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Summary - Business Studies

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Comprehensive Grade 12 IEB Human Capital notes, written by a top-achieving matriculant who scored above 90%. These clear, concise, and well-structured notes cover all key concepts to help you excel in your studies and exams. Perfect for mastering the IEB syllabus with confidence!

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  • January 15, 2025
  • 7
  • 2023/2024
  • Summary
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ACTIVITIES Empowerment
CONSTITUTION
IEMPTPYBMT.it
Efhfy9YOMI
LABOURRelations
imising
e mployee
p roductivity b usiness
protecting andemployeesfrom
any that
issues mayarise pmf.fi
qONDITIONsofEMPLOYMENTAC MRSRPITER gr

RECRUITMENT externalrecruitingnew
external
candidates
MANPOWERPLANNING the
attract talent
mostcompetent advertise viaemploymentagency
of
estimatingnumber e mployees internaltransferringpromotingemployeesto ornewpositions
higher via
advertise medianewspaperonlinetrade
journals tradeshows

range
assesing ofskillsrequiredfor to
business operate source staff
internal filesinvite for
e mployees apply
existing to
job institutions
approachingeducational

time
calculating
of
frame employment
needs postpositionon or
noticeboard intranet
for interested
employees
ev'sofcasualwalkins
hybrid
e mployeerecommendsexternalc andidates fromcompetitors unethicaldisruptsbusinessesbreach
headhunting of
conflict inter
trust


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cost no
effective advertising

of
recruitment
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is
performance attitude employeeknown
less
agency induction
tve.newskinsoideasbrougn.in
employ to
moreAffirmativeActioncandidates meet.EEtargets
on
headhuntedemployeesprovideinsight competitors
SELECTION identifyingmostsuitablecandidatesfor
role noinhousefightingamongstemployees
smostdesirablecandidates renren.ae
application's
eceive conflict friction
a mongst
employees vebusinessdoesn'tknowwhatscoming quite
costly
evaluateapplicationsinforming
unsuccessfulcandidates

shortlist
compile a pplications
compare to listocriteria
f 110Nrewardingemployeesfor
REMUNERA hardwork
background credit
fairness
checksensure record
checks criminal
to standard living
enableemployees maintain of costtocompany costplusbenefits
interviewsobtain
extra
information
assess
qualities andprofitshoring
someauestionsaskedtoensureimport.io fiesiiieimfihiiiiin'predetermine.fi
itycompore a.si 4 geffffer
theemployeed
offers offers basic
business salary
allows
c andidates
toaskquestionsaboutposition wagespaiddoilyweekly.fi dorbosedoffnoursworked
testsworksamplemeasuresabilityactualperformance employees todelivermore.recievei.ofsaleslisi zn.to
commissionmotivates directive
noadditionalcontributionsmade
mental
m easures
psychometric ability personality employeemay bepaidforworkingovertime Bcenspecifiesnowmuchovertimeyoucanwork.by employer Pension Housing

aid
medical Accommodation




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orlegatrequirements structured
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staffahcontributions uiffincometoxlpn.ve



PLACEMENT benefits.ve
remuneration on
i mpact employees motivates
toworkhardertoachievegoals cash
b enefitsnon
fringe on of
b enefits top normal
salaries
wages

is
employee placed inthepositionforwhichhesheapplied enable
to
e mployees maintain soc
improve incrmorale performancequality torecruitmotivateretainhighqualityemployees
childcare
carsdiscounts
insurancecompany retirement
e ducation
INDUCTION orientation the
into b usiness
written of
copy policiescod proceduresdisciplinegrievances tve stressanxiety TRAINING SKILLSDEVELOPMENTtrainingensuresemployees
have skills
s pecific toperformjob
needed

to role veleaveafter skills

broaderrongenotsobspecificicanbeappliedeveryw focetof.ae
organogram identify players startsobwithcorrect.info being trained d evelopment

to staff
introduction manager other timemoney
wastage
prevents
it
nogouranl.ee improvesperformance

touroffacilitiesgbathroomsemexits the of
mindful business
quickly culture
beimpracticalIneffective
can methodson job
t raining classroom
training
grease
instructionsonhow newstaff
should
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retention stafft have.ve
managers totraining
a ttitude e learning workshop
allocate foranyquestions
mentor
buddy is
employee productive
quicker takes fromworkplacehours
away selfstudy buddyor
mentor
system
learnership blendedapproach

, 1Identifyskillsgapdesiredvsexistingskills
YI Yiency
inmiiiieeisiiiiiinft targets
p erformance 2considertrainingresources.in
housersoutsourcing
PerformanceAppraisalsPEF 3designtrainingprogramdescribelearningoutcomes PROCESS
lanning Evaluation feedback
ormancetarget.aecontracted Performance evaluated
issointly
ittorgetsnotmeaaiscussreasonsf.it iiisu'Is's iisitpiiiioiioikiunyaeeaciency
hew.si

ween
e mployeemanager employee.mn.ge c oncernsform
raise action
plans
Personal more
plansoutlined
improvement
or given
training promotions


RETENTION exit whenemployeeleaves
interviewsc onducted

reasons forleaving consequences ofhighturnover
for
opportunity better
salarybenefits health
issuesretirement levels
reducedproductivity

with
unhappy management time
travel
unreasonable work
additional on
burden employees
lockot life
work b alance retraining

18 with
unhappy conditions
working
fffperffifntmeomoneyneededf.ir




constitution LRA.EEA.BBB.EE SDA BCEA

7Constitution
fundamental

lowofsainootherldworcontractcansupersedeit
ADMINISTRATIVEACTION challenge question right.to
righttoBASICEDUCATION
gno
government

righttoCITIZENSHIP FREEDOM OFMOVEMENT to
UNFAIRDISCRIMINATIONdue race
gender actionfair
etc affirmative clause
discrimination limitation

3 have R IGHTS
P OLITICAL



iiit IM
people Proession.workwnerever
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YYfon
s
s.itIrshi i t.isi i
honouring
ym.issovernmen
righttoASSEMBLYprotestpeacefullycorrectprocedures
1righttoresidein SAFEENVIRONMENT constitutionguaranteesfuture awareof
by become
people
generations demanding environmental
issues conservationpromotedsustainable
d evelopment pollution
prevention



aims 2 LabourRelationsAct
enforce
f undamental
rights
e conomic
promote d evelopmentlabourpeace Disciplinary GrievanceProcedures
social
justice democracy correctbehaviourofall
ensure parties specificdisciplinarymeasure
progressiveapproach implement forspecificsituation
to
applies employers organisationsemployees coaching counselingmanagerdetermineswhat be to
can done ensureappropriatebehaviour
YHIfjqypt.MA.sn's to
correctionformalapproach interventionwarningssuspensiondemotion dismissal



posities DisciplinaryPolicyGuidelines infoonacceptablebehaviour standards
expected aswellasconsequencesforunacceptablebehaviour
ensuresinternationallabour are
standards applied
i basic
ensures of are
rights e mployeesemployers protected GrievanceProcedureAllowemployeesthe to
opportunity resolvegrievancesrelating employment to bycommunicatingtoemployer
of
employee'sfreedom association supervisor line
manager Humancapitalmanager
for
guideline
to
how labourdisputes
handle court LabourAppealcourt
CCMA Labour

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