Business Unit 2 AOS 3

Staffing a Business

the relationship between the performance of staff and achieving business objectives

• to make a profit

• to increase market share

• to meet shareholder expectations

• to fulfil a market need

• to fulfil a social need

define developments in technology

the invention and innovation of tools that solve problems and enhance processes 

define staff

the people who work for businesses in exchange for payment

how do developments in technology affect staffing needs

• Technology can allow for greater flexibility in working conditions and roles within the workplace, which may be appealing to staff

• technology can reduce the number of employees in the workplace as technology can work more efficiently and effectively than human labour.

• new jobs have been created to develop, operate, and oversee technology.

define job analysis

the process of identifying the essential duties, tasks, and responsibilities of a specific role

define job description

the summary of the duties, tasks, and responsibilities of a specific role

define job specifiications

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

define job design

the process of organising several duties, tasks, and responsibilities into one specific role

relationship between a job analysis and job design

• conduct a job analysis — develop a job description and specifications based off this

• conduct a job design 

define internal recruitment

the process of filling job vacancies with existing staff at the business 

examples of internal recruitment

• intranet: a private computer network used to share information within a business 

• word of mouth: verbal communication of information between individuals

advantages of internal recruitment 

• the business is already familiar with the employee and their skills

• the business knows the employee fits its culture

• if employees are promoted, they are provided with an opportunity to advance their careers 

• the employee is already familiar with the business’s culture 

• employees may be more motivated as they are offered the opportunity to advance their careers

• less time to train employees 

disadvantages of internal recruitment

• limited number of candidates to select from

• existing employees may not have the required skills or knowledge for the vacant role

• employees who fail to receive promotions may become unmotivated or resentful of their fellow employees

• a business may not gain new ideas or perspectives from existing employees

define external recruitment

the process of filling job vacancies with individuals outside of a business

methods of external recruitment

• websites: a business may use their own website or online employment marketplace to advertise vacant job positions

• online recruitment agency: a business that works on behalf of an employer to find suitable job candidates

• social media: businesses create their own profiles and advertise vacant job positions  

advantages of external recruitment

• 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

• time saving using online recruitment agencies as businesses don’t have to filter through applications

• social media is often free to download

disadvantages of external recruitment

• the candidate may not align with the businesses culture

• career advancement of existing employees may be limited by existing employees entering the business

• businesses may need to spend additional time training new employees 

• businesses may have to pay to advertise through websites and use online recruitment agencies 

examples of selection methods 

• interview

• psychological testing

• work testing

• online selection

define interviews

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 of interviews

• provides insight into a candidates personality, motivation, attitude, and ability to form professional relationships

• employers can ask detailed questions that inform the selection decision

• business owners have the opportunity to assess a candidates ability to perform under pressure 

disadvantages of interviews

• interviewers may be biased and influenced by their own personal preferences an opinions

• candidates may be dishonest in an interview in order to present as more suitable for the role

• some candidates may not perform well in an interview setting 

• time costly to conduct interviews 

define psychological testing

a scientific method of examining a job applicant’s behavioural style and reasoning skills 

advantages of psychological testing

• business owners are provided with insight into a candidates personality and working style which can be used to asses their suitability for the job

• biases of the employer are eliminated which can ensure consistency across each candidate

• test results are able to be accessed immediately after, saving time

• candidates with poor interview skills can prove themselves through psychological testing instead

disadvantages of psychological testing

• candidates may not provide honest answers to present as more suitable for the role

• some candidates may not perform well in test conditions

• may be costly for the business to access psychological testing programs

• candidate may be interrupted by technological issues

define work testing

the process of administering practical or written assessments to determine the suitability of a job candidate for a position.

advantages of work testing 

• can asses a candidates work ethic and ability to adapt to a new working environment

• existing employees are provided the opportunity to work alongside the candidates 

• can asses a candidates ability to work under pressure 

disadvantages of work testing

• not suitable for positions with tasks that take days or weeks to complete

• some candidates may not be able to demonstrate their full capabilities due to nerves

• time consuming for both employers and candidates

define online selection

the process of choosing an employee based on online forms submitted by the applicant

advantages of online selection

• can review candidate submissions in their own time

• can easily compare the skills and experience of candidates

• candidates can conveniently upload their submission when it suits them

disadvantages of online selection

• process may be interrupted by technical issues

• candidates may not provide honest responses

• difficult to demonstrate personal attributes through an online form 

define national employment standards

the minimum entitlements an employer owes its employees, which are set out in the Fair Work Act 2009. 

examples of the NES

• maximum weekly hours

• request for flexible working arrangements 

• parental leave and related entitlements

• annual leave 

employer expectations

• loyalty

• terms of notice