Unit 2 AOS 3

KK1: The RELATIONSHIP between the performance of STAFF and achieving BUSINESS OBJECTIVES.

Staff are employees who are charged with carrying out the work of the business

Business objectives:

• Make a profit

• Increase market share

• Meet shareholder expectations

• Fulfil a market need

• Fulfil a social need

KK2: Identification of the STAFFING NEEDS of the business

• Knowledge: Information and understanding employees need to perform their job.

• Skills: Abilities employees need to complete tasks effectively and efficiently.

• Ideas: Suggestions from employees that can improve business processes, creativity and innovation

KK3: The effects that developments in technology may have on staffing needs

Positive impacts of technology on staffing needs is:

• Increased productivity: Technology allows tasks to be completed faster and more efficiently.

• New jobs created: Businesses need employees with skills in software development, IT and data analysis.

• Reduced labour costs: Automation reduces the need for employees to perform certain tasks.

• Flexible working arrangements: Technology allows employees to work remotely or from home.

Negative impacts of technology on staffing needs is:

• Job losses: Automation and robotics can replace employees performing repetitive tasks.

• Changing skill requirements: Employees need to learn new technological skills to remain employable.

• Jobs becoming redundant: Technology can replace roles, such as typists, secretaries and some cashiers.

• Reduced demand for certain workers: Software can perform tasks previously completed by employees, such as bookkeeping.

KK4:JOB ANALYSIS and its relationship to job design, job descriptions and job specifications

Job Analysis: is a detailed examination of a certain role, including an analysis of the specific duties and requirements of the role and their relative importance.

• Questionnaires: Current employees complete structured open/ closed questions about their job.

• Observations: An employee is observed performing their job

Job Design: Is the grouping together of tasks for a particular role, including variety and challenge for the employee.

• Job rotation reduces employee boredom and develops new skills, creating a more flexible workforce that can perform different tasks when needed.

Job description: Is a written overview of a particular position, including details such as the position title, duties and responsibilities of the advertised position at the business.

Job specification: Is a detailed listing of the personal skills and characteristics required to perform the duties of a particular position. This includes qualifications, skills or experience.

KK5: RECRUITMENT METHODS:

WHAT is recruitment?

• Involves identifying, locating and attracting a pool of suitable qualified applications to apply for a position in a business

WHY is recruitment important for a business?

• Recruitment is important because it helps a business attract suitable employees with the skills, knowledge and abilities needed to perform jobs effectively and achieve business objectives

KK6: SELECTION METHODS

KK7: NATIONAL EMPLOYMENT STANDARDS [NES]

The National Employment Standards (NES) are the 11 minimum working conditions for all Australians. They provide a legal safety net of minimum workplace conditions

• Annual leave

• Maximum weekly hours

• Personal/carer’s leave

KK8: Employer  EXPECTATIONS

• Loyalty: This benefits the business because loyal employees are more likely to remain with the business, reducing staff turnover and recruitment costs.

• Terms of notice: This benefits the business because it gives the employer time to find a replacement and organise a handover, helping minimise disruptions to business operations.

KK9: Employee EXPECTATIONS

KK10:Corporate social responsibility management considerations