11BMG U2AOS3 Staffing a Business SAC Revision PDF

**Key Terms for Unit 2 Area of Study 3: Staffing a Business** **Key term** **Definition** --------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------...

**Key Terms for Unit 2 Area of Study 3: Staffing a Business** **Key term** **Definition** --------------------------------- ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------- Business objectives are the goals a business intends to achieve. Staff the people who work for businesses in exchange for payment. Developments in technology Developments in technology are the inventions and innovations of tools that solve problems and enhance processes. Job analysis Job analysis is the process of identifying the essential duties, tasks, and responsibilities of a specific role. Job description A job description is a summary of the duties, tasks, and responsibilities of a specific role. Job specification Job specifications are the necessary skills, knowledge, and qualifications for a specific role. External recruitment External recruitment is the process of filling job vacancies with individuals outside of a business. Work testing Work testing is the process of administering practical or written assessments to determine the suitability of a job candidate for a position. National Employment Standards National Employment Standards (NES) are the minimum entitlements an employer owes its employees, which are set out in the Fair Work Act 2009. Terms of notice Terms of notice are written communications that an employee must provide to a business within a certain amount of time before leaving their position. Employee expectations Employees expect to be paid fairly and provided with adequate working conditions. Employee induction Employee induction is the process of introducing a new employee to the business. Corporate social responsibility Corporate social responsibility is the ethical conduct of a business beyond legal obligations, and the consideration of social, economic, and environmental impacts when making business decisions **Checklist** +-----------------------------------------------------------------------+ | **Business objectives** | | | | are the goals a business intends to achieve. | +=======================================================================+ | **Staff and performance** | | | | Staff are the people who work for businesses in exchange for payment. | +-----------------------------------------------------------------------+ | **Relationship between performance of staff and achieving business | | objectives** | | | | To make a profit -- high performing staff 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- High-performing staff may produce | | high-quality goods and services which may increase sales. | | | | To meet shareholder expectations - High-performing staff may complete | | business activities efficiently, which can increase profit, as well | | as the business's returns that are distributed to shareholders. | | | | To fulfil a market need- High-performing staff may provide innovative | | ideas and insights to produce high-quality goods and services that | | meet customer needs. | | | | To fulfil a social need- High-performing staff may provide innovative | | ideas and produce highquality goods and services that positively | | impact the community and environment. | +-----------------------------------------------------------------------+ | **Identifying staffing needs** | | | | Staffing needs are the requirements a business has for employees. | | | | Experience- Some jobs require employees to have completed work in a | | related field for a number of years. Employees who have experience in | | the same job field are better at applying their relevant knowledge | | and skills to produce high-quality work. | | | | Education- Some jobs require specialised education, such as a diploma | | or bachelor's degree. | | | | Qualifications- Some jobs require legally recognised licenses and | | certificates. It may also be necessary to have experience or specific | | education before receiving a qualification. | +-----------------------------------------------------------------------+ | **Technological developments and staffing needs** | | | | [Software ] | | | | Communication software- Businesses may need to hire fewer staff | | members, as employees are able to connect and share information | | instantly from any location. Therefore, tasks can be quickly | | completed when necessary. Businesses may also be more likely to offer | | flexible working arrangements, such as working remotely, as staff are | | still able to efficiently communicate. | | | | Mobile and computer applications- Businesses may require fewer staff | | members as tasks can be automated and completed significantly faster | | than human labour. | | | | Accounting software- Businesses may be required to hire less staff | | with specialised accounting knowledge, because the software is able | | to complete the tasks more efficiently and with fewer errors. | | | | [Artificial intelligence] | | | | Chatbots- Chatbots can act as virtual assistants and may reduce | | staffing requirements in roles, such as taking food orders, answering | | frequently asked questions, and guiding customers through online | | payment processes. | | | | Facial recognition technology- Facial recognition technology reduces | | the need for security staff members. | | | | Recruitment processes- Having more automated recruitment processes | | makes it easier for human resources staff to select the most suitable | | employees. Artificial intelligence can scan resumes for specific | | qualifications and roles, and can therefore save staff time in the | | recruitment process. | | | | [Robotics] | | | | Drones- Businesses may require less staff to complete business | | activities, such as picking and packing products. However, businesses | | may require staff with specialised knowledge to operate drones. | | | | Self-service- Businesses may require less staff to process customer | | purchases if they use self-service checkouts. However, employees with | | specialised knowledge to fix, oversee, or assist customers with this | | machinery are likely to be needed. | | | | Automated production lines- Businesses may no longer require staff to | | manually manufacture products. However, businesses may need staff | | with specialised knowledge to operate automated production lines. | +-----------------------------------------------------------------------+ | **Job analysis** | | | | Job analysis is the process of identifying the essential duties, | | tasks, and responsibilities of a specific role. | +-----------------------------------------------------------------------+ | **Job design** | | | | Job design is the process of organising several duties, tasks, and | | responsibilities into one specific role. | +-----------------------------------------------------------------------+ | **Job descriptions and job specifications** | | | | A 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. | +-----------------------------------------------------------------------+ | **Recruitment methods** | +-----------------------------------------------------------------------+ | **Internal recruitment methods** | | | | Internal recruitment is the process of filling job vacancies with | | existing staff at the business. | | | | Methods: | | | | Intranet- An intranet is a private computer network used to share | | information within a business. | | | | Word of mouth- Word of mouth is the verbal communication of | | information between individuals. | +-----------------------------------------------------------------------+ | **External recruitment methods** | | | | External recruitment is the process of filling job vacancies with | | individuals outside of a business. | | | | Methods: | | | | Websites- Websites are a collection of web pages and content, | | published on at least one web server, that is identifiable by a | | common domain name. Businesses can use their own website or an online | | employment marketplace to advertise vacant job positions. | | | | Online recruitment agencies- An online recruitment agency is a | | business that works on behalf of an employer to find suitable job | | candidates. | | | | Social media- Social media is the online platforms that can be used | | to connect with others and share content. Recruitment through social | | media has become an increasingly popular method of filling vacant job | | positions. Social media has enabled businesses to create their own | | profiles and advertise vacant job positions | +-----------------------------------------------------------------------+ | **Advantages and disadvantages of recruitment methods** | | | | [Internal:] | | | | Advantages- | | | | - The business can save time by reviewing only a limited number of | | applicants. Therefore, the vacancy can be filled faster. | | | | - Employees may require less training time as they are already | | familiar with some business processes. | | | | - There are minimal costs associated with internal recruitment as | | the business does not have to pay to advertise the job | | opportunity to the public. | | | | Disadvantages- | | | | - When an employee is selected, a business may have to spend time | | to fill the role they vacated in the business. | | | | - Other employees may be resentful if they didn't get hired for the | | role | | | | - No new ideas are coming into the business | | | | [External:] | | | | Advantages- | | | | | | | | - A business can advertise to a large number of candidates. | | | | - External candidates are more likely to have the required skills | | and knowledge for the vacant role. | | | | - External candidates can offer new ideas and improvements to the | | business. | | | | Disadvantages- | | | | | | | | - The candidate may not align with the business's culture. | | | | - Existing employees may be resentful if the vacant role goes to a | | new employee. | | | | - Businesses may need to spend additional time training the new | | employee. | +-----------------------------------------------------------------------+ | **Selection methods** | | | | Interview - An interview 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. | | | | Psychological testing - Psychological testing is a scientific method | | of examining a job applicant's behavioural style and reasoning | | skills. | | | | Work testing- Work testing is the process of administering practical | | or written assessments to determine the suitability of a job | | candidate for a position. | | | | Online selection - Online selection is the process of choosing an | | employee based on online forms completed by a job applicant. | +-----------------------------------------------------------------------+ | **Advantages and disadvantages of selection methods** | | | | Interview | | | | Adv- | | | | - Interviewers are provided with insight into a candidate's | | personality, attitude, motivation, and ability to form | | professional relationships. | | | | - An employer can ask detailed questions that inform the selection | | decision. | | | | Dis- | | | | - Candidates may be dishonest in an interview in order to present | | themselves as more suitable for the role. | | | | - Some candidates may not perform well in an interview setting. | | | | Psychological testing | | | | Adv- | | | | - Business owners are provided with insight into a candidate's | | personality and working style, which can be used to assess | | whether they are suitable for the job. | | | | - A business can quickly filter through the results of large | | volumes of applicants. | | | | Dis- | | | | - Candidates may not provide honest responses in order to present | | themselves as more suitable for the role. | | | | - A candidate may be interrupted by technological issues. | | | | Work testing | | | | Adv- | | | | - Employers have the opportunity to assess a candidate's ability to | | think under pressure. | | | | - Multiple candidates can be assessed at once if conducted in a | | group environment. | | | | Dis- | | | | - This process is costly for businesses, as they must pay staff to | | conduct the work testing. | | | | - It may not be suitable for positions where tasks take days or | | weeks to complete. | | | | Online selection | | | | Adv- | | | | - The business can conveniently review candidate responses in its | | own time. | | | | - Employers can easily compare the skills and experience of | | candidates. | | | | Dis- | | | | - The process may be interrupted by technological issues. | | | | - Candidates may not provide honest responses. | +-----------------------------------------------------------------------+ | **The National Employment Standards** | | | | National Employment Standards (NES) are the minimum entitlements an | | employer owes its employees, which are set out in the Fair Work Act | | 2009. | | | | - Maximum weekly hours | | | | - Request for flexible working arrangements | | | | - Offers and requests for casual conversion | | | | - Parental leave and related entitlements | | | | - Annual leave | | | | - Personal or carer's leave, compassionate leave, and unpaid family | | and domestic violence leave | | | | - Community service leave | | | | - Long service leave | | | | - Public holiday | | | | - Notice of termination and redundancy pay | | | | - Fair Work Information Statement | +-----------------------------------------------------------------------+ | **Employer expectations** | | | | Contracts of employment - An employment contract is a legal document | | that outlines the wages and work conditions of an employee within a | | business. | | | | Loyalty - Employers expect employees to show loyalty, which is when | | an employee is committed to supporting the business achieve its | | objectives. Employees are more likely to be loyal to a business if | | the employer treats its staff ethically and acts in their best | | interests. | | | | Terms of notice- Terms of notice are written communications that an | | employee must provide to a business within a certain amount of time | | before leaving their position. | +-----------------------------------------------------------------------+ | **Employee expectations** | | | | Conditions of employment - Conditions of employment are what an | | employer has agreed to offer the employee in return for the work they | | complete. These conditions are typically detailed in an employment | | contract and can vary depending on the relevant award or enterprise | | agreement. | | | | Remuneration - Remuneration is the money an employee receives from an | | employer in exchange for the work they complete. The amount of | | remuneration an employee receives is usually determined by an award | | or enterprise agreement. | | | | Job security - Job security is the likelihood of an employee keeping | | their job. Job security is increasingly becoming an issue for many | | employees due to difficult economic conditions. | | | | Work life balance - Work-life balance is the division of a person's | | time between the demands of their job and their personal life. | | Employees are placing more value on having a healthy work-life | | balance to allow time for both their job and other life commitments. | +-----------------------------------------------------------------------+ | **Legal obligations -- occupational health and safety OH&S** | | | | Occupational health and safety is the management of risks to ensure | | the protection of the health and safety of everyone in the workplace, | | including customers, employees, and suppliers. Legally, employers | | must provide a safe working environment for their employees. The | | Occupational Health and Safety Act (OH&S Act) provides a broad | | framework for improving occupational health and safety standards in | | the workplace. | +-----------------------------------------------------------------------+ | **Legal obligations - Equal Employment Opportunities EEO** | | | | Equal employment opportunity (EEO) is the fair treatment and | | participation of all individuals in the workplace. Under the Equal | | Opportunity Act 2010 (Vic), it is illegal for employers to | | discriminate on the basis of personal characteristics such as age, | | physical features, race, and gender. | +-----------------------------------------------------------------------+ | **Employee induction and its purpose** | | | | Employee induction is the process of introducing a new employee to | | the business. An employee induction can involve taking new employees | | on a tour of the workplace, familiarising them with business policies | | and procedures, and introducing them to other staff members. The | | purpose of an induction is to support new employees and provide them | | with essential business information relevant to their new roles, such | | as informing them of relevant policies and procedures. | +-----------------------------------------------------------------------+ | **Methods of employee induction** | | | | E learning -- New employees can complete online modules, such as | | interactive instructional videos. New employees may watch videos and | | answer questions about a business's policies and procedures | | | | On the job training -- New staff members can be coached by an | | existing employee on how to perform a specific task, or they can | | undertake job shadowing by observing an experienced employee working | | in the same position. | | | | Mentoring- In a business setting, mentoring involves having a senior | | employee act as a mentor who continually supports new employees and | | provides advice on how to perform tasks. | | | | Induction pack- An induction pack typically includes documents | | outlining policies and procedures, employer expectations, and any | | necessary paperwork required to be completed by the new employee. | | | | Organising meetings with key staff members- Meetings may be organised | | for the new employee with key staff members, such as senior managers | | and human resource managers, to introduce themselves to each other | | and address any concerns a new employee may have. | +-----------------------------------------------------------------------+ | **CSR considerations for staffing** | | | | - Establishing a gender-balanced workplace | | | | - Hiring a diverse range of ethnicities | | | | - Preventing nepotism | | | | - Hiring staff in different age brackets | | | | - Hiring individuals with a disability | | | | - Hiring members of disadvantaged groups | | | | - Providing feedback to potential candidates | | | | - Providing generous remuneration | | | | - Facilitating workplace flexibility | | | | - Providing assistance to new parents | | | | - Providing staff with healthcare | | | | - Encouraging staff to participate in volunteer work | +-----------------------------------------------------------------------+