Topic 4: Human Resource Management

5 dot points across 5 inquiry questions. Click any dot point for a focused answer with worked past exam questions where available.

How is the effectiveness of human resource management measured and evaluated?

Effectiveness of human resource management - indicators (corporate culture, benchmarking key variables - including levels of staff turnover, absenteeism, accidents, levels of disputation, worker satisfaction, quality of output)

A focused answer to the HSC Business Studies dot point on the effectiveness of HRM. The major indicators (corporate culture, staff turnover, absenteeism, accidents, disputation, satisfaction, quality), how they are measured, the benchmarks, and worked Australian examples from Atlassian, BHP, Telstra and Qantas.

10 min answer →

What are the processes of human resource management?

Processes of human resource management - acquisition (recruitment and selection); development (induction, training, mentoring, performance appraisal); maintenance (employee participation, organisational culture, change management); separation (voluntary - resignation, retirement; involuntary - retrenchment, redundancy, dismissal)

A focused answer to the HSC Business Studies dot point on the four HR processes. Acquisition (recruitment and selection), development (induction, training, mentoring, performance appraisal), maintenance (engagement, culture, change management) and separation (resignation, retirement, retrenchment, redundancy, dismissal), with worked Australian examples and the legal context.

9 min answer →

How are rewards and workplace disputes managed?

Strategies - leadership style, job design, recruitment, training and development, performance management, rewards - monetary and non-monetary, individual or group, performance-based; global - the costs, skills and supply of labour; workplace disputes - resolution of disputes through negotiation, mediation, grievance procedures, involvement of courts and tribunals

A focused answer to the HSC Business Studies dot point on HRM strategies for rewards and workplace dispute resolution. Monetary and non-monetary rewards, individual vs group performance-based pay, the dispute-resolution ladder (negotiation, mediation, grievance, Fair Work Commission, courts) and global HR strategy, with worked examples from BHP, Coles and the SDA.

9 min answer →

What are the key influences on human resource management?

Stakeholders - employers, employees, employer associations, unions, government organisations, society; legal - the current legal framework (employment contracts, awards, minimum employment standards, enterprise agreements, work health and safety, anti-discrimination, EEO); economic; technological; social - changing work patterns, living standards; ethics and corporate social responsibility

A focused answer to the HSC Business Studies dot point on key influences on HRM. Stakeholders, the Australian legal framework (Fair Work Act, NES, awards, enterprise agreements, WHS, anti-discrimination), economic and technological influences, social trends and CSR, with worked examples from Qantas, the BHP enterprise agreement and Atlassian.

10 min answer →

What is the role of HRM in a business?

Strategic role of human resources; interdependence with other key business functions; outsourcing - HR functions, using contractors

A focused answer to the HSC Business Studies dot point on the strategic role of human resource management. HRM's contribution to competitive advantage, interdependence with operations, marketing and finance, and the strategic use of HR outsourcing and contractors, with worked examples from Atlassian, Telstra and Qantas.

8 min answer →