Syllabus: Cambridge - International AS & A Level Business
Module: 2.1 Human Resource Management (HRM)
Lesson: 2.1.1 Purpose and Roles of HRM

Introduction

This section of the Cambridge International AS & A Level Business syllabus focuses on the purpose and roles of Human Resource Management (HRM). Students are expected to understand how HRM supports the effective use of human capital to achieve business objectives. It sits within the Human resource management unit, which builds on organisational behaviour, recruitment, training, and motivation. For teachers, this topic is both highly relevant and rich in real-world connections, providing an opportunity to link abstract theory to workplace practices students may encounter in part-time jobs, apprenticeships, or future careers.

Key Concepts

The Cambridge syllabus for 2.1.1 specifies that learners should be able to:

• Define HRM and explain its purpose in managing people to meet organisational goals.

• Identify and explain the key roles of HRM:

  • Workforce planning: anticipating staffing needs and aligning them with business strategy.

  • Recruitment and selection: attracting and choosing candidates with the right skills and attitudes.

  • Training and development: ensuring employees can perform effectively and progress in their roles.

  • Performance management: setting objectives, appraising performance, and providing feedback.

  • Motivation and engagement: fostering a positive working environment to improve productivity.

  • Employee relations: maintaining good communication and resolving workplace issues.

  • Compliance: ensuring adherence to employment law and workplace regulations.

Real-World Relevance

HRM is not a theoretical bolt-on; it shapes the day-to-day running of every organisation. For instance:

• Case Example: In 2024, UK retailer John Lewis invested heavily in upskilling its partners through digital training to adapt to omnichannel retailing. This strategic HRM move boosted both customer service ratings and staff retention.

• Case Example: Fast-growing tech firms like Revolut have relied on rapid workforce planning and recruitment to scale internationally, while facing challenges in employee relations due to cultural and workload differences.
  These examples allow students to consider how HRM can both drive and hinder organisational success.

How It’s Assessed

In Cambridge assessments, students may encounter:

• Short-answer questions asking for definitions or explanations of HRM roles.

• Data response questions requiring analysis of HRM in a given business context.

• Essay-style questions that assess evaluation skills, often using command words such as analyse, discuss, evaluate.
  Students are expected to apply their knowledge to case material, showing understanding of how HRM roles interact with business strategy and performance.

Enterprise Skills Integration

Enterprise Skills resources bring HRM theory to life through plug-and-play simulations where students manage staffing decisions in a fictional company. For example:

• Decision-making under pressure: choosing between candidates based on CVs, budgets, and cultural fit.

• Problem-solving: addressing sudden staff shortages while maintaining output.

• Commercial awareness: balancing training investment against productivity goals.
  These activities align closely with Cambridge syllabus content while reducing planning time for teachers.

Careers Links

This topic connects directly to Gatsby Benchmarks 4, 5, and 6, linking curriculum learning to careers. Relevant pathways include:

• Human Resources Officer

• Recruitment Consultant

• Training and Development Manager

• Employment Law Adviser
  By making these links explicit, teachers help students see HRM as a transferable skillset, not just a syllabus requirement.

Teaching Notes

• Tip: Use students’ own experiences in part-time work to illustrate HRM roles, such as induction training or shift planning.

• Common Pitfall: Students often confuse HRM with the wider concept of organisational management. Emphasise that HRM is people-focused, not process-focused.

• Extension Activity: Run a mini case simulation where students act as HR managers responding to a sudden increase in staff turnover. They must propose recruitment and retention strategies, justifying them with theory.

• Assessment Prep: Encourage students to link each HRM role to a specific business impact, ensuring they can move from definition to application under exam conditions.