CH9Mindmap
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π₯ 1. Manpower Planning
Manpower Planning
Having the right people with the right skills in the right place at the right time throughout the business.
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Steps in Manpower Planning
1. Staff/HR Audit β review current workforce.
2. Estimate Future Staff Needs.
3. Redundancies or Recruit as required.
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2. Estimate Future Staff Needs.
3. Redundancies or Recruit as required.
Understaffed
Quality and standards may fall; not enough output to meet demand.
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Overstaffed
Workers become bored and unchallenged; higher wage costs for the business.
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π 2. Recruitment and Selection
Job Description
Outlines the role/duties β title, hours, responsibilities, salary and expectations of the position.
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Person Specification
Outlines the ideal candidate β the qualifications, experience, skills and characteristics the business would like them to have.
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Panel Interview
A group conducts the interview to reduce bias and spread questions and judgement across multiple interviewers.
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Internal Recruitment β Benefits
Knows Organisational Culture
Candidate already understands how the business operates β reduces need for induction training, saving time and cost.
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Promotional Path
Motivates other employees by showing that internal progression is possible β reduces staff turnover.
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Skills/Attitude Known
Management already knows the employee's skills, capabilities and attitude β reduces the risk of a poor appointment.
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External Recruitment β Benefits
Wider Pool of Candidates
Access to a larger number of applicants with a greater range of experience and skills β best candidate can be recruited.
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Fresh Outlook
New employee brings fresh ideas and perspectives not limited by existing ways of working β more open to change.
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Headhunt Talent
Business can actively seek out highly skilled individuals from competitors or other industries.
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π 3. Training and Development
Induction Training
Introduces new employees to the workplace β teaches the culture, systems, rules and policies of the business.
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On-the-Job Training
Employees trained internally β e.g. HRM trains them on working in a team or using current systems.
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Off-the-Job Training
Employees trained externally β e.g. sent on a course or workshop to upskill.
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Development
Existing employees take on new challenges or improve general leadership skills for the long term. Helps employees self-actualise.
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Benefits of Training
Higher skill levels; more productive workforce; employees feel valued; more adaptable to change; lower staff turnover.
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π 4. Performance Appraisal
Performance Appraisal
The process of evaluating the performance, progress, contribution and effectiveness of an employee. Regular meetings held to review progress and set targets. Provides two-way communication and feedback.
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Benefits for the Employee
Job Satisfaction
Employee feels their work is recognised and valued by the business β improves morale and motivation.
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Receives Bonuses and Feedback
May receive financial rewards and clear feedback on how to improve their performance going forward.
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Training Needs Identified
Appraisal highlights areas where the employee needs development, leading to targeted training opportunities.
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Benefits for the Employer
Improves Industrial Relations
Open two-way communication between management and employees reduces disputes and builds trust.
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Highlights Training Needs
Identifies where staff need to upskill, allowing the business to plan and invest in targeted training.
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Recognition Increases Morale
Praising and rewarding strong performance motivates employees and increases productivity.
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π° 5. Pay and Rewards
Monetary Rewards
Wage / Salary
Regular payment for work done. Wage = typically hourly/weekly. Salary = fixed annual amount.
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Bonus
A one-off payment made to an employee for achieving a specified target.
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Commission
A percentage of sales paid to a salesperson as a reward for generating revenue.
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Benefit-in-Kind (taxable)
A non-monetary but taxable payment β e.g. a β¬5,000 holiday voucher given by the employer.
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Employee Share Purchase Plan
Staff can purchase shares in the company at a discounted price β encourages loyalty and aligns staff interests with the business.
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Non-Monetary Rewards
Flexitime
Employee completes their full required hours but chooses when to work within an agreed timeframe.
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Job Sharing
Two employees share one full-time role, each working half the hours for half the pay.
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Job Enrichment / Enlargement
Giving employees more varied and challenging roles to increase job satisfaction.
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π€ 6. Managing Employer-Employee Relations
How to Manage Relations
Open communication between employees and management; team-building workshops; sports and social clubs; regular meetings with HR.
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Benefits of Good Relations
Happier and more motivated staff; clearer goals; more adaptable workforce; fewer industrial disputes.
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2022 Q6(A)
Discuss three functions of the HR Manager + impact of remote working on one. (20)
βΌ
(i) Discuss any three functions of the HR Manager in a business. (15 marks β 3 Γ 5 (2+3))
(ii) Analyse the impact of remote working on one of the HRM functions. (5 marks)
(ii) Analyse the impact of remote working on one of the HRM functions. (5 marks)
βοΈ Part (i) β Three HRM Functions
Manpower Planning: Having the right people with the right skills in the right place at the right time. The HR manager carries out a staff audit, estimates future staffing needs and then plans to recruit or make redundancies accordingly.
Recruitment and Selection: Attracting and selecting the best candidates for employment. The HR manager draws up a job description and person specification, advertises the position, screens applicants and conducts a panel interview before offering a contract.
Performance Appraisal: The process of evaluating the performance, progress, contribution and effectiveness of an employee. Regular meetings are held to review progress, provide two-way feedback and set targets for the future.
βοΈ Part (ii) β Impact of Remote Working on Recruitment
Impact on Recruitment: Remote working has expanded the talent pool β businesses can now recruit candidates nationally and internationally without requiring relocation. However, it has also made it harder to assess candidates' interpersonal skills and cultural fit through virtual interviews alone.
π MS: 3 Γ 5m (2+3) for part (i). Any three of the six HRM functions are acceptable. Keywords must be present in the explanation β e.g. "right people, right skills, right place, right time" for Manpower Planning; "job description, person specification, panel interview" for Recruitment.
2016 Q5(A)
Benefits of internal and external recruitment for SuperSave. (20)
βΌ
SuperSave is considering a major recruitment campaign. Discuss the benefits of both internal and external recruitment for management positions, for a business such as SuperSave. (20 marks β 4 Γ 5 (2+3), 2 internal / 2 external)
βοΈ Internal Recruitment β Two Benefits
Reduces need for induction training: The candidate already has working knowledge of how SuperSave operates β familiar with systems, colleagues and procedures. This saves time and cost compared to bringing in an external appointment.
Motivates remaining staff: Promoting from within shows that career progression is possible at SuperSave, acting as a motivator for other employees and reducing overall staff turnover.
βοΈ External Recruitment β Two Benefits
Wider pool of candidates: SuperSave can access a larger number of applicants with a greater range of experience and skills β increasing the chance of finding the best person for the management role.
Fresh outlook: A new external appointment brings fresh ideas and new perspectives to SuperSave, not limited by existing ways of working β more open to change and innovation.
π MS: 4 Γ 5m (2+3) β 2 internal + 2 external. The question names SuperSave β linking each benefit to SuperSave specifically earns the application marks. Generic answers about "a business" score less.
2019 Q6(C)
Reasons to carry out performance appraisal. (15)
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Outline the reasons why a business would carry out performance appraisal. (15 marks β 3 Γ 5 (2+3))
βοΈ Three Reasons
To identify training needs: Performance appraisal highlights areas where an employee needs to upskill or develop. This allows the HR manager to plan and invest in targeted training β improving overall workforce capability.
To improve industrial relations: Regular appraisals provide an opportunity for two-way communication between management and employees. Employees can raise concerns and management can clarify expectations β reducing the risk of disputes.
To motivate and reward employees: When performance is recognised and rewarded through appraisal β with bonuses, praise or promotion β employees feel valued and are motivated to maintain high standards.
π MS: 3 Γ 5m (2+3). Keywords that earn marks: two-way communication, training needs, motivate, reward, industrial relations. Active headings required β "To identify training needs" scores; just "training" alone would not.
2021 Q6(C)
Explain financial and non-financial rewards β Commission, Employee Share Purchase Plan, Flexitime. (25)
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(i) Explain: Commission, Employee Share Purchase Plan, Flexitime. (18 marks β 3 Γ 6 (3+3))
(ii) Describe one other type of reward that motivates employees. (7 marks β 2+3+2)
(ii) Describe one other type of reward that motivates employees. (7 marks β 2+3+2)
βοΈ Part (i) β Three Named Rewards
Commission: A percentage of each sale made, paid to the salesperson as a reward for generating revenue. This incentivises staff to sell more as their earnings are directly linked to their performance.
Employee Share Purchase Plan: Allows existing staff to buy shares in the company at a discounted price. This encourages employees to work harder β if the company performs well, the value of their shares rises, directly benefiting them.
Flexitime: Staff are allowed to choose their own hours of work to suit their personal lives, provided they complete their contracted weekly hours. e.g. an employee may start later so they can bring children to school before beginning work.
βοΈ Part (ii) β One Other Reward
Bonus: An extra financial reward for achieving a specified target. This dangles a carrot for staff to strive to achieve a goal β directly helping the business hit its objectives while motivating the employee financially.
π Key note from workpack: Where the question names the reward types for you, one point of explanation alone earns only half the marks. Always give more than one piece of information β explain what the reward is AND why/how it motivates employees.
2025 ABQ(C)
HRM Functions β describe functions at Inis Bia with direct quote from text. (30)
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Describe the functions of human resource management (HRM) at Inis Bia. Refer to the text in your answer. (30 marks β 5 Γ 6 (2+2+2))
βοΈ ABQ Format: Name β Explain (keywords) β Direct Quote
Performance Appraisal: The process of evaluating the performance, progress, contribution and effectiveness of an employee through regular meetings to review progress and set targets.
Direct Quote: "Employees also now meet with the Human Resources manager on a regular basis."
Direct Quote: "Employees also now meet with the Human Resources manager on a regular basis."
Rewarding Employees: Concerned with offering employees monetary and non-monetary rewards β wages, salaries, bonuses, benefit-in-kind, share options β to motivate a committed workforce.
Direct Quote: "Incentives have also been introduced such as a loyalty payment for employees who remain at the business for more than three years."
Direct Quote: "Incentives have also been introduced such as a loyalty payment for employees who remain at the business for more than three years."
Managing Employer-Employee Relations: The HR manager ensures a positive workplace climate through open communication, resolving conflict and team-building activities such as workshops.
Direct Quote: "Employees were also educated on the fundamentals of teamwork at a recent workshop."
Direct Quote: "Employees were also educated on the fundamentals of teamwork at a recent workshop."
π ABQ format for HRM: 5 Γ 6m (2+2+2) β Name the function (2m), explain it using keywords (2m), give a direct word-for-word quote from the passage (2m). No quote = no link mark. Separate quotes must be used for each function β the same quote cannot be reused.
The following topics are identified as 2026 must-knows for Chapter 9: Human Resource Management based on past paper frequency and the 2026 trend master sheet.
Benefits of internal and external recruitment Hot
Listed as a 2026 must-know. Know 3 benefits of each. The 2016 Q5(A) SuperSave question is the model β 4 Γ 5m (2+3), 2 internal + 2 external. Where a business is named in the question, link each benefit to that business for the application marks. Past papers: 2016 Q5(A), 2023 Q6(C), 2018 Q6(A), 2014 Q5(A).
Listed as a 2026 must-know. Know 3 benefits of each. The 2016 Q5(A) SuperSave question is the model β 4 Γ 5m (2+3), 2 internal + 2 external. Where a business is named in the question, link each benefit to that business for the application marks. Past papers: 2016 Q5(A), 2023 Q6(C), 2018 Q6(A), 2014 Q5(A).
Performance Appraisal β definition and benefits Hot
Listed as a 2026 must-know. Know the definition precisely β evaluating performance, progress, contribution and effectiveness; two-way communication; regular meetings; set targets. Benefits must be separated into those for the employee and those for the employer when the question specifies. Past papers: 2019 Q6(C), 2015 Q6(B), 2010 Q5(A).
Listed as a 2026 must-know. Know the definition precisely β evaluating performance, progress, contribution and effectiveness; two-way communication; regular meetings; set targets. Benefits must be separated into those for the employee and those for the employer when the question specifies. Past papers: 2019 Q6(C), 2015 Q6(B), 2010 Q5(A).
Training and Development β types and benefits Hot
Listed as a 2026 must-know. Know the distinction between induction (new employees; culture/systems/rules), on-the-job (internal), off-the-job (external course), and development (long-term; leadership skills; self-actualisation). Development is not a one-off training session β it is a long-term process. Past papers: 2018 SQ10, 2022 Q6(A).
Listed as a 2026 must-know. Know the distinction between induction (new employees; culture/systems/rules), on-the-job (internal), off-the-job (external course), and development (long-term; leadership skills; self-actualisation). Development is not a one-off training session β it is a long-term process. Past papers: 2018 SQ10, 2022 Q6(A).
Financial and non-financial rewards Watch
Appeared in 2023 Q6(B), 2021 Q6(C), 2017 Q6(A), 2013 Q5(B). Know all monetary rewards (wage/salary, bonus, commission, benefit-in-kind, ESPP) and non-monetary rewards (flexitime, job sharing, job enrichment). Where the question names the reward, give more than one point of explanation β state what it is AND how it motivates. Past papers: 2023, 2021, 2017, 2013.
Appeared in 2023 Q6(B), 2021 Q6(C), 2017 Q6(A), 2013 Q5(B). Know all monetary rewards (wage/salary, bonus, commission, benefit-in-kind, ESPP) and non-monetary rewards (flexitime, job sharing, job enrichment). Where the question names the reward, give more than one point of explanation β state what it is AND how it motivates. Past papers: 2023, 2021, 2017, 2013.
ABQ: HRM Functions β Name, Explain, Direct Quote Watch
ABQ on HRM appeared in 2025 ABQ(C), 2020 ABQ(C), 2011 ABQ(B). The 2025 format was 5 Γ 6m (2+2+2) β Name, Explain (keywords), Direct Quote. Separate quotes required for each function. Know all 6 HRM functions so any combination can be answered from the passage. Past papers: 2025, 2020, 2011.
ABQ on HRM appeared in 2025 ABQ(C), 2020 ABQ(C), 2011 ABQ(B). The 2025 format was 5 Γ 6m (2+2+2) β Name, Explain (keywords), Direct Quote. Separate quotes required for each function. Know all 6 HRM functions so any combination can be answered from the passage. Past papers: 2025, 2020, 2011.
ABQ β HRM
Keywords then quote
For HRM ABQ questions: name the function, then explain it using keywords from the keyword page β right people/right skills/right time (Manpower), job description/person specification/panel interview (Recruitment), induction/on-the-job/off-the-job (Training), evaluating performance/two-way communication/set targets (Appraisal). Then give a direct word-for-word quote from the passage. No quote = no link mark.
"Performance Appraisal β evaluating performance, progress, contribution and effectiveness; two-way communication; regular meetings to set targets β 'Employees also now meet with the Human Resources manager on a regular basis.'"
Recruitment
Link to the named business
Where a business is named in a recruitment question, link each benefit directly to that business. A generic answer earns fewer marks than one that says "for SuperSave, internal recruitment means the candidate already knows how its supermarket operations work."
"Reduces induction training costs β the internal candidate already has working knowledge of how SuperSave operates, saving time and cost in getting them up to speed."
Rewards
Named rewards need two points
When the question names the reward types for you (e.g. "explain Commission, Flexitime, ESPP"), one point of explanation earns only half the marks available. Always state what the reward is AND explain how/why it motivates employees.
"Commission β a percentage of each sale paid to the salesperson. This incentivises staff to sell more as their personal earnings are directly linked to their performance."