Unit 2 Outcome 3 SAC - Business Management Flashcards

1
Q

CHAPTER 6A

A

-the relationship between staff performance and business objectives

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2
Q

Staff

A

-are the people who work for your business
-are a central component of most businesses
-responsible for completing the day-to-day activities

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3
Q

Human resource managers

A

individuals who coordinate the relationship between employees and management within a business.

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4
Q

Relationship between staff performance and business objectives:

A

The capabilities and behaviour of staff can have a significant influence on a business’s productivity and achievement of business objectives

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5
Q

effective management strategies to improve employee performance:

A

-clearly communication goals: to help employees have a clear understanding of business goals and how to contribute to achieving them

-motivating employees: this effects the performance of employees as it increases job satisfaction and productivity, because they now know how to complete their roles

-supporting employees: being an understanding manager provides loyalty with their employees and strengthens their relationship.

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6
Q

underperforming staff

A

may complete work tasks incorrectly or poorly which may result in businesses providing customers with low-quality goods or services, along with lowering the business reputation

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7
Q

high performing staff

A

more likely to complete tasks to a high standard and provide a positive
customer experience.

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8
Q

types of business objectives:

A

-to make a profit
-to increase market share
-to meet shareholder expectations
-to fulfil a market need
-to fulfil a social need

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9
Q

business objectives and relationship with performance of staff (to make a profit)

A

to make a profit: high performing staff may complete business activities efficiently and produce high quality goods and services, making sales increase with their outstanding ability, leading to higher profits for the business

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10
Q

business objectives and relationship with performance of staff (to increase market share)

A

to increase market share, a business needs to increase the total sales it makes. underperforming staff may produce low quality goods and services, reducing the business’s sales.

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11
Q

business objectives and relationship with performance of staff (to meet shareholder expectations)

A

to meet shareholders expectations, a business should generate consistent profit to return to some of their shareholders. if the staff perform effectively and positively complete business activities, it can increase profit therefore making enough to return to the shareholders.

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12
Q

business objectives and relationship with performance of staff (to fulfil a market need)

A

businesses can fulfil a market need by serving the needs of customers. a negative effect may be that underperforming staff may produce low goods and services that do not meet customer needs.

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13
Q

business objectives and relationship with performance of staff (to fulfil a social need)

A

businesses can fulfil a social need by using their skills to benefit their communities. high performing staff may provide innovative ideas and produce high quality goods and services that positively impacts the community/environment

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14
Q

Explain the effect of poor staff performance on the achievement of business objectives.

A

Staff are the people who work for businesses in exchange for payment. Poor staff performance may lead to business processes being completed incorrectly or inefficiently, which may decrease the quality of goods and services produced. As a result of low-quality goods and services, customers may be less likely to purchase from the business, reducing sales and profits and therefore, negatively affecting the achievement of business objectives.

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15
Q

CHAPTER 6B

A

-staffing needs
-staff knowledge and skills

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16
Q

staffing needs

A

Staffing needs are the requirements a business has for employees.

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17
Q

labour intensive

A

is when a business uses a high degree of employee involvement during its production process

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18
Q

capital intensive

A

is when a business uses a high degree of machinery and equipment during its
production process.

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19
Q

human resource planning

A

is the process of identifying current and future employee needs.

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20
Q

STAFF KNOWLEDGE AND SKILLS

A

employees may require a certain standard of knowledge and skills to be recruited in a business, employees who possess the appropriate knowledge and skills can perform tasks to the desired standard, and enable a business to achieve its objectives.

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21
Q

staff ideas

A

-Newly hired employees are able to provide a unique perspective on current business
processes, policies, and procedures.

-Recruiting new staff, who may have fresh ideas, can therefore encourage existing employees to constantly adapt their behaviour and ways of thinking.

22
Q

CHAPTER 6C

A

-technological development and staffing needs

23
Q

developments in technology

A

-are the inventions and innovations of tools that solve problems and enhance processes.

24
Q

AI (Artificial Intelligence)

A

is software that is able to mimic the behaviour of humans

25
Q

software

A

is the programs used on computers and other electronic devices

26
Q

Robotics

A

are programmable machines that are capable of performing specified tasks

27
Q

examples of software and its effects on staffing needs (3)

A

-accounting software: assists businesses with their bookkeeping of financial transactions. this may effect stag as the software is abe to complete the tasks more efficiently with less errors compared to a human employee

28
Q

examples of software and its effects on staffing needs (2)

A

-mobile and computer applications: effects staffing needs as not much staff may be required, as tasks can be completed faster than human labour

28
Q

positive effects that developments in technology have on staffing needs

A

-can increase flexibility for employees
-can make less mistakes than human employees in the workplace

29
Q

negative effects that developments in technology have on staffing needs

A

-can reduce the number of workers in the workplace (due to efficiency and effectivity it has)

30
Q

examples of software and its effects on staffing needs (1)

A

-communication software: businesses may not require much employees when can connect and share information instantly on things like new hires, flexible working arrangements and more through softwares

31
Q

positive effects of AI

A

helps computerised devices:
-reason logically
-solve problems
-process and understand language

31
Q

examples of AI and how it affects staffing needs (1)

A

chatbots:
chatbots can act as virtual assistants, leaving human assistants out roles such as taking food orders, answering FAQ’s, and making online payment processes

32
Q

examples of AI and how it affects staffing needs (2)

A

Facial recognition technology:
-facial recognition could be used in workplaces to confirm the identity of an individual, therefore reduces the need for security staff members

33
Q

examples of AI and how it affects staffing needs (3)

A

recruitment processes:
-having automated recruitment processes makes it easier for human resources staff to select the most suitable employees.

34
Q

examples of robotics and how it affects staffing needs (1)

A

-drones:
businesses may require less staff to complete activities such as picking and packing products.

*however, businesses may need to require staff that know how to handle a drone

34
Q

what can robotics impact in a business?

A

-robotics may decrease the need for human labour
-manages risky, difficult, or complex activities smoothly compared to human labour

35
Q

examples of robotics and how it affects staffing needs (2)

A

self service checkouts:
businesses may require less staff to process customer purchases if they use self service checkouts.

*however, employees may need specialised knowledge to fix, oversee, or assist customers with this machinery.

36
Q

examples of robotics and how it affects staffing needs (3)

A

automated production lines:
-businesses may no longer require staff to manually manufacture the products.

*however, businesses may need staff with specialised knowledge to operate automated production lines

37
Q

CHAPTER 6D

A

-job analysis

38
Q

job analysis

A

is the process for identifying the key responsibilities, tasks, and duties of a particular role

39
Q

job description

A

is a summary of all the responsibilities, tasks, and duties associated with a particular role.

40
Q

job specifications

A

are the necessary skills, knowledge, and qualifications acquired for a specific role

41
Q

job design

A

is the process of organisingmany responsibilities, tasks, and dutiesinto a single role

42
Q

definition of job analysis

A

Job analysis is when a business goes over the specific requirements for a specific role in their business. In order to hire the most suitable candidate for the role, the business must identify the responsibilities and key tasks required to further the process.

43
Q

how can this involve staff?

A

with human resource managers:
Human resource managers must use the information gathered in the job analysis to select and hire the most appropriate person for the job, with the most knowledge and set of experiences.

44
Q

the process of completing a job analysis

A

-select a specific job
-collect information about the job
-determine the key tasks to be completed
-determine the necessary action and responsibilities required to complete tasks
-determine the necessary skills and knowledge required to complete tasks
-create a summary of the tasks and responsibilities as well as the required skills and knowledge.

45
Q
A
46
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47
Q
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48
Q
A