1. Business Tasks 1 12
2. Business Tasks 1 1st
3. Business Tasks 1 1 Answers

A business process refers to a wide range of structured, often chained, activities or tasks conducted by people or equipment to produce a specific service or product for a particular user or consumer. Business processes are implemented to accomplish a predetermined organizational goal. Get more work done with Planner. Create Kanban boards using content-rich task cards with files, checklists, labels, and more. Collaborate in Planner and Microsoft Teams and check visual status charts—all in the Microsoft cloud. Empower everyone on your team, no matter their role or expertise, to.

Business Tasks 1 12

• What is a business?
  • Decision-making company or organization
  • May/may not be for profit
  • Involves the exchange of goods and services
  • Produce goods and/or provide services
  • Exist to satisfy the needs and wants of people, organizations, governments, etc.
  • Enterprise – a group of people that tackles an objective, usually profit
  • Quality of output depends on quality of inputs

• Main inputs in a business
  • Capital
    • Amount of money needed to run a business
    • Man-made goods like machines, buildings, vehicles, and equipment needed for business to operate
    • Investment – increasing spending on capital
  • Land
    • Space where a business operates
    • Raw materials and natural resources that are used in making a product
  • Labor/manpower
    • Physical & mental efforts of people to produce products/services
  • Enterprise/entrepreneurship
    • Management, organization, and planning of other three factors of production
    • Actions of entrepreneur who shows initiative and takes risks to set up, invest, and run a business
• Main business functions and their roles
  • Human resources
    • Manages the workforce and laborers of the company
    • Deals with recruitment, wages, communication, and motivation of employees
  • Finance and accounts
    • In charge of managing the organization’s money and assets
    • Ensures accurate recording and reporting of financial documentation (to comply with legal requirements)
  • Marketing
    • Ensure that a company’s products sell
    • Concerned with identifying and satisfying consumers’ needs/wants
    • In charge of promotions, advertisements, etc.
  • Operations
    • In charge of business functions and processes that produce the actual goods
    • Concerned with research & development, delivery, stock management, etc.
• Business sectors (or economic sectors)
  • Primary
    • Involves the harvesting of naturally available resources
    • e.g. mining, agriculture, livestock, drilling, and logging
    • Regulated and protected by the government
    • Fuels (produces inputs for) the other economic sectors
    • Example countries: Vietnam, Philippines, Canada, Dubai
    • Example companies: Philex Mining, Del Monte, Dole
  • Secondary
    • Involves manufacturing of raw products to finished or component goods
    • Finished goods – exported or sold to domestic consumers
    • Component goods – sold to companies in the tertiary sector
    • Example countries: China, Scotland, Japan, Italy, USA
    • Example companies: Coca-Cola, Honda, Del Monte
  • Tertiary
    • Involved with service and retail
    • Includes retail sales, transportation, entertainment, restaurants, media, healthcare, banking, etc.
    • Exploited in developing countries
      • Philippines is a victim of brain drain: where professionals go abroad to look for jobs making it difficult for companies in the tertiary sector to find the employees they need
    • Relies on the primary and secondary sector for inputs
    • Example countries: USA, United Kingdom, Singapore, Hong Kong
    • Example companies: JP Morgan, Convergys, Lotte
  • Quaternary
    • Involves intellectual activities or innovation services
    • Includes government, education, libraries, scientific research, information technology, etc.

• Impact of sectoral change
  • Change in economic structure (primary to secondary, secondary to tertiary, etc.)
    • Industrialization
      • When a country moves towards the manufacturing sector as its principal output and employment (primary to secondary)
      • Products become more refined and have more export potential
      • Raises the standard of education
      • Opens better job opportunities
    • Developed nation
      • Exploits the tertiary sector as the national output of employment
      • Further raises the standard of education
  • Examples of effects of shifting to the tertiary sector
    • For a labor intensive manufacturer of aluminum cans
      • Quality of products improve
      • More distributors
      • Less employees and higher wages for employees
      • Can consider turning to robots and machines, as well as outsourcing
    • For the owner of a small seaside bed and breakfast
      • Easier to find competent employees
      • More income due to higher demand
      • More competition
      • People would rather work for bigger companies
      • Can consider expanding
    • For a family-owned vegetable farm
      • More demand due to more stores
      • Opportunity for a “dampa” system
      • Less laborers
      • Can consider opening a small business or outsource
• Entrepreneurship (and the entrepreneur) vs. intrapreneurship (and the intrapreneur)
  • Entrepreneurship is the process of starting a business, company, or organization
  • The Entrepreneur
    • The founder, and usually owner
    • Big risk, big reward
    • Organizes inputs of production into goods and services (outputs)
    • Obtains money, buys the inputs needed and makes decisions.
    • Takes risks and provides the vision for the business idea
    • Assumes large financial risk
    • Provides sufficient resources
  • Intrapreneurship is similar to entrepreneurship but is done in an existing organization
  • The Intrapreneur
    • Is an employee of the organization
    • Uses resources of company to undertake projects and therefore risks very little
    • Rewarded in the form of a paycheck
    • Does not act autonomously like an entrepreneur as he is dependent on other employees or the organization he works for
• Reasons for starting up a business or an enterprise
  • Profit – positive difference between revenues and costs
  • Fame
  • Benefit human welfare
  • Very fulfilling
  • Family
  • Legacy
• Common steps in starting up a business and problems new ones may face
  • Businesses often start up by looking for market opportunities (market gaps or niches)
  • Niche markets are where small businesses can easily compete
  • Factors to consider: What questions would businessmen ask about the factors?
    • Business idea
    • 4 business inputs (capital, land, labor, and enterprise)
    • Four departments/functional areas
  • Possible problems faced by a start-up (either internal or external)
    • Internal
      • No land to establish a business
      • Product may not appeal to your location
      • Lack of manpower
    • External
      • Terrorists
      • Politics or government
      • National Calamities
      • Limited resources
• Business plan
  • Report detailing aims and objectives of a business
  • Planning tool that serves as a blueprint to address the issues of a startup business
  • Meant for investors/banks to help them decide on whether to invest/approve loans
  • Elements of a business plan
    • Business – name of the business, type of the business, statement of aims and objectives, details of the owner
    • Product – details of goods/services, operations and equipment needed, suppliers, price
    • Market – who you’re selling to, market profile, competition (strengths and weaknesses)
    • Finance – money, start-up costs
    • Personnel – employees and workforce, skills
    • Marketing – marketing mix employed by business

Personnel management is one of the cornerstones of a human resource department. It comprises all administrative and routine tasks in a human resources department. Planning and development are other central responsibilities.

1. Personnel management functions
2. Digitization in personnel management

Defining personnel management

Personnel management is also referred to as personnel administration or transactional personnel work. This kind of administration deals intensively with the relationship between employees and the company. In the course of transactional tasks, data is also transferred to third parties. For example, payroll accounting is forwarded to the responsible authorities.

Personnel management includes all administrative and routine tasks involved in a human resources department – from hiring to firing an employee. In doing so, legal and collective bargaining regulations, company policies, and employee contracts must always be observed.

Objectives of personnel management

The key objective of personnel management is maintaining and being able to provide up-to-date, accurate personnel data. This ensures optimal internal communication within the company. Additionally, efficient administrative work is a prerequisite for smooth internal cooperation. In general, it is the personnel administrator’s task to organize and simplify all processes concerning a company’s employees.

By performing its tasks efficiently and accurately, personnel management can achieve its goal: to establish, maintain, or expand employee satisfaction. A high level of employee satisfaction and a functioning personnel management system creative decisive advantages for a company. If employees are satisfied, they work more productively and creatively, they’re less frequently sick, and they have a higher level of loyalty to their employer.

Personnel administration tasks

Personnel administration tasks can be divided into two categories: tasks for operational or legal reasons, or tasks for human resource policy and planning strategic decisions. The latter includes management key statistics, performance comparisons, or evaluating employee surveys. Tasks that arise for operational reasons or that are based on legal issues might be processing work time tracking systems, social security, wages, statistics, employee hires or fires, or even employer references.

As a rule, companies use a human resources information system that supports the human resources department carry out its tasks. In this system, each employee’s personal data is recorded from their personnel file and data is collected for payroll and time recording, personnel statistics, travel expense accounting, as well as position plan administration.

Core personnel administration tasks:

• Recognize employee needs, gather and evaluate relevant information and trends

• Create and manage personnel files
• Record staff arrivals, departures, and changes
• Create employment contracts and other agreements like loans or subleases
• Process employee requests, i.e. for leave or further training
• Conduct all correspondence with authorities, offices, health insurance companies (when provided by the employer), accounting offices, insurance companies, and contractual partners
• Supervising the entry and exit of employees
• Manage employee absences
• Supervise wage and salary payments
• Record working times

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Personnel management functions

Personnel management fulfils its function by performing the following tasks:

• Providing information at short notice: They provide current information for individual employees, specific groups, or the entire staff at short notice. The data can usually be taken from the personnel file. Personnel information systems are becoming increasingly important in this context.
• Handling processes: Employees are hired, transferred, promoted, or leave the company. Personnel management is responsible for the handling of these processes.
• Employee registration: In addition to registering the employee with the relevant authorities, it’s also the personnel management’s task to register the employee’s wages with the tax office, social security office, and insurance company (if applicable).
• Control: Fluctuations, absence times, overtime, vacation entitlement, and working hours are checked by personnel management. Working time control is particularly relevant for flextime arrangements.
• Personnel protection: Personnel administration ensures that the occupational health and safety of employees is being observed and that personal data is treated in accordance with current data protection laws.

Legal security and data protection

Personnel administration employees have to deal with highly sensitive and personal data like names, addresses, medical data, account data, certificates, and CVs on a daily basis. This data is subject to special protection by law. Human resource departments need to observe regulations of applicable laws in all procedures. An example of a sensitive law is intensified data protection regulation brought in by the GDPR. The GDPR arrival means that companies have to keep an eye on legal conformity with internal processes. While this new law is a European Union (EU) directive, US companies that do business or employ people in the EU are required to comply with these laws thanks to the Privacy Shield. In addition to the GDPR, there are countless data protection laws in place in the US to protect employee data. Please consult a legal professional to ensure that all of your human resource processes are legally compliant.

What is the significance of the GDPR for human resource workers? Apple mac keyboard help.

• If an employee’s personal data is no longer required, then it must be deleted
• Employees must actively consent to their use of data
• Employees have the right to know what data concerning them has been collected and processed by the company
• Employees may request a copy of all stored data from their employer
• In the event of data loss, employers must comply with the official reporting obligations within the prescribed period of 72 hours

Digitization in personnel management

Throughout the course of digitization, many personnel administration tasks can be simplified. Additionally, software manufacturers are increasingly taking data protection regulations into account, making their products even more attractive. For example, a function within these programs allows data to be deleted automatically after a certain time. Digital solutions are now available for almost every area of personnel administration.

Digital personnel file

A digital personnel file manages employee personnel data, just like a paper file. How to shorten address bar in chrome for mac 2017. Infographics lab 3 4 8 x 9. The digital personnel file has decisive advantages over the classic file. For example, the central administration of data relieves the personnel management staff of several tasks, since the digital file can be processed simultaneously by several users. Authorized individuals can access the digital personnel file at any time. With the help of an authentication system, access can only be granted to selected users. Limited access is also possible, so that only certain data can be viewed by one user.

Business Tasks 1 1st

Working time and absence management

Mbl4 full download. Especially when it comes to working time and absence time management, some processes can be managed digitally:

• Absence calculation
• Fluctuation in the company
• Number of overtime hours
• Absenteeism due to illness, parental leave, etc.
• Vacation utilization
• Time recording for flextime
• Trainings

Business Tasks 1 1 Answers

Employee self-services

Employee self-services are another way of reducing strain on personnel administration. Using certain tools, employees can perform individual administrative tasks independently. For example, they can view and change their personal data themselves, which also helps to prevent input errors by personnel management staff in particular. Other possible employee self-services include the independent processing of leave requests or self-administered time recording. However, the outsourcing of these processes brings advantages not only in terms of personnel administration, but also for employees. They gain a better insight into company processes: you can view the current processing status of a leave request, for example.

One of the personnel management’s tasks is to hire new employees. However, the first step is to identify the right candidate for a position. How to find the right candidates for your company is explained in our article on creating the perfect job description.