Syllabus: International Baccalaureate - Individuals and societies - Business management (Standard Level)
Module: Unit 2: Human resource management
Lesson: 2.1 Introduction to Human Resource management
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Introduction
The International Baccalaureate (IB) Business Management Standard Level course empowers students with an understanding of how organisations function globally. Unit 2.1, “Introduction to Human Resource Management,” serves as the foundation for developing commercial awareness of people management. It explores how businesses manage their most valuable asset—people—and why strategic Human Resource Management (HRM) is central to organisational success.
This unit aligns with the IB’s broader aims to develop students’ analytical, evaluative, and critical thinking skills. It also links closely to workplace readiness by preparing learners to understand team dynamics, motivation, recruitment, and staff development—essential knowledge for any career path .
Key Concepts
According to the official IB syllabus, students are expected to:
Understand the role of HRM in achieving organisational goals.
Identify the key elements of the HR planning process, including forecasting labour needs and succession planning.
Distinguish between internal and external recruitment strategies.
Explore different methods of appraisal, their purpose, and limitations.
Understand common reasons for changing work patterns, including flexibility and technological shifts.
Evaluate outsourcing and offshoring as HR strategies.
Appreciate the strategic link between training, development, and motivation in HRM.
These concepts are not taught in isolation; they form a basis for applied understanding in areas such as organisational structure, leadership, and employee engagement.
Real-World Relevance
HRM is no longer an administrative function—it’s a strategic one. Major companies such as Google and Unilever use robust people analytics to make evidence-based HR decisions. In the UK, the NHS employs workforce planning at scale to address critical shortages. Similarly, retail giants like John Lewis use employee engagement strategies as a core competitive advantage.
During the COVID-19 pandemic and subsequent labour market shifts, flexible work arrangements, remote recruitment, and digital appraisal systems moved to the forefront—real-world examples of syllabus content in action.
In schools using the Skills Hub platform, students simulate HR decisions like hiring, outsourcing, and appraisal, linking classroom concepts to real employer expectations.
How It’s Assessed
Students are assessed through Paper 1 (based on a pre-seen case study) and Paper 2 (structured questions), using command words like:
Define (e.g. Define internal recruitment)
Explain (e.g. Explain two reasons for workforce planning)
Analyse (e.g. Analyse the impact of outsourcing)
Discuss (e.g. Discuss the benefits of flexible working patterns)
Evaluate (e.g. Evaluate the effectiveness of a company’s appraisal system)
Expectations include application to real or case-based scenarios, use of business tools, and clear structured argumentation.
Teachers should focus on helping students use evidence to justify recommendations, a critical assessment skill across the IB suite.
Enterprise Skills Integration
Enterprise Skills tools integrate naturally with this unit:
Decision-making and problem-solving: Students use simulations to weigh the trade-offs of outsourcing versus in-house hiring.
Commercial awareness: Learners explore the financial and operational impacts of HR strategies.
Workplace readiness: Understanding appraisals, training, and work patterns fosters confidence for real roles.
Cross-curricular connection: Mathematics is used for labour turnover and productivity data; English helps structure appraisal feedback.
Simulation data shows students who engage in HR-based decision scenarios demonstrate significantly stronger comprehension of organisational impact.
Careers Links
This unit aligns strongly with the Gatsby Benchmarks:
Benchmark 4: Links curriculum learning to careers—students see how HRM applies across all sectors.
Benchmark 5: Employer case studies and video content provide direct encounters with HR professionals.
Benchmark 6: Simulated HR challenges act as virtual workplace experiences.
Relevant career pathways include:
HR Manager
Recruitment Consultant
Learning & Development Officer
Operations Manager
People Analyst
Tools like the Skills Hub Careers Mapping connect each topic to real job roles, helping schools build whole-school provision beyond business studies.
Teaching Notes
Common pitfalls:
Students may oversimplify HR decisions as “hire/don’t hire” without evaluating cost, culture fit, or long-term impact.
Misunderstanding the difference between appraisal methods (formative vs summative).
Confusion between outsourcing and offshoring—contextual examples help clarify.
Teaching strategies:
Use mini case studies (e.g. Pret a Manger’s staff training model or Amazon’s controversial performance reviews).
Incorporate role-play appraisals to make feedback real.
Analyse workforce data to practise interpreting productivity or turnover.
Extension activities:
Invite an HR professional to discuss real hiring and appraisal challenges (fulfilling Gatsby 5).
Run a simulation challenge using Skills Hub to improve cross-curricular application and assessment readiness.
