Unit 2 AOS 3 - staffing a business

Question 1

staff

Answer 1

are people who work for businesses in exchange for payment.

Question 2

the relationship between high performing staff and business objectives

Answer 2

the capabilities and behaviour of staff can have a significant influence on the businesses productivity and achievement of business objectives.

to make a profit
- a business needs to earn more revenue than its accumulated expenses.
- may complete business activities efficiently and produce high quality goods and services in turn, sales may increase, leading to higher profits.

to increase market share
- a business needs to increase the total sales it makes within the industry.
- high performing staff may produce high quality goods and services which may increase sales.

Question 3

staffing needs

Answer 3

are the requirements a business has for employees.

Question 4

two staffing needs

Answer 4

knowledge
- is the theoretical or practical understanding of a specific subject.

For example, businesses should consider hiring people with an education such as a diploma or bachelor’s degree as this can be useful because it gives insight to new and different business initiatives that can help sell their products.

skills
- the ability to complete a specific task to a certain level of quality.

For example, employees who have experience in the same job field are better at applying relevant knowledge and skills to produce high quality work.
As an individual with experience in the businesses products can help the business sell their products to customers.

Question 5

staff ideas

Answer 5

• employees are often able to contribute new ideas and strategies.
• able to provide a unique perspective on current business processes and procedures.
• new staff can encourage existing employees to constantly adapt their behaviour.
• eg. a diverse workplace includes individuals with different ages, genders and ethnicities which can promote creativity and innovation by sharing their ideas and therefore, develop new business strategies.

Question 6

technology

Answer 6

Software
- is used by businesses to help complete specific tasks or enhance business processes.
eg. AI and communication software

A
- businesses may require less staff as simple jobs can be completed automatically with limited or no human input.
- it can make the products better quality.

D
- businesses may need to train staff to use technology which can be difficult and time consuming.
- the technology is expensive

Question 7

recruitment methods

Answer 7

internal recruitment
- is the process of filling job vacancies with existing staff at the business.

external recruitment
- is the process of filling job vacancies with individuals outside of a business.

Question 8

internal recruitment methods

Answer 8

intranet
- private computer network used to share information within a business.
- allows employees to access updates and news regarding the business online.

word of mouth
- verbal communication of information between individuals.
- employees and managers verbally sharing information about vacant job positions.

A + D
- bus is already familiar with the employees and their skills.
- employees can learn diff skills and gain experience in diff roles.

• limited number of candidates to select from.
• existing employees may not have the correct skills or knowledge for the vacant role.

Question 9

external recruitment methods

Answer 9

websites
- are a collection of web pages and content, published on at least one web server, that is identifiable by a common domain name.

online recruitment agencies
- a business that works on behalf of an employer to find suitable job candidates.

A+D
- can advertise to a large number of candidates.
- candidates can offer new ideas and improvements to the business.

• candidates may not fit the businesses culture.
• may not have the required skills and knowledge that the business thought they had.

Question 10

selection methods

Answer 10

interviews
- is a meeting that occurs between
an employer and a job candidate to determine whether they have the necessary knowledge, skills, and ideas to fulfil the position.

• provides both employers and job candidates with the opportunity to ask questions and learn more about each other.

A+D
- provides insight into a candidates personality, attitude, motivation and interpersonal skills.
- provides an opportunity to ask detailed questions that inform the selection decision.

• potential for human bias.
• candidates may be dishonest in an interview.

Question 11

psychological testing

Answer 11

is a scientific method of examining a jobs applicant’s behavioural style and reasoning skills.

• employers use this method to identify characteristics of a candidate that are difficult to determine face to face interview. eg. ability to solve problems.

A+D
- provides insight into candidates personality and working style.
- ensures consistency by minimising human bias.

• may not provide honest responses.
• some candidates may not perform well under test conditions. (can effect there true ability.)

Question 12

National Employment standards

Answer 12

notice of termination and redundancy pay
- An employer must provide their employee with written notice of the day of termination.
- The period of time an employer must
notify their employee before terminating their employment ranges between one and four weeks.
- An employee may be entitled to a period of redundancy pay if the employee’s job at the business no longer exists.

request for flexible working arrangements
- An employee may request a change in their working arrangements for circumstances including if the employee is a parent, provides care or support to a member of their family or household, has a disability, is 55 years or older, or is experiencing family or domestic violence.

Question 13

EMPLOYER Expectations

Answer 13

Business Loyalty
the employees being committed to supporting the business in achieving its objectives.

• the employees will help maintain a good reputation and refrain from making negative comments about the business and to work towards achieving business objectives.

Question 14

EMPLOYEE Expectations

Answer 14

Remuneration
- is the money an employee receives from an employer in exchange for the work they complete.

• the business would determine the amount of remuneration they would receive based on the businesses enterprise agreement.

Work - life balance
- the division of a person’s time between the demands of their job and their personal life.

• employees are placing more value on having healthy work life balance to allow time for both their job and other life commitments, which allows them to maintain flexible working arrangements.

Question 15

Legal obligations for staffing

Answer 15

Occupational health and safety (OHS)
- is the protection of the health and safety of employees in the workplace.

• The occupational health and safety act 2004 (OHS Act) provides a broad framework of improving occupational health and safety standards in the workplace.
• The OHS regulations include detailed information for employers relating to how they can fulfil their duties and obligations.

Question 16

Workplace Gender Equality

Answer 16

is people of all genders having equal rights, responsibilities and opportunities.

• under the workplace gender equality act 2012, employers must ensure that men and women are equally represented, rewarded and valued in the workplace.

Question 17

Employee Induction

Answer 17

refers to the process of introducing new employees to the business and orientating them through history, structures, objectives, people, policies, practices, and the jobs they will perform.

Question 18

Induction methods

Answer 18

Induction pack
- a physical or electronic folder containing information for new employees.

• typically includes documents outlining policies and procedures, employer expectations, and any necessary paperwork required.

Question 19

Mentoring

Answer 19

involves a senior employee assisting a new employee in developing the knowledge and skills needed for their role.

• involves having a senior employee act as a mentor who supports new employees and provides advice on how to perform tasks.
• helps ease stress for new employees as they can turn to their mentor for guidance.

Question 20

Nepotism

Answer 20

• is an employer or person of power referencing their family or friends over other individuals, especially by giving them a job.

Question 21

CSR

Answer 21

when a business goes above and beyond their legal obligations of a business taking into account the environment, society/community and employees.

Question 22

CSR considerations

Answer 22

1. Recruitment
   - businesses can demonstrate CSR when recruiting and selecting staff for vacant job positions.

Nepotism
- businesses can demonstrate CSR by recruiting staff according to their suitability to the job position.
- businesses should avoid referencing candidates based on their relationship to existing staff and rather basing it on their knowledge and skills.

Question 23

CSR considerations

Answer 23

2. Employment expectations
   - businesses can demonstrate CSR by supporting their staff and providing benefits that exceed the minimum legal requirements.

Workplace flexibility
- businesses may require employees to work strict hours per day or excessive hours per week.
- can demonstrate CSR by allowing employees to work in flexible conditions and improve their work life balance.
- may allow their employees to work from home or work hours that suit their schedule.

Question 24

Job analysis: is the process of identifying the essential duties, tasks and responsibilities of a specific role.

Job description: is a summary of the duties, tasks and responsibilities of a specific role.

Job specifications: are the necessary skills, knowledge and qualifications for a specific role.

Answer 24

Job design: is the process of organising several duties, tasks and responsibilities into one specific role.

• After conducting a job analysis, human resource managers gain a better understanding of the requirements of a specific role.

Question 25

relationship between job analysis and job description

Answer 25

in order to create a job description the job analysis has to come first, as otherwise it would not suit the needs of a business.