SQA Higher Business Management Management of People overview quiz quiz

Forecasting the number and type of staff the firm will need in future

Choosing the best candidate from those who have applied for a job

Training new employees in their first few days in the job

Negotiating pay and conditions with a recognised trade union

It always brings completely new ideas and skills into the firm

It is cheaper and quicker, and the firm already knows the candidate

It guarantees a much wider choice of candidates than external recruitment

It avoids creating any new vacancy elsewhere in the organisation

Job description, listing the duties and responsibilities of the post

Reference from the candidate's previous employer

Person specification, describing the ideal candidate

Contract of employment signed once the person is hired

Off-the-job training at a college or external training centre

Induction training given in the employee's first few days

Continuing professional development through a professional body

On-the-job training carried out at the workplace

Higher skills and productivity, with fewer mistakes and accidents

A guaranteed reduction in the firm's total wage bill

The certainty that no trained employee will ever leave the firm

A complete removal of the need to recruit any new staff

Praising good work and giving an employee-of-the-month award

A bonus or performance-related pay linked to meeting targets

Job enrichment, giving staff more responsibility and variety

Offering training and a clear path to promotion

It motivates the employee more strongly than ever before

The employee will always leave the organisation immediately

It no longer motivates, so the next level up must be addressed

All five levels of need are automatically satisfied at once

Consults staff and involves them fully in making decisions

Gives staff complete freedom to make their own decisions

Shares all decision-making equally with every employee

Makes decisions alone and tells staff what to do

To represent workers and negotiate with employers on their behalf

To set the level of the national minimum wage for the country

To make all the strategic decisions for the business

To inspect finished products for faults before they are sold

Negotiation, where the two sides bargain directly with each other

Arbitration, where a third party decides, binding if agreed in advance

A works council that meets regularly to consult and share information

Conciliation, where a third party helps the sides reach their own deal

An appraisal meeting to review an employee's performance

An induction programme for a group of new employees

A work-to-rule, where workers do only the minimum required

A job rotation scheme to widen employees' skills

Lost production and sales, missed orders and a damaged reputation

An immediate and permanent rise in the firm's total profit

A guaranteed improvement in relations between staff and managers

A large increase in output because remaining staff work harder

The pricing strategy it must use when launching a new product

The method of production it must choose for each of its goods

Health and safety, providing a safe environment and equipment

The channel of distribution it must use to reach its customers

It removes all of the firm's wage and training costs entirely

A safe, fair workplace improves motivation, retention and reputation

It allows the firm to pay workers below the minimum wage

It guarantees the firm will never face any competition again

It always increases the firm's office and travel costs

It makes it impossible to recruit staff from a wider area

It removes any need for the firm to use any technology at all

Communication, teamwork and supervision can become harder