Syllabus: SQA - Higher Course Spec Business Management
Module: Management of People
Lesson: Technology

Introduction

Technology is reshaping the way organisations manage people. In the SQA Higher Business Management course, the “Management of People – Technology” section introduces learners to how digital tools influence human resource (HR) practices, from recruitment to performance appraisal. Aligned with the SQA curriculum, this topic offers real insight into the evolving role of HR and the impact of innovation on workplace efficiency and employee experience.

This article unpacks the key syllabus areas, shows how to bring them to life in the classroom, and gives clear pointers for assessment and progression.

Key Concepts

In line with the SQA Higher Business Management course specification, learners are expected to understand:

• Use of technology in human resources
  Including databases for employee records, payroll systems, application tracking software (ATS), e-recruitment platforms, and HR information systems (HRIS).

• Benefits of technology in managing people
  Efficiency, accuracy, cost savings, better communication (e.g. internal messaging platforms), and improved decision-making through data analytics.

• Challenges and drawbacks
  Security concerns, costs of system implementation, resistance to change, and potential over-reliance on tech at the expense of human judgement.

• Technology in staff training and development
  E-learning platforms, simulations, webinars, and virtual collaboration tools.

• Monitoring and performance management
  Use of software to track KPIs, automate feedback cycles, and gather employee performance data.

This content supports the course aim to develop learners’ understanding of current business practice and prepare them to analyse workplace changes critically.

Real-World Relevance

Technology in HR is not theoretical — it’s everywhere. Organisations like the NHS use automated scheduling systems to manage shift work, while companies like Unilever apply AI in initial stages of candidate screening. Even small businesses are using tools like Slack for team communication or Xero for payroll.

For students, this topic helps them see the link between business decisions and employee experience. You might reference how Tesco rolled out a digital learning platform to support continuous professional development, or how start-ups use performance-tracking dashboards to inform bonuses and promotions.

A short class activity could involve students reviewing job listings and identifying what digital tools the companies mention — bringing abstract content into the real world.

How It’s Assessed

In the Higher Business Management exam, this topic is most likely to appear in:

• Section 1 (Case study with extended-response questions):
  Learners apply their understanding to analyse a business scenario. For example, they might be asked to evaluate the impact of introducing new HR software.

• Section 2 (Short-answer questions):
  Includes direct recall and application questions. Command words typically include describe, explain, discuss, and justify.

Students should be prepared to:

• Define specific technologies

• Explain advantages and disadvantages in context

• Apply understanding to realistic business situations

Practising with sample case studies is particularly helpful here, especially those that include a tech-related business change.

Enterprise Skills Integration

This topic naturally supports key enterprise skills:

• Decision-making: Evaluating whether a business should invest in new HR software, weighing costs and benefits.

• Problem-solving: Addressing challenges like low staff engagement or high turnover using technology-based solutions.

• Data literacy: Analysing performance metrics or recruitment trends using HR dashboards or spreadsheets.

Classroom discussions and role-play (e.g. acting as HR managers pitching new tools) can help students sharpen these skills in ways that feel practical and engaging.

Careers Links

This topic supports Gatsby Benchmarks 4, 5 and 6 by connecting learning to career pathways. Careers that link directly include:

• HR Officer / Manager

• Learning and Development Coordinator

• Talent Acquisition Specialist

• Business Analyst (HR Systems)

• Organisational Development Consultant

You might also reference the growing demand for hybrid HR-tech roles, especially in larger organisations. A simple task — such as researching “HR Technology jobs” on a real careers site — can spark conversations about pathways and transferable skills.

Teaching Notes

Quick wins

• Use real job descriptions to anchor the lesson in current practice.

• Get students to map out the recruitment process — then overlay where technology plays a role.

• Use mock scenarios where students recommend a tech solution to a people-management issue.

Common pitfalls

• Overfocusing on tech for tech’s sake. Keep the human aspect of HR front and centre.

• Skimming the “challenges” — students should be able to critically assess both positives and negatives.

Extension activities

• Debate: “Has technology made HR more human or less?”

• Project: Design an onboarding process using available digital tools.

• Guest speaker (live or recorded): HR professional explaining how their role has changed due to tech.

This topic is plug-and-play with opportunities for cross-curricular links to digital literacy, enterprise, and careers. It’s modern, relevant, and gives students a strong foundation in how people and tech interact in the workplace.