Business Sac

Why does staffing matter

-Staffing means finding, acquiring, preparing

and retaining the right employee.

-Human resource management covers the

formal relationship between employer and

employees.

-Employees help direct and combine other

business resources to produce goods and

services.

-Strong staffing decisions support long-term

business success.

Who Is Responsible for Staffing in Large businesses?

A specialist human resource manager

often coordinates staffing decisions

and supports other managers.

Who Is Responsible for Staffing in Small businesses?

The owner usually takes responsibility,

often with help from existing employees.

What business objectives businesses aim to reach?

-Profit
-Business Growth

-Market share

What is The Relationship: HRM to Performance to Objectives?

-Human resource area

Job analysis, recruitment,

selection and induction

prepare the right people for

the role.

-Performance of staff

Efficiency, teamwork,

adaptability and willingness

to change show how well

work is carried out.
-Business objectives

Profit, growth,

market share and

productivity growth

become more

achievable.

What does Good Staff Performance Look Like?

-Efficiency in using time and resources

-Ability to work as part of a team

-Adaptability when business needs

change

-Willingness to adjust to new processes

Why does good staff performance matter?

Strong performance can lower costs,

increase sales and improve customer

outcomes.

What happens if staff performance is weak?

Low performance can slow work, reduce

output and make business objectives

harder to reach.

What is the Productivity, Revenue and Profit effect?

Better staffing → stronger

performance → higher productivity →

stronger revenue and profit outcomes.

What happens when staff performance falls short

-Higher costs
-Lower output

-Customer impact

What are staffing needs?

-Staffing needs are the human resource

requirements of a business.

-Planning should happen before

recruitment and selection begin.

-Good staffing decisions help avoid poor fit and

later performance problems.

What is human resource planning?

Human resource planning helps a business decide

what kind of workforce it needs now and later.

Why does human resource planning matter?

A business can avoid having too many

or too few employees on the payroll if it

plans ahead.

What happens to accurate planning if a business rushes?

Advertising too quickly may

lead to a hire who lacks the

knowledge, skills or ideas

required for the role.

What happens to accurate planning if a business plans well?

The role is clearer, selection

is more accurate and the

business is more likely to

recruit someone who fits

current and future needs.

Why is accurate planning important?

Better planning supports

stronger performance later

because the right person is

matched to the right work.

What are internal factors that need to be analysed before staffing?

-Goals and objectives

-Current business performance

-Technology and structure

-Size of the business

-Turnover and promotion rates

-Productivity levels and budget

What are external factors that need to be analysed before staffing?

-Competition

-Labour market trends

-Economic conditions and impact on sales

-Labour costs and labour features

-Legislation affecting human resources

-Industrial relations changes

What can a business do for staff shortages?

-Increase overtime or use casuals

-Stop retirements

-Accelerate training and

development

-Start recruiting

-Consider outsourcing

What can a business do for Staffing surplus?

-Reduce overtime and casual use

-Encourage early retirements

-Offer retrenchment packages

-Stop recruiting

-Reduce working hours

What can a business do for No variance?

-Numbers may be right

already.

-The business may still change

training, culture or other

employment relations issues.

-Planning is still active, not

finished.

How do developments in technology affect staffing?

New jobs are created, some jobs

become redundant, and staff may need

new capabilities.

What are the Effects of Technology on Staffing Needs for retraining?

Existing employees may need

training to use new systems and

tools effectively.

What are the Effects of Technology on Staffing Needs for redundancy?

Technology may reduce staffing

requirements and make some

jobs no longer needed.

How can a business manage transition fairly?

-Retrain staff where possible.

-Communicate clearly during change.

-Treat redundant employees sensitively

and fairly.

-Protect loyalty and motivation of

remaining staff.

What is job analysis?

-Job analysis is the study of an employee’s job.

-It identifies duties, time involved, responsibilities and

equipment required.

-It also examines behaviours, working conditions and

supervision needed.

What are the methods of job analysis?

-Observation
-Interview
-Questionnaire
-Critical incidents

Why is it important to use different methods for job analysis?

Different methods reveal different aspects of a role. Observation shows the sequence of work, interviews and questionnaires capture employee insights, and critical incidents show what effective behaviour looks like in practice.

What is the flow from Analysis to Recruitment documents?

Job analysis - Job description - Job specification

What does a job description include?

-Job title

-Purpose of the job

What is a job description used for?

A job description explains what

the worker will be doing in the

business.

What does job specification include?

-Required training or education

-Work experience

-Skills and knowledge

-Personal qualities

-Areas of expertise

What is a job specification used for?

A job specification indicates the

sort of person the business is

seeking.

What is job design?

-Job design details the number, kind and variety of tasks in a

job.

-Good job design considers employee satisfaction as well as

efficiency.

-Greater satisfaction may reduce employee turnover.

What are the features of a well designed job?

-Variety of tasks

-Appropriate challenge

-Learning and development

-Social interaction

-Adequate resources

What are the motivation conditions of a well designed job?

-Autonomy and discretion

-Clear task identity

-Informative feedback

-Opportunity for achievement

-Flexibility

Whats the benefits of job analysis and design?

-Ensure staff have the skills and knowledge needed for the role.

-Create better recruitment and selection strategies.

-Support effective training, remuneration and performance

management.

Whats the benefits of job analysis and design on the business and employees?

When the work is analysed clearly and the job is designed thoughtfully,

both the business and the employee are more likely to benefit.

What are the limitations and costs of job analysis and design?

-Time and effort: can be time consuming for managers and

employees.
-Incomplete capture: difficult to capture every aspect

of a job in a single description or

specification.

What is recruitment?

-Recruitment is the process of attracting qualified

job applicants.

-It begins after the business identifies a vacancy

and analyses the position.
-Good recruitment connects the vacancy, the role requirements and the method used to attract applicants.

What are factors that influence choice in recruitment?

-Recruitment goals and policies

-Preference for internal or external recruitment

-Conditions of the labour market

What is internal recruitment?

The business recruits someone already

employed in the organisation.

What is internal recruitment used for?

Internal recruitment is useful when

the business already has

capable employees who

understand the organisation.

What are the main internal methods for recruitment?

-Internet posting

-Email

-Staff noticeboard

-Word of mouth or recommendation

What is an advantage of internal recruitment?

Employees are already known, which reduces risk.

What is an disadvantage of internal recruitment?

There may be no suitable applicant within the business.

When is external recruitment used?

-A new position is created.

-An employee resigns or retires.

-An employee has transferred or been

promoted elsewhere.

-The business wants a wider applicant

pool.

What is external recruitment?

External recruitment gives the business

access to applicants from outside the

organisation.

What are the main methods of external recruitment?

-Company websites: Large businesses often use a careers page

so applicants can search vacancies, learn

about culture and apply directly.

-Social media: Raise awareness of vacancies,

support networking and reinforce

employer brand.

What is an advantage of external recruitment?

There is a wider range of applicants to choose from.

What is a disadvantage of external recruitment?

Applicants are unknown, so selection may be more difficult.

How does effective job advertisement affect online strength?

Careers pages can include

videos, employee interviews and

links to blogs or social media for

extra appeal.

What Is Employee Selection?

-Selection is the process of choosing the candidate who best

matches the business’s requirements.

-The aim is to find the most appropriate person, not simply

the person with the most qualifications.

What are the costs of poor employee selection?

-Higher training costs if poorly qualified staff are selected

-More accidents, defects, fines or claims if untrained staff are

chosen

How can poor employee selection affect productivity?

Poor selection can lower

productivity because the wrong

person is placed into the role.

How can poor employee selection affect revenue?

Businesses may struggle to meet

demand and maintain quality if

unsuitable staff are selected.

What is a typical selection process?

Applications

received

|

Screen and shortlist

|

Interviews and

checks
|
Offer the job

What are the employee selection methods?

-Interviews
-Psychological Testing
-Work Testing
-Online Selection

What is one advantage and one disadvantage of interviews?

Advantage: Employers can meet applicants, assess their suitability, and let them ask questions about the job and workplace.

Disadvantage: Interviews may not reveal honesty or actual job skills.

What is one advantage and one disadvantage of Psychological Testing?

Advantage: Provides insight into personality, teamwork and leadership, not just job skills.

Disadvantage: Relies on honest answers, and tests may not always be reliable.

What is one advantage and one disadvantage of Work Testing?

Advantage: Directly assesses technical skills and lets others observe applicants in action.

Disadvantage: May not assess broader skills like leadership or problem-solving.

What is one advantage and one disadvantage of Online selection?

Advantage: Flexible and convenient for applicants and selection panels.

Disadvantage: Impersonal and gives limited insight into the applicant as a person.

What are other selection tools?

Application forms: Collect personal details, skills and experience for early screening.

Background checks: Verify application information and check references or experience.

Medical Exams: Check physical attributes required for certain jobs.

How do different employee selection methods compare?

Interview: Good for assessing motivation and attitudes but weak at proving actual skills.

Psychological testing: Provides insight into an applicant’s personality.

Work testing: Provides evidence of practical skills.

Online selection: Convenient and flexible for early screening but impersonal.

What are the main employment arrangements?

-Full-time permanent employment

-Part-time permanent employment

-Fixed-term contract employment

-Casual employment

What does Full-time permanent include?

-Usually 35 to 38 hours per

week.

-Most secure form of

employment.

-Full legal entitlements apply.

What does Part-time permanent include?

-Works fewer ordinary hours than

full-time employees.

-Continuity of employment.

-Entitlements are provided on a

proportional basis.

What does Fixed-term include?

-Can be full-time or part-time.

-Has an agreed finishing date.

-Usually similar entitlements to

permanent work for the contract

period.

What does Casual include?

-Usually irregular hours.

-Least secure form of

employment.

-Limited employment

entitlements.

What does NES stand for?

The National Employment Standards

What is NES?

-The NES are legislated by the federal government.

-They apply to all full-time and part-time employees.
-They create a minimum safety net across employment

relationships.

Why is NES important?

The NES protect workers by

setting minimum standards that

employers must meet.

What are the NES standards 1 to 5?

1. Hours of work

2. Parental leave

3. Casual conversion

4. Flexible working arrangements

5. Annual leave

What are the NES standard 6 to 10?

6. Personal/carer’s leave

7. Community service leave

8. Long service leave

9. Public holidays

10. Notice of termination and redundancy pay

What are the employment information statement?

-New employees must receive the Fair Work Information Statement.

-New casual employees must also receive the Casual Employment

Information Statement.

What is flexible work?

Flexible work may include reduced hours, altered

start and finish times, or working from home.

Why does NES matter to the business?

-Fairness
-Compliance

-Employer reputation

What do employers expect?

Be committed to the job

Be punctual

Follow reasonable requests

What are typical employment contract provisions?

-Job title or classification

-Start date and immediate supervisor

-Duties to be undertaken

What are the differences between Awards, enterprise agreements and individual common law contracts?

• Awards: Set minimum wages and conditions for workers in an industry.

• Enterprise agreements: Negotiated between employers and employees, usually improving Award standards and supporting productivity.

• Individual common law contracts: May be used by some highly paid employees above the high-income threshold instead of relying on Award conditions.

What do employers expect from employees in terms of business loyalty?

• Loyal employees support the business and help achieve its objectives.

• They avoid damaging the business’s reputation, sharing confidential information or helping competitors.

• They respect confidentiality clauses during and sometimes after employment.

Why is employee loyalty important to business performance and objectives?

• Productivity: Loyal employees work efficiently and improve performance.

• Teamwork: Cooperation strengthens team performance and workplace culture.

• Business objectives: Loyal staff help protect the business’s reputation, customers and long-term goals.

What is terms of notice?

Employees should provide a reasonable period of notice before

leaving

Why do employers expect a terms of notice?

Notice gives the business time to find a replacement, cover workloads and plan role changes before the employee leaves.

How do contracts, loyalty and notice help a business achieve its objectives?

• Contracts: Clarify roles, conditions and expectations.

• Loyalty: Helps protect reputation, improve teamwork and productivity.

• Notice: Allows staffing changes to be managed with less disruption.

What are the basic conditions of employment?

-Hours of work

-Annual leave and sick leave

-Long-service leave

-Public holidays

-Other entitlements such as redundancy pay

What are conditions of employment?

Conditions of employment are

what an employer agrees to give

the employee in return for the

employee’s work.

Why are conditions of employment important?

Fair conditions help employees

feel supported, valued and more

willing to stay with the business.

What is remuneration?

Remuneration is the money received for work.

What can be included in a remuneration package?

• Financial incentives: Bonuses, commissions and allowances.

• Other rewards: Company cars, laptops, childcare facilities and holidays.

• Salary sacrifice: Employees give up some salary to receive a non-cash benefit, often using pre-tax income.

What is work-life balance?

Work–life balance means achieving the

right amount of time for work and for

personal or family life.

What is job security?

Job security is the belief that the employee will not lose their job. Job insecurity can make employees anxious, tense, irritable or depressed.

How can meeting employee expectations benefit a business?

Higher productivity, better attendance, lower sick leave costs, reduced recruitment and training costs, improved staff retention and a better corporate image.

What are the four main legal obligations businesses have when employing staff?

• Wages and conditions: Follow the Fair Work Act 2009, awards and agreements.

• Superannuation: Pay super contributions for eligible employees.

• Safe workplace: Keep the workplace safe for employees and visitors.

• Equal opportunity: Treat employees fairly when hiring, promoting and at work.

What are employers’ main duties under workplace health and safety laws?

• Provide a safe system of work and maintain a safe workplace.

• Ensure equipment and substances are safely handled, stored and transported.

• Provide employees with information, training and supervision.

What are other legal requirements under workplace health and safety laws?

Purchasing a

mandatory insurance policy that covers your employees if

they suffer a work-related injury or illness

What are employees’ responsibilities for workplace health and safety?

• Workplace safety is a shared responsibility, and inspectors can inspect sites at any time.

• Employees must take reasonable care of their own safety and others’ safety, cooperate with employers and follow OH&S requirements.

How does EEO apply during job advertisements and interviews?

• EEO applies before hiring begins.

• Job advertisements: Use inclusive language that encourages everyone to apply.

• Interviews: Ask job-related questions about skills and experience. Discriminatory questions are illegal.

How do equal opportunity and positive duty ensure fair treatment in the workplace?

• EEO applies to all employees, not just during recruitment.

• Equal pay: Employees receive equal pay for equal work.

• Promotion: Everyone has equal opportunities for promotion.

• Positive duty: Employers must prevent employees from discriminating against each other.