1. Understand how business organisations manage the use of resources.

• 1.1 Explain the various resources that are needed in successful management of an organisation.
• 1.2 Explain how and why resources must be managed.
• 1.3 Explain what is meant by benchmarking and how it is used by organisations to manage resources.

2. Understand the use of technology in business.

• 2.1 Identify the types of technology used in business.
• 2.2 Explain the benefits of technology to a business.
• 2.3 Explain the skills necessary to use technology in business.
  
• 2.4 Explain the importance of innovation in business.

3. Understand human resources for the workplace.

• 3.1 Describe the process of workforce planning. Explain the factors to be considered when planning workforce recruitment .
• 3.2 Explain the importance of managing employee’s performance.
• 3.3 Explain employment rights and responsibilities relevant to own setting.

4. Understand health and safety in the business environment.

• 4.1 Explain own responsibilities for keeping self and others safe in the workplace.
• 4.2 Identify who to go to in the workplace for health and safety help and support.
• 4.3 Describe common workplace hazards.
• 4.4 Explain the types of emergency that can occur in the workplace.

• Meaning of resources in an organisation : Land, labour , capital, technology, 8-Ms (Men/Women, Money, Material, Machinery, Managements, Methods, Minutes/Time And Management of Information), efficiency and effectiveness in using resources.
• Resources which are necessary for any organisation to prosper and thrive; their importance and purpose, how to maximise use of, manage and conserve organisation’s resources.
• Monitoring resources: factors which need to be monitored on a regular basis; how to monitor resources at work. Impact of not monitoring resources
• Efficient resource monitoring, identification of problems, appropriate corrective action.
• Benchmarking: process benchmarking; performance benchmarking; strategic benchmarking and internal benchmarking.
• Best Practice; sound policy; why it is necessary to ensure best practice/create sound policy
• Technology: artificial intelligence, machine learning, robots, virtual technology, media, social media, augmentative technology, laser printing, business development, expansion of communication abilities/facilities, internet
• Harnessing Technology
• Benefits: increased capacity for communication, drive business, increase operations, reduced overheads, create new products, improve existing products; features, gain a competitive edge, improve efficiency and effectiveness, meet the needs of the modern consumer, develop a unique selling point.
• Skills: technical, personal skills, practical skills, knowledge required to make/use the product, research, creativity, focus, identify any skills gaps.
• Innovation: creation of new products, invention, originality, improvement to existing products/resources, planning, forecasting, improve existing products, use of technology, value, research, advancement
• Workforce planning: ensuring sufficient staff with relevant skills, knowledge and expertise, aligning the workforce with the business plan and business operations, planning for future demands, skills gap analysis, changing nature of work, employee expectations
• Factors: organisational needs, demand, new products/services, markets, technological change, location of production, skills requirements, workforce profiles, supply of labour, labour costs, workforce skills, government policy, labour market competition, nature of work
• Approaches: media advertising, agencies, recruitment consultants, job centres, websites, social media, networking; internal promotion, erecruitment, job portals, professional networks, personal recommendation.
• Managing performance: achievement of outcomes, productivity, addressing positive/poor performance, provision of support, reallocation of role/workload, moral/ethical responsibility.
• Employment rights and responsibilities:
• current employment legislation; current antidiscrimination legislation eg gender, race, religion, disability, age;
• duty of care to employees eg safe and healthy workplace, public liability insurance; appropriate training and development; adhere to terms of contract.
  Contract of employment: terms and conditions;
  hours; pay rate; holiday entitlement; format of contract.
  Interpret information on pay slip: gross wages; deductions; net pay; personal information eg national insurance number, employee number.
  Grievance procedure: grounds for grievance; informal approach; formal procedure within own workplace.
  Types of information held on personnel records: personal data eg name, address, telephone number(s), qualifications,
  National Insurance Number, tax code, bank details, disabilities, employment history, absence details, training,
  Updating information held on personnel records: personal responsibility; Data Protection considerations
  Ways of working with employer: work place procedures for leave entitlement eg holiday, maternity, paternity, compassionate; procedures to deal with bullying or discrimination; procedures for self certification
• Own responsibilities: to take care of own health and safety and others who may be affected by own actions, attend training, follow instructions, be aware who to report health and safety concerns; own limitations in dealing with a risk, to use equipment safely/following manufacturer’ instructions , use work items correctly in accordance with training, safe practice in the workplace, remaining alert to any identified risk in the workplace environment; own conduct in minimising risk.
• Sources of support: advisers, line manager/supervisor, human resources department, occupational health, health and safety adviser, company policies and procedures.
• Common workplace hazards: faulty wiring, trailing cables, torn carpet, broken glass, dangerous chemicals, faulty equipment, poor posture when using computer, wet floors, manual handling, working at height, working with computers, vehicles and transport
• Types of emergency: accidents, severe illness, intruder, fire, flood, power outages, chemical spills, terrorism, bomb threats.
• Definition of organisational values, impact on motivation and human behaviour, Definition of organisational cultural values affecting workplace culture, treatment of employees/stakeholders, sustainability, community, engagement.
• Types of organisational culture: power, role, task, person, clan, adhocracy, market, hierarchy, bases of theories, purpose, results, authority, fun
• Influences on organisational culture: history of organisation, achievement, function, focus, priorities, technology, goals, size, location, management and staff, demographics, environment, culture, stakeholders.
• Definition of ethics, ethical activities, values of businesses, professional ethics, individual ethical behaviour.
• Diversity Benefits:
  • Increased productivity allows for more ideas and processes and broader range of skills among employees
  • Increased creativity: allows various cultures, backgrounds people with differing perspectives to work together, allowing for a greater chance of a workable solution to a workplace problem.
  • Improved cultural awareness: a diverse range of cultures within the workplace allows companies to deal with the different nuances within a global marketplace. If a company does business with India, for example, having an employee who can speak Hindi is an asset and can lead to improved workplace relations.
  • A positive reputation: companies that have a diverse workplace are often perceived as better employers. Potential employees want an employer who accepts and is tolerant of all backgrounds and who treats their employees fairly
  • Increase in marketing opportunities: If potential employees or customers see that a company represents a diverse workplace, it makes them feel like they can relate to the company more. Using advertising that depicts mature-aged, differently abled, or ethnically diverse people encourages applicants to apply, promotes a positive reputation, increases marketplace awareness, and generates a more diverse client-base.