About People and human resource management in A Level Business
People and human resource management is one of the 6 main topics in our A Level Business (Cambridge (CAIE) 9609) question bank, and about 22% of its real questions come from it. Tayyari Karo has 37 real questions on this topic from 2021 to 2026, from Paper 1, Paper 2, Paper 3, Paper 4. By difficulty: 21 hard, 12 easy, 4 medium.
Work through the questions below, then open the explanation for each one. Redo the ones you missed a few days later.
Try 8 real questions
These are real past-paper questions. Think of your answer first, then open the explanation.
May/June 2026 · Paper 1 · People and human resource management
Analyse one implication for a business of high labour turnover. [5]
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5 marks: Knowledge 1 (identify one implication), Application up to 2 (developed 2 / limited 1), Analysis up to 2 (developed 2 / limited 1).
Disadvantages: recruitment and selection costs (advertising, interviewing); training costs (induction, on/off-the-job); poor output/customer service; difficulty establishing customer relationships; lower team spirit/morale; loss of experience/specialised knowledge. …
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October/November 2025 · Paper 1 · People and human resource management
Analyse one benefit to a business of low labour turnover.
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Benefits include: retain experienced, trained and skilled employees; motivated/loyal employees; lower costs; HR team focussed on current employees not recruitment; achievement of objectives; uninterrupted production process/good productivity; increased stability/reputation of business. Application: retain employees so skills are kept within the business; assurance of job security to current and prospective employees; current employees know the business well as have been there a long time; less money and time is spent on the recruitment, selection and training process for new employees; understanding of objectives may have increased over time; current employees are satisfied/better motivated …
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May/June 2024 · Paper 3 · People and human resource management
Analyse two advantages to GBS of using flexible part-time employment contracts.
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Knowledge (2 marks): Flexible part-time employment contracts — employees are only contracted to work for a certain number of hours each week but less than the full-time working week. Advantages: higher productivity due to improved employee morale; lower fixed costs; low labour turnover; less absenteeism; attract wider range of potential employees; greater commitment to and engagement with the organisation. Application (2 marks): Small number of employees (13). Link to GBS being able to react quickly to seasonal fluctuations. Link to low inventory of extracted materials. …
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October/November 2024 · Paper 3 · People and human resource management
Analyse two benefits to TC of investing in artificial intelligence (AI) for human resource management (HRM).
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Benefits include: IT enables large data storing and analytical capacity and AI takes decisions about handling data; can automate repetitive business processes; analysis of large datasets for specific reasons such as recruitment; reduce HRM costs. Application: jobs at TC involve manufacture and distribution of high value premium boxed chocolates; finance is available for HR development; Tembo has researched the initial costs and training costs; HR Manager has identified specific functions — employee selection and induction. …
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October/November 2023 · Paper 1 · People and human resource management
Analyse two ways a business could use employee participation in the management of business activity.
Evaluate whether McClelland's three needs theory is the best way to meet employee needs in a software business.
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Ways include: gain ideas about job/business/opinions; assist decision-making; increase motivation; reduce employee dissatisfaction; incorporate into organisation structure. Application: examples of employee participation — meetings, quality circles, works councils, worker directors, autonomous work groups, laissez-faire/democratic management. Analysis: taking part in meetings where the contribution of employees, their proposals and result of being allowed to take part in voting can influence the objectives and activities of the business; to operate well, employee participation may need a laissez-faire style of management — this gives employees the ability to manage their own working practice …
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May/June 2022 · Paper 1 · People and human resource management
'Non-financial motivators are the most effective way of improving employee motivation in a house building business.' Discuss the extent to which you agree with this view.
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Level 5 (17–20 marks): Effective evaluation. Knowledge (4 marks): Understanding of non-financial motivators, financial motivators, employee motivation. Application (4 marks): Reference to changes in employee motivation resulting from non-financial/financial measures. Clear link between a non-financial/financial motivator and its possible effect. Reference to examples of employee roles in a house building business. Analysis (6 marks): Team working can meet social needs (Maslow) and lead to higher productivity. Empowerment can satisfy the need for recognition and the need to be valued. Target setting: meeting or exceeding targets gives employees a feeling of job satisfaction and achievement. …
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October/November 2022 · Paper 3 · People and human resource management
Evaluate the likely impact on AP of the introduction of the new employment legislation (lines 58–62).
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Knowledge: General points about labour legislation; trade union and collective bargaining; hard and soft HRM; temporary contracts; authoritarian management style; factors affecting motivation. Application: Existing organisational structure is hierarchical with functional departments. Strict guidelines for managers, centralised decision making (hard HRM). AP's low costs, loss of ineffective employees, reputation for high quality products. The impending introduction of three areas of legislation — allowing TUs, asking business to demonstrate cooperation between management and workforce and implement a policy for diversity and equality. …
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October/November 2021 · Paper 1 · People and human resource management
Define the term 'performance-related pay'.
Explain two advantages to employees of performance-related pay.
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Usually a bonus payable in addition to basic salary. For above average performance. Financial incentive or method of employee payment. To encourage employees to meet or exceed agreed targets or complete set tasks. The more they perform, the more they get. Method of motivating employees. Based on the quality of their work. Sound definition — two points (2 marks). Partial definition — one point (1 mark).
Employees feel more motivated. May become more productive or efficient to increase their pay. More able to meet their needs, e.g. physical, self-actualisation. PRP will encourage some employees to focus more on targets. May be a link between high PRP and promotion opportunities. …
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