CHAPTER-10

HUMAN RESOURCE MANAGEMENT

SHORT ANSWER QUESTIONS

3 A job description focuses on the job to be done, i.e. job title, roles, responsibilities, place in the hierarchy.
A person specification focuses on the employee required, i.e. their skills, experience, qualifications and
personality traits.

4 The money and time costs of training employees need to be considered and weighed against the cost of
bad reputation and faults if employees are not fully trained. Training may take time and take employees
away from productive activity. However, with insufficient training, employees will not provide effective
customer service that will make customer unsatisfied and leads to poor sales and lesser revenue and
profitability. Besides, trained employees will work efficiently so less wastages, less time that will contribute
to higher productivity.

5 Training and development can make an employee feel valued and part of the business. This increases
motivation, which gives employees more satisfaction at work. This can result in increased productivity.
Higher productivity will help to make the business more competitive.

6 The process of examining the effectiveness of an employee judged against pre-set objectives.

7 Contract of employment is a legal document which highlights all the terms and conditions related with the
job. As these contracts are legally binding, they protect the rights of both parties by clarifying the
responsibilities of both parties, e.g. the hours expected to be worked by an employee and the number of
weeks’ holiday they are allowed.

8 Dismissal means the worker loses the job but the job still exists. A worker may be dismissed for
misconduct like for stealing or for poor performance on the job. However, redundancy means a worker
loses their job because the job no longer exists. This could be because of a fall in demand or change in
operations.

9 Balance between hours and stress of work and the time spent with friends and family on leisure time.
This allows employees to be more satisfied at work, less tired and more productive.

10 recruiting employees from diverse backgrounds can ensure that the business’s workforce reflects the
demographics of society. Recruitment will be from a wider section of society and therefore ensures that the
business can employ the best workers.

11 It highlights the key qualifications (e.g. nursing degree); characteristics (e.g. able to work under
pressure); and skills (e.g. care of the elderly). This helps select the best candidate for the position.

12 An external candidate will bring new ideas and practices to the business. This may help identify
improvements that need to be made in the business’s procedures and operations to make business
competitive.

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13 On-the-job training means learning while doing. It takes place within the business itself, often as the
worker performs the actual work.
In contrast, off-the-job training takes place away from the business, either through a specialist training
provider or at a college or at a training institute.

14 The decision on whom to employ is based on merit, e.g. the quality of work the employee can
undertake. This improves the competitiveness of the business.

15 It is important that there is management–worker cooperation so that workers and management do not
misunderstand each other. This might mean that management discusses issues with workforce
representatives such as a trade union. Misunderstanding can lead to industrial action which reduces the
ability of a business to provide good customer service.

ESSAY QUESTIONS
Q1 a Analyse two roles of human resource management. [8]
b Evaluate the importance of effective recruitment and selection of employees to a restaurant business.
[12]
Q2 a Analyse two benefits of employee training to a business. [8]
b Evaluate whether improving employee morale and welfare is the most important role of the human
resource department of a large manufacturing business. [12]
Q3 a Analyse two ways a school or college might help teachers achieve a better work–life balance. [8]
b Evaluate how a human resource management department can help to make a retailing business more
competitive. [12]

Discuss the view that the most important role of human resource management (HRM) in all
businesses is to maintain a high level of staff morale and welfare. 11/May/2018 [12]
HRM function is to recruit and manage workforce so that business objectives are achieved
HRM function includes a whole range of activities, including recruitment, training, contracts of
employment, and staff morale and welfare.
Morale is the emotions, attitudes, satisfaction and overall outlook of employees in the workplace
environment. Welfare is said to be anything that makes the workplace more congenial and healthy and
helps keep the motivation and morale of staff high.
Low staff morale and welfare can result in low productivity, poor standards of work, high levels of
absenteeism, labour turnover.
HRM can specifically contribute to staff morale and welfare through the following:
– Monitor levels of motivation in the business.
– Take action where appropriate.
– Give support and advice to staff at risk (personal problems).
– Help and encourage staff to have a sensible work-life balance.
– Ensure that policies on equality and diversity are in place and are working.
HRM is involved with staff morale and welfare with virtually all that it does.
HRM needs to build and strengthen staff morale and welfare as well as maintain it.
Evaluation: Other functions of HRM like effective recruitment, training and development, WLB, are equally
important.

Analyse the advantages to a financial services business of improving employees’ work-life balance.
13/Oct/2019
Work-life balance is about creating and maintaining supportive and healthy work environments that enable
employees to have balance between work and other aspects of life – family, friends, community, and
personal growth.
Reference could be made to the particular features of a financial services business such as:
– the need for a close relationship between client and provider, – the possibility of risky decisions,
– the possibility of long hours and high stress work.

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Reference could be made to measures and impact of these measures to improve WLB such as:
– reduction of employee stress/burnout/conflict between work and family.
– reduction of negative effects of work-life stress such as health risks
– smoking, drinking, weight gain, depression – on employees.
– cost implications of over-worked staff – absenteeism, reduced commitment and performance.
Strengthen employee loyalty and productivity.
Improve the motivation and productivity of employees.
Active programmes of support in many organisations – HRM plays a pivotal role – flexi-working, increased
paid leave, advice on health, counselling etc.
WLB programmes seen as an investment by businesses – can become a USP in terms of recruitment
and retention of staff.
It can affect the bottom line. Accept any other valid response

Discuss why it is considered important for businesses to have effective policies on diversity and
equality.
Equality defined as breaking down barriers, eliminating discrimination, ensuring equal opportunity and
access for all groups in the business. Diversity defined as celebrating differences and valuing everyone.
Each person with visible or invisible differences valued and respected.
There are increasing legal requirements relating to equality and diversity in businesses (will vary as
between countries and regions).
Policies are now increasingly required and are being developed to ensure that the values relating to
equality and diversity are being embedded in day-to-day business working practices.
Such policies regarded as essential for workforce efficiency and effectiveness.
Aim is to produce an inclusive organisation, a distinctive organization culture that enhances the work
experience.
Considered important to counter the negative effect of discrimination and to produce a richer, more
tolerant working environment.
Evaluation
The context is the importance for businesses to have effective policies on diversity and equality.
Perceptive answers will recognise the ‘compliance’ aspect of these policies on equality and diversity,
together with the proactive approach of many organisations.
The potential consequences of such policies (some may be negative).
Recognition that not all businesses may be enthusiastic about diversity and equality – some countries
may not even require such policies.
Strong answers may comment on how ‘effective’ policies can be achieved/implemented.
Evaluation may well comment on how important diversity and equality policies are for businesses.
How important are these policies in relation to other problems and policies facing businesses.
Accept any other valid response.

Analyse the benefits to a business of focusing on staff morale and welfare. 11/May/2021 [8]
Knowledge and Understanding 2 marks
Clear understanding of staff morale/ staff welfare
Application 2 marks
Reference to staff morale and/or welfare in a business
Analysis 4 marks
Staff morale refers to the level of confidence and enthusiasm that employees feel towards their place of
work employers.
Welfare refers to the health and happiness of employees.
A business that takes steps to ensure that staff morale is as high as possible and that the welfare of
employees is important to it, is likely to benefit from having a more highly motivated workforce.
When employees feel that their needs are important to their employers, they have increased enthusiasm
for work / loyalty to the business and therefore a willingness to work hard for the business.
Employees might be more willing to suggest improvements to the workplace if they feel that their
contribution is valued.
An employee who receives help and advice when needed is likely to be a more productive employee. A
problem outside work can contribute to poor performance in the workplace. A business that helps to

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remove that external problem is likely to benefit.
Less labour turnover and reduction in time and money involved in recruitment and selection of new
employees.
Less risk of damaged/poor reputation of the business.
A business focusing on staff morale and welfare is likely to make sure that all health and safety
guidelines are followed therefore making employees feel safe in the workplace. Employees will also feel
that their
safety is important to their employers.

‘A significant investment in training and development is the best way to improve employee
effectiveness in a retail business.’ Discuss this view. 12/May/2018 [12]
Training and development aims to strengthen and update employee job-related knowledge and skills.
Retail is a ‘labour intensive’ business where customer service skills are critical.
Training and development might be part of a motivation package to improve performance.
‘Best way’ depends on a number of factors, e.g. – the current state of employee performance
– is the extent of training and development comparable with competitors?
– the level and impact of remuneration
– past investment in training and development.
Could a more effective recruitment and selection process be more successful at improving employee
performance?
It might be considered effective, but can the business afford a ‘significant’ level of investment in training
and development (time and money).

Human Resource Management is the most important department in any large manufacturing
business.’ Discuss the extent to which you agree with this view. 13/M/J/2020
HRM recruits and trains employees for all departments. Marketing, Finance, Operations, etc.
Without the most appropriate employees in each department the business is less likely to be successful.
A manufacturing business produces goods to sell to customers.
A manufacturing business needs to be able to obtain components and materials at the right quality and at
the right price and time, therefore the Purchasing department is important.
The skills of the employees will impact on the productivity levels and the quality of the finished goods.
HRM dept has to recruit and/or provide appropriate training for the employees involved in the
manufacturing process.
HRM dept also keeps records of all personnel issues – helps succession planning and recognising
training/promotion opportunities.
Manufacturing can be highly technological and therefore it would be vital that employees update their skills
from time to time
The context is manufacturing therefore candidates will need to inject some context e.g. the design and
quality of the finished product to the business; some reference to production etc. and how HRM dept
impacts on that.
HRM department does not produce the finished product to supply to customers so might be considered of
less importance. HRM is only one of many functions in any business where strong inter relationships
between all departments is generally through to be very important.
The evaluation could argue that HRM department is the most important due to its role in recruiting the
best people for the job in all other departments.

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