1
1 mark
Define the term induction training.
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Training (Edexcel IGCSE Business): Exam Questions
Exam code: 4BS1
1 hour20 questions
2
1 mark
Case Study
Luma is a hotel chain that has recently opened a new hotel and recruited 30 new members of staff, including receptionists, housekeeping staff and restaurant workers.
What is the main purpose of induction training for Luma's new employees?
To teach new employees advanced customer service techniques so they can be promoted quickly
To reduce the cost of training by completing it all in a single session
To introduce new employees to Luma's procedures, policies and colleagues so they can settle into their roles
To replace the need for any further training once employees have started work
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3
1 mark
Case Study
IKEA is a well-known home furniture retailer with stores throughout the world. It was started in 1943 by Ingvar Kamprad when he was given some money by his father for doing well at school. He wanted to produce furniture at a price that people could afford to buy.
He realised that transporting furniture to customers was difficult as goods were often damaged. He developed flat packs to avoid damage. A flat pack contained all the materials needed to self-assemble a table, a chair or a bed.
All IKEA stores are run as franchises.
State one reason why IKEA provides induction training for new employees.
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4
2 marks
Case Study
Bloom is a garden centre chain with 18 stores across the UK. It regularly recruits new staff to work on its shop floor, helping customers choose plants, tools and garden furniture.
Outline one reason why Bloom provides induction training for its new employees.
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5
1 mark
Define the term on-the-job training.
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6
1 mark
Case Study
Most people recognise Heinz for the phrase ‘57 varieties’ even though it now produces many more than the original 57 varieties. H J Heinz, the founder of the Heinz business, believed the phrase sounded lucky.
Kraft Heinz is a world-wide producer of food products. It was formed from the merger of Kraft Foods and Heinz in 2015. This created the third largest food and drinks business in the USA and the fifth largest food and drinks business in the world.
Kraft Heinz has over 24 different brands, including Greenseas in Australia and Nutri+Plus in New Zealand. America has the largest number of brands from Maxwell House to Cool Whip. Kraft Heinz produces many different products including tomato sauce, ‘Mac&Cheese’, pasta and its famous baked beans that are used and eaten by many people.
Kraft Heinz uses many methods to advertise its products. These include posters, billboards and leaflets in supermarkets.
State one reason why Kraft Heinz prefers to train its employees using on-the-job training.
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7
2 marks
Case Study
Seam is a clothing manufacturer based in the UK. It employs skilled machinists who operate specialist sewing equipment to produce garments for well-known fashion brands.
Outline one benefit to Seam of using on-the-job training for its machinists.
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8
1 mark
Case Study
Forge is a manufacturing business that produces metal components for the construction industry. It has recently recruited five new machine operators and must decide how to train them.
Which of the following is a benefit to Forge of using on-the-job training for its new machine operators?
The new employees will gain a formal qualification recognised across the industry
The new employees will be trained by specialists from outside the business
The new employees will learn skills that are directly relevant to the machines they will use at Forge
The new employees will be away from the workplace, allowing them to focus fully on learning
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9
1 mark
Define the term off-the-job training.
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10
2 marks
Case Study
Apex is a technology company that develops cybersecurity software for large businesses. It employs 120 specialist software engineers and is expanding rapidly due to growing demand for its products.
Outline one reason why Apex might choose off-the-job training for its software engineers.
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1
6 marks
Case Study
TUI is a holiday business that has over 100 years of experience. It offers customers a variety of holidays including staying in hotels, and river and ocean-going cruises. There are many extras that it offers to holiday makers including: car hire, extensions to the holiday and arranging day trips at all its holiday destinations.
The business is well known and flies its customers to over 180 destinations around the world, including Greece, Turkey and Spain. It has 1,600 travel agencies and 27 million customers. Holidays can be booked by visiting a travel agency or online.
TUI has holidays to meet the needs of all its customers: families, children, couples and those with disabilities.
Analyse the benefits for TUI from including health and safety training for its employees in their induction training.
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2
3 marks
Explain one benefit to a business of using off-the-job training for its employees.
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3
6 marks
Case Study
NEXT is a well-known clothing retailer that operates in 70 countries and employs over 43,000 employees. Since NEXT commenced trading it has introduced many other products to its range such as home interiors, flowers and a wedding list service.
In 1999 NEXT launched its own online shopping platform, enabling customers to purchase its products where ever they live. It continues to improve its customer service by introducing new initiatives such as next day delivery.
NEXT mainly uses its own factories for production. However, it does purchase some clothes such as ladies dresses from Turkish factories.
Analyse the benefits to NEXT of training all its employees.
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4
6 marks
Case Study
Artify Studio was set up in 2015 by Tay Hui Jae in the busy Kampong Glam area of Singapore. Artify Studio’s aim is to have ‘a communal art space where people can come together and paint, where people would be given as much creative freedom as they would have if they were in their own spaces.’
Artify Studio provides many services including its popular Liberty Art Jam where customers can paint as well as listen to music. The studio offers a Corporate Art Jam and Regular Kids Classes. Customers can purchase art materials after attending the studio.
Artify Studio is a profit-making organisation with a social element. It employs seven part-time people, all of whom are art enthusiasts.
Analyse the benefits for Artify Studio of on-the-job training for new employees.
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5
3 marks
Explain one reason why employees should undertake health and safety training as part of their induction programme.
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6
6 marks
Case Study
Huawei is a leading global provider of information and communications technology, infrastructure and smart devices. In March 2011, over one million of its C8500 smartphones were sold in China following its launch.
It now manufactures a wide variety of different products including Huawei smartphones, watches and tablets. In recent years Huawei has won many awards. In 2018 it was named the 68th most valuable brand by Best Global Brands. In 2019 it introduced a smartphone which had new photographic technology.
Analyse why Huawei offers its new employees in the design department off-the job training.
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7
3 marks
Explain one benefit to a business of using on-the-job training for new employees.
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1
9 marks
Case Study
Irsi Chocolatier is a chocolate shop in Brussels, the capital city of Belgium. There are many other chocolate shops nearby. Opened in 1989 by the Corne family the business now has four directors and three employees. Florent Corne is the Managing Director with three other family members as Directors. Irsi Chocolatier opens from Tuesday till Saturday. The shop sells a variety of handmade chocolates and jelly fruit sweets. It delivers locally and has a website for information purposes only.
Irsi Chocolatier is planning to expand its delivery service and opening hours. It is anticipating this will lead to an increased demand for its products. Irsi Chocolatier is looking to recruit and train one new employee and is considering two options:
Option 1: train the new employee on-the-job
Option 2: train the new employee off-the-job.
Justify which one of these two options Irsi Chocolatier should choose.
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2
9 marks
Case Study
The LEGO Group is a privately-owned business in Denmark. The business was founded in 1932 by the Kristiansen family. The family still owns it. The name LEGO is an abbreviation of two Danish words, ‘leg godt’ which means ‘play well’. It is now one of the world’s largest manufacturers of toys with 15 factories and over 18,000 employees around the world.
LEGO manufactures toys, games and art materials for boys and girls of all ages, and products from films such as Star Wars and Harry Potter. It believes that children are the role models of the future and playing with LEGO can support children in a developing and complex world.
Ensuring that all employees are fully trained is important to LEGO. LEGO makes sure that all employees are fully trained and skilled to carry out the work. All employees have induction training when they start at LEGO. Additional training is undertaken by employees as they progress through the business. LEGO is considering the following two options to carry out this additional training.
Option 1: on-the-job training
Option 2: off-the-job training.
Justify which one of these two options LEGO should choose.
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3
1 mark
Case Study
Grove is a UK supermarket chain founded in 2003. It has grown rapidly and now operates 95 stores across the UK, employing over 8,000 staff across a range of roles, including checkout operators, warehouse workers, delivery drivers, department managers and specialist food counter staff. Grove prides itself on offering competitive prices and friendly customer service and keeps its costs tightly controlled in order to pass savings on to customers.
Grove operates in a highly competitive market and is aware that customers will shop elsewhere if prices rise. It has a relatively high rate of staff turnover, particularly among its checkout and warehouse teams. Grove is planning to open 15 new stores over the next two years and will need to recruit and train a significant number of new employees to staff them. Some of these new roles will include department managers who will be responsible for overseeing teams and ensuring Grove's standards are met across all areas of the store, including its fresh food and deli counters where strict food hygiene regulations apply.
Evaluate the view that Grove should provide off-the-job training for all of its employees.
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