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The management of Sipho Traders recently appointed Kobie as their marketing manager - NSC Business Studies - Question 10 - 2016 - Paper 1
Question 10
The management of Sipho Traders recently appointed Kobie as their marketing manager. The business is supposed to orientate and place Kobie accordingly. Kobie expects... show full transcript
Worked Solution & Example Answer:The management of Sipho Traders recently appointed Kobie as their marketing manager - NSC Business Studies - Question 10 - 2016 - Paper 1
Step 1
Explain the purpose of induction and state FIVE aspects that should be included in an induction programme.
Answer
Induction is crucial for integrating new employees into the organization effectively. It helps them adjust quickly to their roles and the company culture, ensuring that they are productive from the outset.
Aspects to Include in an Induction Programme:
- Safety Regulations and Rules: New employees should be informed about workplace safety protocols to maintain a safe work environment.
- Overview of the Business: An introduction to the company’s mission, vision, and values helps new employees understand the corporate culture.
- Information about Products and Services: Employees should be educated about the products/services offered by the company to enhance their performance.
- Policies and Procedures: Discussing workplace policies, including ethical conduct and professional behavior, ensures that employees are aware of expectations.
- Familiarization with Team Members: Introducing new hires to their coworkers fosters relationships and improves communication within the team.
Step 2
Advise Sipho Traders on the placement procedure they should follow.
Answer
Sipho Traders should implement a systematic placement procedure that includes the following steps:
- Define Responsibilities: Clearly outline the responsibilities and expectations of the new position.
- Assess Employee Strengths: Identify the strengths and weaknesses of Kobie through psychometric testing to ensure proper fit.
- Orientation with Senior Management: Arrange meetings for Kobie to engage directly with senior management regarding company goals and expectations.
- Training Needs Assessment: Determine any additional training needs Kobie may have to fulfill his role effectively.
- Integration into the Team: Facilitate introductions with colleagues to help Kobie build a support network within the organization.
Step 3
Discuss the implications of the Skills Development Act (SDA), 1998 (Act 97 of 1998) on the human resources function.
Answer
The Skills Development Act has several implications for the human resources function:
- Training Needs Assessment: HR must identify the skills gaps within the organization and develop training programs to address them.
- National Qualification Framework (NQF): HR should align training and development initiatives with NQF to ensure compliance with industry standards.
- Employee Development Strategies: Implementing structured development plans will enhance employees' skills and improve overall organizational performance.
- Funding and Resources: HR must utilize the Skills Development Levy (SDL) effectively to ensure that the training and development are adequately funded.
- Monitoring and Evaluation: HR needs to continuously evaluate the effectiveness of training programs and adapt them as necessary based on outcomes.
Step 4
Recommend SIX aspects that must be included in Kobie’s employment contract.
Answer
The employment contract for Kobie should include the following aspects:
- Job Title and Position: Clearly state Kobie’s job title and designation within the organization.
- Job Description: Provide a detailed description of the responsibilities and duties associated with the role.
- Remuneration: Include information on Kobie's salary and any bonuses or commissions that are applicable.
- Working Hours: Specify the normal working hours, including overtime conditions if applicable.
- Leave Entitlements: Outline the types of leave available to Kobie, such as sick leave and vacation days.
- Probation Period: State the length of the probationary period and the conditions for performance evaluation.