • Pay and reward is not always fair.
44
Q

What is corporate social responsibility (CSR)?

A
  • CSR is the belief that a business should act repsonsibly and protect the interests of all of its stakeholders.
  • Caroll’s CSR Δ- Philathropic (good citizen), Ethical, Legal, Economic (profit).
  • Issues with Δ- can require heavy financial investment so needs to prioritise short-term profitability.
45
Q

What’s on the statement of financial position?

A
  • Revenue, gross profit, operating profit, net profit.
  • Non-current assets, current assets, current liabilities, net current assets, non-current liabilities, net assets, total equity.
46
Q

What is return on capital employed (ROCE)?

Ratio analysis

A
  • Compares operating profit earned with the amount of capital employed by the business. AKA profit from investment.
  • Shows how effectively business was able to generate profit from investment.
  • Can be improved by increasing operating profit or decreasing capital employed.
  • Capital employed = Total equity + Non-current liabilities

ROCE: (Operating profit) / (Capital employed) * 100

47
Q

What is gearing ratio?

Ratio analysis

A
  • How well a business has raised its long-term finance. Ratio represents how much of a firm’s capital is made up of loans.
  • Highly geared businesses (>50%) is vulnerable to increases in interest rates.
  • Low geared businesses have opportunity to borrow funds in order to expand
48
Q

Ratio analysis- ✓ and X?

A

✓- allows a business to calculate and compare trends over time.
✓- shows greater insight than financial accounts.
✓- information can be used against benchmark data- e.g industry avergae.
✓- can be used to assess performance of operations and HR.
X- doesn’t take qualitative issues into account (e.g brand image).
X- doesn’t take into account long term decisions.
X- doesn’t take into account economic climate

49
Q

What are some financial rewards businesses offer employees?

A
  • Rewards linked to output (remuneration, performance-related pay, bonus systems, commission).
  • Commission
  • Fringe benefits
50
Q

Name 4 HR strategies to increase productivity and retention in order to reduce turnover?
(FECE)

A
  • Financial reward
  • Employee share ownership
  • Consultation strategies
  • Empowerment strategies
51
Q

What is labour productivity?

Disadvantages?

A
  • it directly affects profit margins and decisions around pricing.

(Total output per time period) / (Number of employees at work)

X- doesn’t take into account wage rates (motivational factor?).
X- doesn’t take into account technology (production).
X- may be affected by other factors like disruptions in production, nature of the task or product being prodcued.

52
Q

What is labour turnover/ retention?

(different things)

A
  • Labour turnover is the amount of people leaving can give insight into issues relating to happiness, motivation and the impact on overall labour costs.

Labour turnover: (Number of staff leaving in a year) / (Average number of staff)

  • High labour turnover = increased costs of recruitment and training, could indicate employees aren’t happy with their jobs.
  • Key performance indicator to retain most talented workers within company (best employees = competitive advantage).
  • High labour turnover may be expected during holidays or when business goes through a change.

Labour retention: (Average number leaving) / (Average number of staff).

53
Q

What is absenteeism and it’s effect on businesses?

A

Absenteeism: (Number of staff absent for time period) / (Total employees)

  • High level of absenteeism increases business costs as prodcutivity falls and costs to cover employees, may be an indicator of demotivation/ tension in workforce.
  • Business may also compare health and saftey records with absenteeism data.
54
Q

What are causes of change in businesses?

A
  • Change of organisational size as businesses also go through retrenchment (reduce costs/ response to economic difficulty).
  • Poor performance (e.g loss in sales/ profit) can lead to changes in business operation, like staff, product design and development, often fast-paced.
  • New ownership and move from Ltd to Plc is also significant.
  • Transformational leadership- new leaders who set a vision and direction for the company as a result of succession plannning or poor performance.
  • PESTLE (external factors).
55
Q

What can business changes affect?

(CPFS)

A
  • Competiveness (to survive, maintain competitiveness or growth for economies of scale and scope).
  • Productivity (e.g new technology, staff training, organisational structure)- change is to improve productivity and efficiency.
  • Financial performance (focus on all the above to increase revenue and profit- profit is driver for most causes of change).
  • Stakeholders (shareholders may withdraw support if they have doubts, employees may fear job security, potential negative customer feedback).
56
Q

What are key factors of change?

A
  • Organisational culture- stronger culture is difficult to change so is longer process to change attitude and beliefs.
  • Size of organisation- harder to change in large organisations due to communication difficulties and need to implement plan and retrain employees. May also be different cultures and approaches across company (especially multinationals).
  • Time/ speed of change- pace of change may be determined by external forces. Change can be easier when business is ‘ahead of competition’ and change driven by poor performance is harder for leaders who need to manage expectations of customers, re-establish brand and deal with demotivation and uncertainty from within workforce.
  • Managing resistance to change
57
Q

What are reasons for resistance to change?

A
  • Self-interest- some employees may lose pay, status or anticipating harder work.
  • Prefer present state- change may take some outside comfort zone.
  • Different assessment- some employees may disagree and believe that change is not neccessary or different approach is better.
  • Misunderstanding- employees may not see need for change or understand what change will involve (fear of uncertainty).
58
Q

What are approaches to overcome resistance to change?

A
  • Communication- clearly share reasons for change and provide necessary training.
  • Support- give employees what they need to accomplish the change along with encouragement and support.
  • Involvement- involve employees in decision-making so they have ownership of change.
  • Manipluation/ Co-option- involve key people toget individuals on board with change.
  • Negotiation- compromise involving increase in employee wages or better working conditions.
  • Explicit/implicit coercion- force change through authority with threats as long-term success may be more important than short-term agreement.
59
Q

What are scenarios businesses plan ahead for?

A
  • Natural disasters can devastate communities and destroy businesses as well as cause external shocks (unpredictable economic event that can disrupt economy).
  • IT systems can fail and can be targets of cyberattacks where hackers attempt to steal/ wipe business data.
  • Loss of key staff- resignation, illness or even death. Businesses have to have plans to functions without key staff and replace them if necessary.
60
Q

What is business continuity?

A
  • Business continuity is when a busines plans what to do in the event of an unexpected outcome that has catastrophic consequences.
  • Businesses should carry out a business impact analysis and risk mitigation, then put together a recovery strategy.
  • To make sure that the recovery strategy takes place effectively, there should be testing as well as training and monitoring using a development plan.
61
Q

What is succession planning?

A

Succession planning is when businesses identify individuals to take over leadership roles to ensure business runs smoothly.
- Businesses should identify future talent and leadership within organisation, ensure key knowledge is recorded in Management Information Systems, put in place recruitment plan and training plan to develop skills of potential replacements.