Plasshape (PS) PS manufactures plastic packaging for industrial markets (B2B). Its customers include food manufacturers and cosmetics firms. PS has 500 employees in each of two countries with a similar factory in each country. Employee payment methods and non-financial motivators vary in each factory. In country Z, PS uses time-based payment methods, offers employee development and 5 uses many non-financial motivators. In country V, PS uses piece rate payment methods, but there are fewer opportunities for employee development and non-financial motivators are not used. Some employees are demanding equal pay and opportunities for employee development in both PS factories. Technology is changing rapidly in the packaging industry. PS's research and development 10 (R\&D) team has developed an environmentally friendly type of food packaging. However, this costs more to make and it will need investment in new machinery. This unique new packaging product is expected to increase added value. Table 1.1 shows a summary of PS's financial data if it does not launch the new packaging product. 15 Table 1.1 PS's financial data if it does not launch the new packaging product If PS launches the new packaging product, Isha, the Finance Manager, forecasts the following changes: - revenue increases by $$$30 \%$$$ - direct costs increase by $$$\$ 6 m$$$ - indirect costs increase by $$$\$ 1 \mathrm{~m}$$$. 25 Evaluate whether PS should use the same payment method and employee development in both factories.

Business

IGCSE&ALevel

CAIE

Exam No：9609_w23_qp_21 Year：2023 Question No：1(d)

Answer:

Knowledge points:

2.1.1.1 the role of HRM in meeting organisational objectives

2.1.2.1 the reasons for and role of a workforce plan

2.1.2.2 measurement of labour turnover

2.1.2.3 the implications of high and low labour turnover for a business

2.1.3.1 recruitment of employees: process (job descriptions and person specifications) and recruitment methods (job advertisements, employment agencies, online recruitment)

2.1.3.2 internal and external recruitment

2.1.3.3 selection methods: curriculum vitae, résumé, application forms, interviews, references, testing, assessment centres

2.1.3.4 employment contracts

2.1.4.1 the difference between redundancy (voluntary and involuntary) and dismissal (fair, unfair)

2.1.5.1 the relationship between HRM, employee morale and welfare in a business including the concept of work- life balance

2.1.5.2 the impact of diversity and equality in the workplace on a business

2.1.6.1 different types of training: induction, on-the-job, off-the-job

2.1.6.2 the impact of training and development on a business

2.1.6.3 employee development to encourage intrapreneurship

2.1.6.4 employee development to encourage multi-skilling and flexibility

2.1.7.1 how cooperation between management and the workforce can be of benefit to both

2.1.7.2 the impact on employers and employees of trade union involvement in the workplace including their role in collective bargaining

2.2.1.1 the need to motivate employees to achieve the objectives of a business

2.2.2.1 a simple explanation of human need

2.2.2.2 how human needs may or may not be satisfied at work

2.2.3.1 the ideas of the main content theories (Taylor, Mayo, Maslow, Herzberg and McClelland) and process theory (Vroom)

2.2.4.1 the theories in practical situations

2.2.4.2 different payment methods: time based, salary, piece rates, commission, bonuses, profit sharing, performance-related pay, fringe benefits

2.2.4.3 different types of non-financial motivators: training, opportunities for promotion, development, status, job re-design, team working, empowerment, participation, job enrichment

2.2.4.4 ways in which employees can participate in the management and control of business activity

Answer:

Knowledge points:

Solution:

Related Question