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Business Studies Grade 12 Notes ON Human Resources Function

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Examination guidelines for human resources 2- Terms and definitions 3- Recruitment 4- Selection 6- Induction 9- 11 Placement 11 Importance of training 11 Salary determination 11 Link between salary determination & BCEA 12 Fringe benefits 12 - Implication of Acts on HR 13 -

CONTENT DETAILS F OR TEACHING, LEARNING AND ASSESSMENT

Human resource activities, recruitment.

Explain/Elaborate on the meaning of recruitment.

Outline/Discuss/Explain the recruitment procedure.

Explain the meaning of a job analysis

Distinguish/Explain the differences between job description and job specification as components of a job analysis

Identify job description and job specification from given statements/scenarios

Discuss/Explain the impact of internal and external recruitment.(Recruitment methods/types)

Identify methods/types of recruitment from given scenarios/state

Give examples of sources of internal and external recruitment.

Outline/Discuss/Explain the selection procedure.
Explain the meaning of screening as part of the selection procedure.
Discuss/Explain the purpose of an interview.
Outline/Explain/Discuss the role of the interviewer before and during the interview.
Outline/Explain/Discuss the role of the interviewee during the interview.
Define/Elaborate on the meaning of an employment contract.
Outline/Explain/Discuss the legal requirements/legalities of the employment contract.
Evaluate an employment contract from given scenario and make recommendations for improvement.
Outline/Discuss the details/aspects/contents of an employment contract.
Outline/Discuss/Explain the reasons for the termination of an employment contract.
Define/Elaborate on the meaning of induction
Discuss/Explain the purpose of induction.
Discuss/Explain the advantages/benefits of induction.
Outline aspects that must be included in the induction programme.
Evaluate an induction programme from given scenarios and make recommendations for improvement.
Outline/Explain the placement procedure
Discuss/explain the importance of training/skills development in HRM

FRINGE BENEFITS

Distinguish/Explain the differences between piece meal and time-related.
Explain the link between salary determination and the Basic Conditions of Employment Act.

Compulsory benefits Refers to benefits that businesses are legally required to offer its employees. UIF The fund offers short-term financial assistance to workers when they become unemployed or are unable to work because of illness, maternity or adoption leave. BCEA This Act regulates labour practices and sets out the rights and duties of employees and employer. LRA Ensures social justice by establishing the rights and duties of employers and employees in the workplace. EEA Requires employers to engage in proactive employment practices to increase the representation of designated groups in the workplace. SDA This act regulates the improvement of the skills of workers by promoting education and training in the workplace.

2 HUMAN RESOURCES ACTIVITIES

2 recruitment.

Meaning of recruitment

Recruitment is the process used by business to identify vacancies in the business and attract suitable candidates for it.
It aims at finding candidates who have the necessary knowledge/ experience/ qualification to fill the vacancy.
Businesses may choose to use an internal or external method of recruitment depending on the nature/requirements of the vacancy.
It is an on-going process as employees leave their jobs for other jobs/get promoted /retire/as new technological skills are required.

Recruitment procedure

The human resource manager (HRM) should prepare the job description in order to identify recruitment needs.
HRM should indicate the job specification/description/key performance areas to attract suitable candidates.
Prepare a job analysis, which includes job specification and job description.
A decision whether to recruit internally should be made to identify suitable candidates from within the business.
If internal recruitment is unsuccessful, external recruitment should be considered.
If the external recruitment is done, the relevant recruitment source should be selected, e. recruitment agencies, tertiary institutions, newspapers,
The advertisement should be prepared with the relevant information, e. the name of the company, contact details, contact person, etc.
Place the advertisement in the appropriate media that will ensure that the best candidates apply.

Differences between job description and job-specification

Job description job specification.

Describes duties/responsibilities of a specific job/summary of the nature /type of the job.

Specifies the minimum acceptable personal qualities/ skills/ qualifications needed for the job.

Written description of the job and its requirements

Written description of specific qualifications/ skills/ experience needed for the job.

Describes key performance areas/ tasks for a specific job, e. job title/working conditions/relationship of the job with other jobs in the business, et c.

Describes key requirements of the person who will fill the position, e. formal qualifications/willingness to travel/work unusual hours, etc.

TYPES/METHODS OF RECRUITMENT

Internal recruitment and external recruitment, internal recruitment.

Refers to the use of internal sources to advertise vacancies inside the business. The following SOURCES of internal recruitment can be used:

Sources of Internal recruitment

Internal e-mails/Intranet/web sites to staff
Word of mouth
Business newsletter/circulars
Internal/management referrals
Notice board of the business
Internal bulletins
Recommendation of current employees
Head hunting within the business/organisational datab ase.

IMPACT OF INTERNAL RECRUITMENT Positives/Advantages

Cheaper/Quicker to fill the post.
Placement is easy, as management knows the employees' skills/personality/ experience/strengths.
Provides opportunities for career paths within the business.
The employee already has an understanding of how the business operates./ Induction/Training is not always necessary.
Reduces the chances of losing employees, as future career prospects are available.
Detailed, reliable information can be obtained from the supervisors/ Employee records. AND/OR Negative/Disadvantages
The promotion of an employee could cause resentment among other employees.
The number of applicants from which to choose is limited to existing staff only.
It is possible to promote certain employees who do not really have the required skills for the new job.
It may close the door to new ideas from outsiders.
The business has to spend more money on training/developing existing employees on the new position.
Employees who are not promoted may feel demotivated.

EXTERNAL RECRUITMENT

Refers to the use of external sources to advertise vacancies outside the business. The following SOURCES of ex ternal recruitment can be used:

Sources of external recruitment

Recruitment agencies

Bill boards

Printed media, e. newspapers/flyers

Shortlisted candidates may be subjected to various types of selection tests e. skills tests, etc.

Invite shortlisted candidates for an interview.

A written offer is made to the selected candidate.

Inform unsuccessful applicants about the outcome of their application./Some adverts indicate the deadline for informin g only successful candidates.

Receive documentation, e. application forms and sort it according to the criteria of the job.
Evaluate CVs and create a shortlist/Screen the applicants.
Check information in the CVs and contact references.
Conduct preliminary sifting interviews to identify applicants who are not suitable for the job, although they meet all requirements.
Assess/Test candidates who have applied for senior positions/to ensure the best candidate is chosen.
Conduct interviews with shortlisted candidates.
Offer employment in writing to the selected candidate(s).

Screening as part of the selection procedure

Check application documents against the requirements of the job.
Candidates who meet the minimum requirements are separated from others.
Do background/credit/reference checks of applicants who qualify for the job.
Prepare a shortlist of suitable candidates after screening.

Purpose of an interview

Obtains information about the strengths and weaknesses of each candidate.
Helps the employer in choosing/making an informed decision about the most suitable candidate.
Matches information provided by the applicant to the job requirements.
Creates an opportunity where information about the business and applicant can be exchanged.
To determine a candidate's suitability for the job.
Evaluate the skills and personal characteristics of the applicant

Role of the interviewer BEFORE the interview

The interviewer should develop a core set of questions based on the skills/knowledge/ ability required.
Check/read the application/verify the CV of every candidate for anything that may need to be explained.
Book and prepare the venue for the interview.
Set the interview date and ensure that all interviews take place on the same date, if possible.
Inform all shortlisted candidates about the date and place of the interview.
Plan the programme for the interview and determine the time that should be allocated to each candidate.
Notify all panel members conducting the interview about the date and place of the interview.

Role of the interviewer and interviewee DURING the interview Role of the INTERVIEWER during the interview

Role of the INTERVIEWEE during the interview

Allocate the same amount of time to each candidate.

Introduce members of the interviewing panel to each candidate/interviewee.

Make the interviewee feel at ease.

Explain the purpose of the interview to the panel and the interviewee.

Record interviewees' responses for future reference.

Do not misinform/mislead the interviewee.

Avoid discriminatory/controversial types of questions, e. asking a female

candidate about family planning/having children.

Provide an opportunity for the interviewee to ask questions.

Close the interview by thanking the interviewee for attending the interview

Greet the interviewer by name with a solid handshake and a friendly smile.

Listen carefully to the questions before responding.

Make eye contact and have good posture/body language.

Show confidence and have a positive attitude/be assertive.

Be inquisitive and show interest in the business.

Ask clarity seeking questions.

Show respect and treat the interview with its due importance.

Be honest about mistakes and explain how you dealt with it.

Know your strengths and weaknesses and be prepared to discuss it

Meaning of an employment contract

Employment contract is an agreement between the employer and th e employee and is legally binding.

Aspects that should be included in an employment contract

Personal details of the employee.

Details of the business/employer e. name/address, etc.

Job title/Position

Job description e. duties/ working conditions

Job specification e. formal qualifications/willingness to travel.

Date of employment/commencement of employment.

Place where employee will spend most of his/her working time.

Hours of work, e. normal time/overtime.

Remuneration, e. weekly or monthly pay.

Benefits/Fringe benefits/Perks/Allowances.

Leave, e. sick/maternity/annual/adoption leave.

Employee deductions (compulsory/non-compulsory).

Period of contract/Details of termination.

Probation period.

Signatures of both the employer and employee.

List of documents that form part of the contract, e. appointment letter/code of conduct/ethics.

Disciplinary policy, e. rules and disciplinary procedure for unacceptable behaviour

Improve skills through in-service training.

Cr eate opportunities for new employees to experience/explore different departments.

Explain safety regulations and rules, so that new employees will understand their role/responsibilities in this regard.

Communicate information about the products/services offered by the business

Ensure that employees understand their roles/responsibilities so that they will be more efficient/productive.

Communicate business policies regarding ethical/professional conduct/procedures/employment contract/conditions of employment, etc.

Aspects to be included in an induction programme

Introduction to key people and immediate colleagues.

Safety regulations and rules.

Overview of the business.

Tour of the premises.

Discussion of the employment contract and conditions of service.

Discussion of employee benefits

Information about the business products/services.

Meeting with senior management who will explain the company's vision/value descriptions/daily tasks.

Conditions of employment, e. working hours/leave application process/disciplinary procedures, etc.

Administration details on systems/processes/logistics.

Discussion of personnel policies, e. making private phone calls/using the Internet, etc.

Corporate social responsibility programmes.

Benefits of induction

Allows new employees to settle in quickly and work effectively.

Ensures that new employees understands rules and restrictions in the business.

New employees may establish relationships with fellow employees at different Levels

Make new employees feel at ease in the workplace, which reduces anxiety/ insecurity/fear.

The results obtained during the induction process provide a base for focussed tr aining.

Increases quality of performance/productivity.

Minimises the need for on-going training and development.

Employees will be familiar with organisational structures, e. who are their supervisors/low level managers.

Opportunities are created for new employees to experience/explore different Departments

New employees will understand their role/responsibilities concerning safety regulations and rules.

New employees will know the layout of the building/factory/offices/where everything is, which saves production time.

Learn more about the business so that new employees understand their roles/ responsibilities in order to be more efficient.

Company policies are communicated, regarding conduct and procedures/safety and security/employment contract/conditions of employment/working hours/leave.

Realistic expectations for new employees as well as the business are created.

New employees may feel part of the team resulting in positive morale and motivation.

Employees may have a better understanding of business policies regarding ethical/professional conduct/procedures/CSR, etc.

2 PLACEMENT

Meaning of placement

Selected candidates are placed where they will function optimally and add value to the business.
A specific job is assigned to the selected candidate.
The qualifications/skills/personality of the selected candidate is matched√ with the requirements of the job.

Placement procedure

Employer should outline specific responsibilities/expectations of the employee new position.
The employer should determine the relationship/similarities between the expectations of the position and the competencies of the employee.
Determine the employee’s strengths/weaknesses/skills/ interests by subjecting him to various psychometric tests.

The importance of training/skills development in HRM

The employee who receives the necessary training is more able to perform in their job.
The investment in training that a company makes shows employees that they are valued.
An effective training program allows employees to strengthen their skills.
Productivity usually increases when the human resources function implements training courses.
Ongoing training and upskilling of the workforce, encourages creativity.

2 SALARY DETERMINATION METHODS

DISTINCTION BETWEEN PIECEMEAL AND TIME-RELATED SALARY DETERMINATION PIECEMEAL TIME-RELATED

Workers are paid according to the number of items/ units produced /action performed.

Workers are paid for the amount of time they spend at work/on a task.

Workers are not remunerated for the number of hours worked, regardless of how long it takes them to make the items

Workers with the same experience/qualifications are paid on salary scales regardless of the amount of work done.

Mostly used in factories particularly in the textile/technology industries.

Many private and public sector businesses use this method

Negatives/Disadvantages

Businesses who cannot offer fringe benefits fail to attract skilled workers.
Businesses who offer employees different benefit plans may create resentment to those who receive less benefit resulting in lower productivity.
It can create conflict/lead to corruption if allocated unfairly.
Fringe benefits are additional costs that may result in cash flow problems.
Decreases business profits, as incentive/package/remuneration costs are higher.
Administrative costs increase as benefits need to be correctly recorded for tax purposes
Workers only stay with the business for fringe benefits, and may not be committed/loyal to the tasks/business
Businesses have to pay advisors/attorneys to help them create benefit plans that comply with legislation.
Errors in benefit plans may lead to costly lawsuits/regulatory fines.

2 IMPLICATIONS OF ACTS ON THE HUMAN RESOURCES FUNCTION

Implications of the Labour Relations Act on the Human Resources Function

Workers cannot be easily dismissed as bargaining council/Commission for Conciliation, Mediation and Arbitration (CCMA) processes need to be followed.
Provides a framework for bilateral meetings where employees, trade unions and employers discuss matters relating to employment.
The human resource manager should allow workers to form workplace forums/trade unions to promote the interests of all employees.
Promotes orderly negotiations and employee participation in decision making in the workplace.
Protects the rights of employees/employers as outlined in the Constitution.
Advances economic development/social justice/labour peace.
Promotes resolution of labour disputes.
Clarify the transfer of contracts of employment/If a business is transferred to another owner then the employee contracts are also transferred.
Provides for unresolved disputes to be referred to Labour Courts/Labour Appeal Courts.

Implications of the Employment Equity Act on the Human Resources function

The human resources manager must promote/provide equal opportunities in the workplace.

Ensure that affirmative action promotes diversity in the workplace.

Compile employment equity plans that indicate how they will implement affirmative action.

Assign a manager to ensure that the employment equity plan will be implemented/ regularly monitored.

Display a summary of the Act where employees can clearly see it/have access to it.

Report to the Department of Labour on the progress in the implementation of the equity plan.

Conduct medical/psychological tests fairly to employees/when deemed necessary.

Equal pay for work of equal value.

Ensure that the workplace represents the demographics of the country at all levels.

Define the appointment process clearly to ensure all parties are well informed.

Restructure/Analyse current employment policies/practices/procedures to accommodate designated groups.

Retrain/Develop/Train designated groups through skills development programmes.

Implication of the Skills Development Act (SDA) on the Human Resources function

The human resources manager should interpret the aims and requirements of the SDA and adapt workplace skills training programmes accordingly.
Identify the training needs of the employees and provide them with training opportunities so that they will perform their tasks efficiently.
Use the National Qualification Framework/NQF to assess the skills levels of employees.
Interpret/Implement the aims/requirements of the framework for the National Skills Development Strategy.
Assist managers in identifying skills/training needs√ to help them to introduce learnerships.
Contribute 1% of their salary bill to the Skills Development Levy/SDL.
Ensure training in the workplace is formalised /structured.
Appoint a full/part time consultant as a Skills Development Facilitator.

Implications of the Basic Conditions of Employment Act (BCEA) on the Human Resources function

Workers should only work 9 hours per day in a 5 day work week./8 hours per day in a 6 day work week./Overtime should not exceed 10 hours per week.
They must have a break of 60 minutes after five hours of work
Workers can take up to six weeks paid sick leave during a 36-month cycle
Businesses should not employ children under the age of 16.
Workers must receive double if they work during public holidays/Sunday
Multiple Choice

Course : HR Information Systems and Technology (HRM303)

University : durban university of technology.

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BUSINESS STUDIES GRADE 12 QUESTIONS - NSC PAST PAPERS AND MEMOS NOVEMBER 2017

BUSINESS STUDIES GRADE 12 NATIONAL SENIOR CERTIFICATE NOVEMBER 2017 INSTRUCTIONS AND INFORMATION Read the following instructions carefully before answering the questions.

This question paper consists of THREE sections and covers all main topics. SECTION A: COMPULSORY SECTION B: Consists of FIVE questions. Answer any THREE of the five questions in this section. SECTION C: Consists of FOUR questions. Answer any TWO of the four questions in this section.
Read the instructions for each question carefully and take particular note of what is required.
Number the answers carefully according to the numbering system used in this question paper. No marks will be awarded for answers that are numbered incorrectly.
Except where other instructions are given, answers must be written in full sentences.
Use the mark allocation and nature of each question to determine the length and depth of an answer.
Begin the answer to EACH question on a NEW page, for example QUESTION 1 – new page, QUESTION 2 – new page, et cetera.
You may use a non-programmable calculator.
Write neatly and legibly.

SECTION A (COMPULSORY) QUESTION 1 1.1 Various options are provided as possible answers to the following questions. Choose the answer and write only the letter (A–D) next to the question number (1.1.1–1.1.10) in the ANSWER BOOK, for example 1.1.11 D. 1.1.1 The role of SETAs is to …

train employees.
contribute 2% of their income to SARS.
eliminate discrimination in the workplace.
appoint accredited service providers.

1.1.2 This Act prevents unfair marketing practices:

Basic Conditions of Employment Act, 1997 (Act 75 of 1997)
Consumer Protection Act, 2008 (Act 68 of 2008)
Labour Relations Act, 1995 (Act 66 of 1995)
National Credit Act, 2005 (Act 34 of 2005)

1.1.3 A … is the invitation by a company to the public to buy shares.

1.1.4 The … leadership theory encourages followers to accept immediate change in the workplace.

situational
leaders and followers
transformational

1.1.5 A visual presentation of a set of sales figures shown as a series of rectangles:

1.1.6 Thembi allows Joyce time to speak in an angry manner without attacking her. This is an example of dealing with a(n) … personality.

complaining

1.1.7 A business contributes towards the well-being of its employees by …

providing recreational facilities.
allowing them to work overtime without pay.
encouraging those who are not physically fit for work to resign.
excluding them from decision-making.

1.1.8 Which ONE of the following aspects is NOT included in an induction programme?

Introduction to senior management and close colleagues
Information about the products of the business
Overview of the business
Counselling sessions

1.1.9 Businesses use quality … to direct key processes so that the correct quality standards are met.

management systems
performance

1.1.10 The … procedure matches the requirements of a post with the strengths of a candidate.

remuneration
recruitment
induction (10 x 2)

(20) 1.2 Complete the following statements by using the word(s) in the list below. Write only the word(s) next to the question number (1.2.1–1.2.5) in the ANSWER BOOK. RSA Retail Savings Bonds; macro-; backward; norming; continuous improvement to processes and systems; micro-; horizontal;performing; management by facts; forward 1.2.1 The business has no control over the … environment. 1.2.2 A minimum of R1 000 is required to invest in ... 1.2.3 During the … stage of team development, team members are motivated to work towards a common goal. 1.2.4 The TQM element of … includes the application of the PDCA model. 1.2.5 Chunky Cheese Ltd chose the … integration strategy when they took over Daisy Dairy Farm. (5 x 2) (10) 1.3 Choose a description from COLUMN B that matches a term in COLUMN A. Write only the letter (A–J) next to the question number (1.3.1–1.3.5) in the ANSWER BOOK, for example 1.3.6 K.

(5 x 2) (10) TOTAL SECTION A: 40 SECTION B Answer ANY THREE questions in this section. NOTE: Clearly indicate the QUESTION NUMBER of each question that you choose. The answer to EACH question must start on a NEW page, for example QUESTION 2 on a NEW page, QUESTION 3 on a NEW page, et cetera. QUESTION 2: BUSINESS ENVIRONMENTS 2.1 Name THREE types of business sectors. (3) 2.2 Outline any FOUR steps in the development of a strategy. (8) 2.3 Read the scenario below and answer the questions that follow.

Redraw the table below in the ANSWER BOOK and then answer the questions that follow.

2.3.1 Quote THREE challenges for MJF from the scenario above. (3) 2.3.2 Identify the PESTLE element that links to EACH challenge, as quoted in QUESTION 2.3.1. (6) 2.3.3 Recommend ONE way in which MJF can deal with EACH challenge, as identified in QUESTION 2.3.1. (6) 2.4 Discuss THREE types of defensive strategies. (9) 2.5 Explain how businesses could apply the following forces from the Porter's Five Forces model: 2.5.1 Bargaining power of buyers/Buyer power (4) 2.5.2 Competitive rivalry (4) 2.6 Read the scenario below and answer the questions that follow.

2.6.1 Identify the Act that applies to JTB. Quote from the scenario above to support your answer. (3) 2.6.2 Discuss the negative impact of the Act identified in QUESTION 2.6.1 on JTB as a business. (8) 2.7 Suggest THREE practical ways in which businesses can comply with the National Credit Act (NCA), 2005 (Act 34 of 2005). (6) [60] QUESTION 3: BUSINESS VENTURES 3.1 Name FIVE factors that could be considered when making investment decisions. (5) 3.2 Outline FOUR rights of preference shareholders. (8) 3.3 Identify the leadership style applied by Kobus Limited in EACH case below. 3.3.1 Employees are allowed to make their own decisions as long as they do not violate the company's policies. (2) 3.3.2 Employees are requested to give inputs during planning sessions. (2) 3.3.3 Employees are rewarded for meeting sales targets and punished for not meeting deadlines. (2) 3.4 Explain the role of personal attitude in successful leadership. (6) 3.5 Read the scenario below and answer the questions that follow.

3.5.1 Identify the form of ownership of Kadijah Printers (Pty) Ltd before they were converted to another type of company. Motivate your answer. (3) 3.5.2 Explain the functions of the JSE where KP can sell their shares. (10) 3.6 Thabo has to prepare a business presentation to management. 3.6.1 Discuss the factors that Thabo should consider before doing his presentation. (8) 3.6.2 Advise Thabo on aspects to be considered when designing a multimedia presentation. (6) 3.7 Motivate why a state-owned company (SOC) is important. (8) [60]

QUESTION 4: BUSINESS ROLES 4.1 Name FIVE components of corporate social responsibility (CSR). (5) 4.2 Discuss the benefits of corporate social investment (CSI) for businesses. (8) 4.3 Distinguish between corporate social responsibility (CSR) and corporate social investment (CSI). (4) 4.4 Read the scenario below and answer the questions that follow.

4.4.1 Quote TWO unethical business practices from the scenario above. (2) 4.4.2 Identify the type of unethical business practice for EACH ONE quoted in QUESTION 4.4.1. (4) 4.4.3 Suggest practical ways that SCC could introduce to deal with the unethical business practices identified in QUESTION 4.4.2. (8) 4.5 Describe THREE criteria for assessing successful team performance. (9) 4.6 Read the scenario below and answer the questions that follow.

4.6.1 Identify TWO problem-solving techniques used by Smooth Furniture Ltd. Quote from the scenario above to support your answer. (6) 4.6.2 Discuss the advantages of ONE problem-solving technique identified in QUESTION 4.6.1. (4) 4.7 Mr Cloete was treated unfairly in the workplace and decided to stay away from work. Advise Mr Cloete on the correct procedure to deal with his grievance. (10) [60]

QUESTION 5: BUSINESS OPERATIONS 5.1 State FOUR aspects that should be included in the employment contract. (4) 5.2 Outline the selection procedure as an activity of the human resources function. (8) 5.3 Read the job advertisement below and answer the questions that follow.

5.3.1 Identify TWO examples of job description and TWO examples of job specification in the advertisement above. (4) 5.3.2 Give TWO examples of fringe benefits in the scenario above. (2) 5.3.3 Evaluate the impact of fringe benefits on businesses. (8) 5.4 Distinguish between the piecemeal and the time-related method of salary determination. (4) 5.5 Describe any FOUR quality indicators of the purchasing function. (8) 5.6 Read the scenario below and answer the questions that follow.

5.6.1 Quote FOUR reasons from the scenario why Speedy Supermarket changed to another supplier. (4) 5.6.2 Explain to CFL the advantages of monitoring and evaluating quality processes as an element of total quality management (TQM). (6) 5.6.3 Advise CFL on the benefits of a good quality management system. (8) 5.7 Discuss the importance of quality circles in TQM. (4) [60]

QUESTION 6: MISCELLANEOUS TOPICS BUSINESS ENVIRONMENTS 6.1 Identify the provision of the Basic Conditions of Employment Act (BCEA), 1997 (Act 75 of 1997) that Faaried Bakeries complied with in EACH case below. 6.1.1 Employees are required to work eight hours a day for six days. 6.1.2 One of the male employees took three days' leave after the birth of his child. 6.1.3 Employees are allowed to take a 60-minute break after working for five hours. 6.1.4 Management does not employ workers who are younger than 16 years old. 6.1.5 Employees are generally not allowed to work more than ten hours extra a week. (10) 6.2 Explain the advantages of intensive strategies in addressing business challenges. (6) BUSINESS VENTURES 6.3 Tabulate the differences between compound interest and simple interest. (8) 6.4 Read the scenario below and answer the questions that follow.

6.4.1 Name a new form of ownership that will be suitable for DST. (2) 6.4.2 Discuss the advantages of the form of ownership named in QUESTION 6.4.1. (6) BUSINESS ROLES 6.5 Read the scenario below and answer the questions that follow.

6.5.1 Quote TWO roles of the health and safety representatives from the scenario above. (2) 6.5.2 Describe TWO other roles of health and safety representatives in the workplace. (4) 6.5.3 Explain the responsibilities of workers in promoting human health and safety in the workplace. (4) 6.5.4 Recommend TWO ways in which LCM can protect the environment and human health. (4) BUSINESS OPERATIONS 6.6 Identify the total quality management (TQM) element applied by Imvelo Logistics in EACH case below. 6.6.1 Regular market research is conducted to determine the needs of consumers. 6.6.2 Sufficient capital and equipment are available to render quality service. 6.6.3 Employees are regularly trained to use the latest technology. 6.6.4 The CEO participates in decision-making at all levels of the company. (8) 6.7 Discuss the negative impact on businesses if TQM is poorly implemented. (6) [60] TOTAL SECTION B: 180 SECTION C Answer ANY TWO questions in this section. NOTE: Clearly indicate the QUESTION NUMBER of each question chosen. The answer to EACH question must start on a NEW page, for example QUESTION 7 on a NEW page, QUESTION 8 on a NEW page, et cetera. QUESTION 7: BUSINESS ENVIRONMENTS (LEGISLATION)

You specialise in guiding businesses in the implementation of the BBBEE. Write an essay on the following aspects:

Distinguish between BEE and BBBEE.
Evaluate the impact of BBBEE on businesses.
Discuss the implications of ownership, management and ESD (enterprise and supplier development) as BBBEE pillars of businesses.
Analyse the effectiveness of the SDA in supporting the successful implementation of the BBBEE.

QUESTION 8: BUSINESS VENTURES (INSURANCE) Insurance companies offer a variety of insurance products that are vital to businesses. Some businesses argue that insurance and assurance decrease their profit, while others feel that insurance products provide peace of mind for any eventuality. Businesses are also required to contribute to compulsory insurance. With reference to the scenario above, write an essay on the following aspects:

Distinguish between insurance and assurance.
Discuss the THREE types of compulsory insurance.
Elaborate on the meaning of the average clause and explain how it is calculated.
Evaluate the positive impact of insurance on businesses.

QUESTION 9: BUSINESS ROLES (HUMAN RIGHTS AND DIVERSITY) Businesses are not only required to observe human and cultural rights in the workplace, but also to ensure that the workplace is diverse and inclusive. Many businesses respect and uphold the Constitution of South Africa. Refer to the statements above and write an essay in which you include the following aspects:

Freedom of speech and expression
Information
Explain how businesses could deal with any THREE diversity issues in the workplace.
Elaborate on the benefits of diversity in the workplace.
Recommend ways in which businesses could promote cultural rights in the workplace.

QUESTION 10: BUSINESS OPERATIONS (HUMAN RESOURCES) Human resources managers invest a lot of time, effort and funds to recruit and select the best employees. They realise that their goals and objectives can only be achieved by employing skilled and qualified employees. They are also mindful of the fact that their recruitment policies need to comply with the Employment Equity Act (EEA), 1998 (Act 55 of 1998). Provide a detailed account of the following human resources aspects:

Explain the meaning of recruitment.
Analyse the impact of external recruitment on businesses.
Discuss the role of the interviewer and the interviewee during the interview.
Suggest ways in which the human resources function could comply with the EEA. [40]

TOTAL SECTION C:80 GRAND TOTAL:300