U2.3.1 SC Staffing and Business Objectives PDF

U2.3.1 SC Staffing and Business Objectives Staff: Staff are the people who work for businesses in exchange for payment Staff Performance Effective Management Example Effect on employee Strategy performa...

U2.3.1 SC Staffing and Business Objectives Staff: Staff are the people who work for businesses in exchange for payment Staff Performance Effective Management Example Effect on employee Strategy performance Cleary Communicating Conducting a meeting with Employees have a clear goals staff to outline goals understanding of goals and how they can be achieved Motivating employees Training employees Employees have increased job satisfaction and productivity, as they understand how to complete their roles Supporting employees Providing feedback Employees have better relationships, leading to loyalty and job satisfaction Staff Objectives Objective High Performing Staff Low Performing Staff To make a Profit Complete activities efficiently May complete activities and produce high-quality incorrectly, increasing cost of goods, increasing sales and wages, as more employees profit may be needed to produce goods/services To increase market share Produce high-quality goods May produce low-quality and services, increasing goods and services, reducing sales business sales To meet shareholder Complete activities efficiently, May complete activities expectations increasing profit and returns incorrectly or poorly, reducing to shareholders profit and limit returns to shareholders To fulfill a Market Need May provide innovative ideas May produce low-quality and insights to goods and services that do goods/services that meet not meet needs needs To fulfill a Social Need Provide innovative ideas and May result in business insights that positively impact focusing on improving community/ environment performance, rather than  invest resources into benefiting the community and environment U2.3.2 SC Staffing Needs Staffing Needs: - Required knowledge, skills, and experience - Whether they are capital or labour-intensive - Number of staff required to meet objectives - Possibility of promotions or resignations - Future growth or downsizing of the business Staff Knowledge and Skills Source of Skill Explanation Experience Some jobs required employees to have experience in a related field, as they will then have better knowledge and skills to complete work. Qualification Some jobs require legally recognised licenses and certificates, such as Cert II etc. Education Some jobs require specialised education, such as a diploma or bachelor’s degree Staff Ideas: - Newly hired employees may be able to provide unique insight into operations and policies - Recruitment may encourage a business to adapt behaviours and ways of thinking - HRM should focus on employing individuals from a range of background to create a range of perspectives and professional experiences U2.3.3 SC Technology and Staffing Developments in Technology: Developments in technology are the inventions and innovations of tools that solve problems and enhance processes. Types of Technological Developments: 1. Software 2. A.I 3. Robotics Software: is used by businesses to complete specific tasks and enhance business procedures. Software + Staffing Needs Software Explanation/Examples Effect on Staffing Needs Communication Software Used to exchange info via Business may be able to the internet, e.g., email, hire fewer staff members, instant messaging, video as employees are calling constantly connected and can share information from any location → tasks are completed quickly and businesses can accommodate flexible working arrangements Mobile and Computer Microsoft word and excel Businesses may require Applications etc fewer staff, as tasks can be automated and be completed faster than human labour Accounting Software Assist with bookkeeping Businesses may be and recording and required to hire less staff reporting of transactions specialised accounting knowledge, because the software is able to complete the tasks more efficiently with fewer errors Artificial Intelligence (AI): Artificial intelligence (AI) is software that is able to complete complex tasks, that often require human discernment (or intelligence). AI + Staffing Needs AI Explanation/ Examples Effect on Staffing Needs Chatbots These are systems that Can reduce staffing engage in natural requirements in roles, such conversations, often used as taking food orders, in 24/7 customer service asking FAQs, and guiding customers through online processes. Facial recognition Could be used in the Reduces the need for technology workplace to confirm security staff members, identity of individuals e.g., airport there are less people checking passports  on arrival with e-gates Recruitment processes Online tests and Makes it easier for HRM to simulations have been select suitable employees. created to test individuals AI can also scan resumes throughout the recruitment for specific qualifications process and roles, and can save time, meaning staff may have to perform different roles throughout recruitment Robotics: Robotics are programmable machines that are capable of performing specified tasks. Robotics + Staffing Needs Robotics Explanation/Examples Effect on Staffing Needs Drones Drones are a type of flying May require less staff to robot that can be remote complete business controlled or automated activities, such as picking and packing products. However, may require specific staff to operate Self-service checkouts Self-service checkouts May require less staff to allow customers to scan process customer and purchase goods with purchases if they use minimal staff assistance self-service checkouts. Employees with specialised knowledge may be required to fix/operate machinery Automated production Involve the use of robotics, May no longer require staff lines where autonomous robots to manually manufacture are programmed to products; however, may perform various tasks need staff with specialised knowledge to operate automated production lines U2.3.4 SC Job Analysis  Job Analysis: Job analysis is the process of identifying the essential duties, tasks, and responsibilities of a specific role. Job analysis: Job Description: A job description is a summary of the duties, tasks, and responsibilities of a specific role; Job Specifications: The necessary skills, knowledge, and qualifications for a specific role. Job Design: Job design is the process of organising several duties, tasks, and responsibilities into one specific role. This is also known as the who, what, why, and how of a job. Relationship Between The 4: 1. Conduct a job analysis to investigate duties, tasks and responsibilities of a job 2. Write job descriptions and specifications based on the job analysis 3. Conduct a job design to specify the who, what, why, and how U2.3.5 Recruitment Methods Internal recruitment: this is the process of filling job vacancies with existing staff at the business. External Recruitment: this is the process of filling job vacancies with individuals outside of a business. Intranet (Internal Recruitment): An intranet is a private computer network used to share information within a business, such as the SKC portal. Intranet advertisements are usually used to inform employees of opportunities to transfer to a different department or role within the business. Word of Mouth (Internal Recruitment): Word of mouth is the verbal communication of information between individuals. An HRM may fill vacant roles with an existing employee who was directly recommended to them by another member of the business. Internal - Advantages and Disadvantages:  Advantages Disadvantages Businesses are hiring individuals they are There are a limited number of candidates to familiar with and know their skills select from If employees are promoted, they may feel Existing employees may no have the required valued and may stay at the business longer / skills or knowledge to fill the vacant role be more motivated Employees are already familiar with business Employees that fail to receive promotions processes, policies etc so can transition more may become demotivated, and resentful easily into the role towards employees who do Minimal costs associated with it May cause more vacancies in the existing role Websites (External): Businesses can use their own website or an online employment marketplace, such as Seek, to advertise vacant job positions. Advertising job vacancies on a website can allow a business to provide detailed information about vacant roles, the general culture of the business, and job specifications. Recruitment Agencies (External): Recruitment agency is a business that works on behalf of an employer to find suitable job candidates. A business can then assess the applicants suggested by the agency, and make a hiring decision based on its views of how well potential employees meet its criteria. Social Media (External): Social media has enabled businesses to create their own profiles and advertise vacant job positions. Job advertisements on social media often instruct individuals to apply through the business’s website or to contact the business using phone or email, so are typically not efficient. External - Advantages and Disadvantages Advantages Disadvantages A business can advertise to a large number Career advancement for internal employees of candidates is limited, possibly causing resentment External candidates are more likely to have Businesses are unable to determine if a the required skills and experience, as well as candidate aligns with their culture, or if they be able to offer new ideas and improvements will actually be successful in the role If using recruitment agencies, businesses do External recruitment is often more not have to create advertisements or review time-consuming, as there are a lot of applications, saving time applicants, and expensive, as it costs to utilise most platforms Social media advertisements can be free and Additional time for training and inducting the  can be promoted to a wide range of people new employee will be required U2.3.6 Selection Methods Selection Methods: 1. Interviews 2. Psychological testing 3. Work Testing 4. Online selection Interviews: 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. Advantages Disadvantages Interviewers are provided with insight into a Interviewers may be biased and influenced by candidate’s personality, attitude etc their own personal preferences and opinions Employers can ask detailed questions that Some candidates may not perform well or be inform the selection decision able to communicate skills in an interview Applicants have the opportunity to learn more Preparing for and conducting an interview about business, and whether the job aligns can take a significant amount of time, and it with their goals can be expensive Psychological Testing: Psychological testing is a scientific method of examining a job applicant’s behavioural style and reasoning skills. Advantages Disadvantages Business owners are provided with unique Candidates may not provide honest insight into characteristics and can use these responses in order to present themselves as to select appropriate candidate more suitable Any biases or personal preferences can be Other selection methods are typically used eliminated after testing, to determine most appropriate candidate Tests can be administered quickly, and results A business may incur extra costs to access are available instantly, allowing them to filter and use psychological testing programs and through a large volume of applicants interpret the results Work Testing: Work testing is the process of administering practical or written assessments to determine the suitability of a job candidate for a position. Advantages Disadvantages Employers have the opportunity to assess a It may not be suitable for positions where candidate’s ability to think under pressure and tasks take days or weeks to complete in a typical work environment Applicants are able to gain a better Some candidates may be nervous and understanding of the job requirements and unable to demonstrate their full capabilities position Multiple candidates can be assessed at once, This type of testing is time consuming if it conducted in a group environment process for both employers and candidates, and can be costly Online Section: Online selection is the process of choosing an employee based on online forms completed by a job applicant. It can also allow a business to reach a wider range of potential candidates, increasing the likelihood of finding a suitable candidate. Advantages Disadvantages The business can conveniently review a Candidates may provide answers that are not candidate's responses in their own time honest, decreasing accuracy Employers can easily compare the skills and It can be difficult for candidates to experiences of each candidate demonstrate personal attributes through an online form Candidates can submit the form quickly and The accessibility of online applications can easily on notes result in businesses receiving a large volume of responses from unsuitable candidates, which may be time-consuming to review. Online selection can be more cost-effective Other selection methods are often used than other available selection methods, such following online selection to determine the as interviews. most suitable applicant, increasing the time taken to hire for the job. U2.3.7 SC National Employment Standards National Employment Standards (NES): National Employment Standards (NES) are the minimum entitlements an employer owes its employees, which are set out in the Fair Work Act 2009. Types of Employment Full-time employment: Full-time employees usually work an average of 38 hours each week. They're usually employed on a permanent basis or on a fixed term contract. Part-time employment: Part-time employees work less than 38 hours per week and their hours are usually regular each week. They're usually employed on a permanent basis or on a fixed term contract. Casual employment: A person is a casual employee if, when they start employment: the employment relationship has no firm advance commitment to ongoing work, taking into account a number of factors, and they’re entitled to a casual loading or specific casual pay rate under an award, registered agreement, or employment contract. Employment Standards Descriptions Long service leave An employee that has been working at the business for an applicable period of time will be entitled to an extended period of leave in accordance with their relevant award or agreement. Community service leave Employees, including casual employees, can take leave for engaging in an eligible community service activity, which includes jury service and voluntary emergency management activities such as dealing with a natural disaster Annual Leave For each year of service with an employer, an employee is entitled to four weeks of paid annual leave, or five weeks of paid annual leave in certain circumstances, such as if the employee is defined as a shiftworker. Personal, carer’s or compassionate leave For each year of service with an employer, an employee is entitled to ten days of paid personal/carer’s leave. An employee is entitled to two days of unpaid carer’s leave if a family member or member of their household requires support. An employee is entitled to two days of paid, compassionate leave if a family member or member of their household dies, or contracts an illness or injury that poses a serious threat to their life.  An employee is entitled to five days of unpaid family and domestic violence leave in a 12 months period. Parental leave and related entitlements If a full-time or part-time employee has worked continuously for the business for over 12 months they may be entitled to parental leave. This leave can be taken for birth-related leave or adoption-related leave The entitlement is for a single, continuous period of 12 months of unpaid leave. U2.3.8/9 SC Employer and Employee Expectations Employer Expectations Employee Expectations Employment contracts Conditions of employment Employee loyalty Remuneration Terms of notice Job security Work-life balance Employment Contracts (Employer): An employment contract is a legal document that outlines the wages and work conditions of an employee within a business. Employee Loyalty (Employer): Employee loyalty is when an employee is committed to supporting the business achieve its objectives. Terms of Notice (Employer): Terms of notice are written communications that an employee must provide to a business within a certain amount of time before leaving their position. Conditions of Employment (Employee): Conditions of employment are what an employer has agreed to offer the employee in return for the work they complete. Remuneration (Employee): Remuneration is the money an employee receives from an employer in exchange for the work they complete. Job Security (Employee): Job security is the likelihood of an employee keeping their job. Work-Life Balance (Employee): Work-life balance is the division of a person’s time between the demands of their job and their personal life. U2.3.10 SC Legal Obligations in Staffing Types of Legal Obligations: Occupational Health and Safety (OH&S): This applies to all individuals entering a workplace, e.g., employees, customers, contractors etc Equal Employment Opportunity (EEO): This is relevant during the hiring process (OH&S) Occupational Health + Saftey (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. Businesses must ensure that they follow the following legal guidelines: 1. Occupational Health and Safety Act (OH&S Act) → provides a broad framework for OH&S standards in a workplace 2. Occupational Health and Safety Regulations (OH&S Regulations) → provides specific requirements for standards, building on the OH&S Act (EEO) Equal Employment Opportunity (EEO): Equal employment opportunity (EEO) is the fair treatment and participation of all individuals in the workplace. Importance of Legal Compliance Occupational Health + Saftey (OH&S) Equal Employment Opportunity (EEO): Allows a business to increase productivity Promotes diversity in the workplace, which as employees feel safe, meaning objectives may result in varied ideas and perspectives are achieved May allow businesses to attract better May result in better staff / more productive candidates, as they will feel safe staff who feel accepted and valued in the workplace May allow business to develop a positive May allow the business to develop a reputation for going above and beyond OH&S positive reputation / brand image related to requirements EEO U2.3.11 SC Induction Methods Induction Methods: Employee induction is the process of introducing a new employee to the business. Purpose of Induction Methods: The purpose of an induction is to support new employees and provide them with essential business information relevant to their new roles. Induction Methods: 1. E-learning 2. On-the-job training 3. Mentoring 4. Induction pack 5. Organising meetings with key staff members E-Learning: E-Learning is information delivered electronically via a computer or other digital device. On-The-Job Training: On-the-job training is a hands-on method where employees develop their knowledge and skills within the workplace. Mentoring: Mentoring involves a senior employee assisting a new employee in developing the knowledge and skills needed for their role. Induction Pack: An induction pack is a physical or electronic folder containing information for new employees. Organising meetings with key staff members: Meetings with key staff members involve the new employee and other staff members in the business coming together during the induction process. U2.3.12 SC CSR Considerations in Staffing Corporate Social Responsibility (CSR): is the ethical conduct of a business beyond legal obligations, and the consideration of social, economic, and environmental impacts when making business decisions. CSR Consideration for Selecting Staff Consideration Applying CSR / Ensuring CSR is Achieved Establishing a gender-balanced workplace Ensure they recruit a gender-balanced workforce, at both junior and senior levels, by  introducing gender quotas. Hiring staff in different age brackets Businesses can consider recruiting underrepresented age groups, such as seniors and young adults. Hiring individuals with disabilities Businesses can demonstrate CSR by considering disabled applicants and not only able-bodied candidates. Hiring members of disadvantaged groups Businesses can demonstrate CSR by recruiting staff from disadvantaged backgrounds, such as refugees and homeless individuals. CSR Consideration for Hiring Staff Consideration Applying CSR / Ensuring CSR is Achieved Providing above minimum remuneration Businesses can demonstrate CSR by or conditions providing employees with wages and benefits that exceed the legal minimum requirements. Facilitating workplace flexibility Businesses may allow their employees to work from home or work hours that suit their schedule and lifestyle, improving work-life balance Providing assistance to new parents Ensure they provide employees with parental leave that exceeds NES. Providing staff with healthcare By providing employees with medical and general healthcare support, such as free health insurance and gym memberships, or annual flu shots/check ups CSR Consideration for Overseas Candidates Consideration Applying CSR / Ensuring CSR is Achieved Hosting a welcome event Businesses should provide employees with the chance to meet other staff at the business to ensure they feel welcomed and comfortable Businesses may also assign new staff a ‘buddy’ to assist with assimilation Provide employee sponsorship Businesses may need to provide employment evidence to the government for an overseas employee to receive a visa, or assist with travel/living costs Provide diversity and inclusion training to Businesses may need to assist employees in all employees removing unconscious biases, microaggressions, and improving their cross-cultural communications. Provide employees with location flexibility Provide employees with greater location flexibility, allowing them to work online as they travel, so they can return home when required Assist with spouse and family support Business can make recommendations about schools or community groups that members of the employee’s family could join.