Business AOS 3

How does staff performance impact the achievement of business objectives?

Staff performance plays a big role in helping a business succeed.

• When staff do well, they work quickly, make quality products, and help the business grow and make money.

• Good performance also encourages teamwork and new ideas, helping the business stay competitive.

• Poor performance can lead to mistakes, delays, and unhappy customers, which hurts the business.

• That’s why hiring the right people, training them well, and keeping them motivated is so important.

What knowledge, skills, and ideas can staff contribute to a business?

Staff help a business succeed by bringing knowledge, skills, and ideas.

• Knowledge: They know things about their job, like customer service or using technology.

• Skills: They can communicate, solve problems, work in teams, and use tools well.

• Ideas: They think of new ways to improve products, services, and how the business works.

Together, these things help the business grow, work better, and reach its goals.

How do businesses identify their staffing needs?

Businesses plan ahead to make sure they have the right staff.

• This is called human resource planning.

• They look at internal factors like current staff, goals, technology, and budget.

• They also check external factors like the job market, economy, and laws.

• Businesses use tools to predict how many staff they’ll need and what skills are required.

• To fill gaps, they might hire casual workers, train staff quickly, outsource jobs, or offer early retirement.

How can developments in technology affect staffing needs?

Technology changes the way businesses hire and manage staff.

• New jobs are created, like IT and cybersecurity roles.

• Old jobs may disappear as machines and software take over simple tasks.

• Remote work is more common, so staff need to be good at using digital tools.

• Training is important so workers can learn new skills and use new technology.

• More freelancers or short-term workers may be hired for tech projects.

• Some jobs may become redundant, so businesses need to manage these changes carefully.

• Wages and work conditions may change to attract skilled workers and offer flexible options like working from home.

Technology means businesses must keep updating how they hire, train, and support their staff.

What is job analysis and how is it linked to job design, job descriptions, and job specifications?

Job analysis helps businesses understand what a job involves.

• It looks at the tasks, tools, and work environment.

• This information is used to write a job description (what the worker does) and a job specification (what skills and experience are needed).

• It also helps with job design, which is how tasks are organised to keep workers motivated and productive.

In short, job analysis helps businesses match the right people to the right jobs.

What are the advantages and disadvantages of internal recruitment methods like intranet and word of mouth?

Internal Recruitment – Hiring from Inside the Business

Advantages:

• Lower risk: Staff already know the business.

• Cheaper: Saves money on ads and interviews.

• Faster: Quicker to fill jobs.

• Motivating: Staff feel valued and see chances to grow.

• Better fit: Staff understand how things work.

Disadvantages:

• Fewer choices: Limited number of candidates.

• Less fresh thinking: Fewer new ideas from outside.

• Jealousy: Staff may feel upset if not chosen.

• Skill gaps: Current staff might not have needed skills.

• Too comfortable: May stop looking for better talent.

What are the advantages and disadvantages of selection methods such as interviews, psychological testing, work testing, and online selection?

Interviews
Advantages:

• Allow employers to assess a candidate’s communication skills, personality, and suitability for the role.

• Provide an opportunity for candidates to ask questions and learn about the job and company.

• Help employers gauge non-verbal cues and interpersonal skills.

Disadvantages:

• Can be subjective; interviewer bias may influence decisions.

• Candidates might give rehearsed or false answers.

• Time-consuming and may involve multiple rounds, increasing costs.

Psychological Testing
Advantages:

• Offer insights into a candidate’s personality, attitudes, and soft skills.

• Help predict job performance and cultural fit based on standardized measures.

• Reduce reliance on subjective judgment.

Disadvantages:

• Rely on honesty; candidates may fake responses.

• Not always fully accurate or relevant for all jobs.

• Can be costly and require trained personnel to interpret results.

Work Testing
Advantages:

• Directly assess a candidate’s ability to perform specific job tasks.

• Provide objective evidence of skills and competencies.

• Reduce the risk of hiring someone who cannot do the job.

Disadvantages:

• May cause stress or anxiety for candidates.

• May not capture all aspects of job performance or soft skills.

• Can be time-consuming to set up and administer.

Online Selection (e.g., online assessments or questionnaires)
Advantages:

• Fast and efficient; can reach many candidates quickly.

• Cost-effective compared to face-to-face methods.

• Standardized assessments ensure consistency.

Disadvantages:

• Impersonal; may not provide a full picture of a candidate’s personality.

• High volume of applications can be overwhelming to review.

• Technical issues or lack of internet access can limit participation.

What are the National Employment Standards and why are they important?

The National Employment Standards (NES) are basic rules that protect workers in Australia.

• They cover things like working hours, leave, flexible work options, and notice if a job ends.

• These rules make sure employees are treated fairly and help businesses follow consistent practices.

• NES helps both workers and employers understand their rights and responsibilities, creating a fair workplace.

What do employers expect from employees in terms of contracts, loyalty, and notice periods?

Employers expect employees to follow certain rules and show commitment.

• Contracts: Employees must sign and follow work agreements that include pay, hours, leave, and rules.

• Loyalty: Staff should be trustworthy—don’t quit suddenly or share private business info.

• Notice: If leaving a job, employees should give enough warning (usually about 4 weeks) so the business can prepare.

What do employees expect in terms of conditions of employment, pay, job security, and work-life balance?

Employees want a fair and safe work environment.

• Work conditions: Clear hours, paid leave, and flexible options like part-time work.

• Pay: Fair wages plus extras like bonuses or benefits.

• Job security: Confidence that their job is stable and protected.

• Work-life balance: Time for both work and personal life, with options like working from home.

These things help employees feel happy, loyal, and motivated at work.

What legal obligations must businesses follow when hiring staff, including OH&S and EEO laws?

Businesses must follow laws when hiring staff to keep things fair and safe.

1. Workplace Safety (OH&S):

   • Make sure the workplace is safe.

   • Train staff properly and use safe equipment.

   • Report serious injuries and fix hazards.

2. Equal Opportunity (EEO):

   • No discrimination based on things like age, gender, or race.

   • Use fair language in job ads and interviews.

   • Treat everyone equally and promote diversity.

3. Fair Work Laws:

   • Give clear contracts with fair pay and conditions.

   • Follow rules for leave, notice periods, and flexible work.

   • Respect national wage standards.

4. Fair Hiring Practices:

   • Don’t show favouritism.

   • Be honest and fair during hiring.

   • Keep applicant information private.

Following these rules helps create a respectful and legal workplace for everyone.

What is the purpose of employee induction and what are common methods used?

Employee induction helps new staff settle in and feel confident at work.

• It teaches them about their job, the workplace, and safety rules.

• It helps them meet their team and understand company policies.

• Induction makes it easier and faster for new staff to start working well.

Common induction methods include:

• Videos or presentations to explain the company.

• Handbooks with important info.

• Mentors or buddies to support new staff.

• Tours of the workplace.

• Quizzes to check understanding.

How does corporate social responsibility affect staffing decisions, including overseas recruitment?

Corporate Social Responsibility (CSR) affects how businesses hire staff, especially overseas.

• Fair hiring: Businesses should treat all job candidates equally and avoid discrimination.

• Human rights: Workers must be paid fairly and work in safe conditions.

• Diversity: Hiring people from different backgrounds brings fresh ideas and supports inclusion.

• Community care: Businesses should make sure their hiring doesn’t harm local people or the environment.

• Good reputation: Fair treatment of staff helps the business look responsible and trustworthy.

• Legal rules: Companies must follow local and international laws when hiring, especially overseas.

CSR helps businesses grow in a fair and ethical way while building a strong, positive image.