⋆ ⋆ ⋆
]]
HRM1501: Introduction to Hu-
man Resource Management
OCT/NOV Examination 2026 Preparation
Covers Past Papers: OCT/NOV 2023, OCT/NOV 2024 & OCT/NOV 2025
⋆ ⋄ ⋆ ⋄ ⋆ ⋄ ⋆ ⋄ ⋆
Human Resource Management
Exam Revision Guide
HRM1501
Module Code:
Introduction to Human Resource Manage-
Module Name:
ment
OCT/NOV 2023, OCT/NOV 2024,
Papers Covered:
OCT/NOV 2025
OCT/NOV 2026
Exam Target:
100 marks per paper
Total Marks:
Use this guide to revise thoroughly. Focus on understanding, not memorisation. All
questions answered with full study notes.
Exam Revision Notes | HRM1501 | 2023–2025
,HRM1501 | Exam Revision 2023–2025 Introduction to Human Resource Management
SECTION A: OCT/NOV 2025 EXAMINATION
HRM1501 – Introduction to Human Resource Management
Page 2 of 31
,HRM1501 | Exam Revision 2023–2025 Introduction to Human Resource Management
Question 1 [25 marks]
(a) [10 marks]
Question: Define the concept Human Resource Management (HRM) and explain
the four key elements that are characteristic of HRM according to the literature. Use
relevant examples to support your answer.
Answer:
Key Concept
Human Resource Management (HRM) is the function within an organisation that
focuses on the management and development of employees (human resources) in order
to achieve the organisation’s objectives in the most efficient and effective manner possi-
ble. HRM encompasses policies, practices and programmes that govern the employment
relationship.
The four key elements characteristic of HRM (as discussed by Storey):
• HRM acts in the belief that people are the key to organisational success: Em-
ployees are viewed as assets, not costs. Investing in people improves competitive advan-
tage.
• HRM takes a strategic approach: HR activities are aligned with the overall organi-
sational strategy. HR is not merely administrative but contributes to long-term organisa-
tional goals.
• Line managers play a central role in HRM: People management is not the exclusive
domain of HR specialists. Every manager is responsible for managing their team’s perfor-
mance and development.
• HRM aims to create a committed workforce: The goal is to foster employee com-
mitment, engagement and motivation so that employees willingly contribute to organisa-
tional success.
Example
In a South African retail company such as Shoprite, the HRM department develops
recruitment policies, training programmes and performance appraisal systems. Line
managers in each store also conduct daily performance discussions with their team –
Page 3 of 31
,HRM1501 | Exam Revision 2023–2025 Introduction to Human Resource Management
illustrating the shared responsibility for HRM.
Exam Tip
When answering “define and discuss” questions, always (1) give a clear definition, (2)
list and explain each point separately, and (3) link with a brief example. Each element
correctly identified and explained earns 2 marks.
(b) [8 marks]
Question: Distinguish between HRM policies, HRM practices and HRM pro-
grammes. Provide one example of each.
Answer:
Table 1: HRM Policies, Practices and Programmes Compared
Definition Example
Concept
A formal guide or set of rules that directs A written policy stating
HRM Policy HR decision-making and ensures consistency that all vacancies must
throughout the organisation. first be advertised in-
ternally before external
recruitment.
The actual activities or procedures carried out Conducting a structured
HRM Practice by managers and HR staff in the day-to-day panel interview when se-
management of employees. lecting a new employee.
A planned set of activities or initiatives de- A six-month graduate
HRM Pro- signed to achieve a specific HR objective over a development programme
gramme
period of time. for newly appointed
employees.
Exam Tip
Remember: a policy sets the rule; a practice is what people actually do; a pro-
gramme is a structured initiative with a defined timeframe and goal.
(c) [7 marks]
Question: Briefly explain the seven management functions of an organisation and
identify which one is Human Resource Management.
Answer:
Page 4 of 31
,HRM1501 | Exam Revision 2023–2025 Introduction to Human Resource Management
HRM is one of seven key management functions in an organisation:
1. General management: Concerned with planning, organising, leading and controlling all
other functions.
2. Financial management: Ensures the organisation has the financial resources it needs
and manages them efficiently.
3. Marketing management: Ensures products and services reach the end user; manages
the organisation’s market reputation.
4. Production and operations management: Ensures the availability of products and
services that clients need.
5. Purchasing management: Ensures raw materials and other supplies are available for
production.
6. Public relations management: Ensures a positive corporate image for the organisa-
tion.
7. Human resource management: Ensures the organisation has the right people with the
right skills in the right place at the right time – the focus of this module.
Page 5 of 31
, HRM1501 | Exam Revision 2023–2025 Introduction to Human Resource Management
Question 2 [25 marks]
(a) [10 marks]
Question: Explain the concept Human Resource Planning (HRP) and discuss the
steps involved in the HRP process. Why is HRP important for organisations?
Answer:
Key Concept
Human Resource Planning (HRP) is the process by which an organisation ensures
that it has the right number of people, with the right skills, in the right jobs, at the
right time. HRP involves analysing current HR capacity and forecasting future HR
needs.
Steps in the HRP Process:
1. Analyse organisational plans and objectives: HRP starts with understanding what
the organisation aims to achieve so HR can support those goals.
2. Assess current HR supply: Conduct a skills inventory to determine the existing work-
force’s numbers, skills, qualifications and performance levels.
3. Forecast HR demand: Estimate the number and type of employees needed in the fu-
ture based on organisational strategy.
4. Identify the HR gap: Compare current supply with future demand to identify surpluses
or shortfalls.
5. Develop HR strategies: Plan actions to bridge the gap – such as recruitment, training,
redeployment or retrenchment.
6. Implement and monitor the plan: Put HR activities in motion and evaluate progress
regularly.
Importance of HRP:
• Prevents both understaffing and overstaffing.
• Ensures the organisation can meet future skill demands.
• Reduces costs by planning recruitment and training proactively.
• Supports strategic objectives by aligning people with business needs.
• Assists in workforce diversity and transformation planning.
Page 6 of 31
]]
HRM1501: Introduction to Hu-
man Resource Management
OCT/NOV Examination 2026 Preparation
Covers Past Papers: OCT/NOV 2023, OCT/NOV 2024 & OCT/NOV 2025
⋆ ⋄ ⋆ ⋄ ⋆ ⋄ ⋆ ⋄ ⋆
Human Resource Management
Exam Revision Guide
HRM1501
Module Code:
Introduction to Human Resource Manage-
Module Name:
ment
OCT/NOV 2023, OCT/NOV 2024,
Papers Covered:
OCT/NOV 2025
OCT/NOV 2026
Exam Target:
100 marks per paper
Total Marks:
Use this guide to revise thoroughly. Focus on understanding, not memorisation. All
questions answered with full study notes.
Exam Revision Notes | HRM1501 | 2023–2025
,HRM1501 | Exam Revision 2023–2025 Introduction to Human Resource Management
SECTION A: OCT/NOV 2025 EXAMINATION
HRM1501 – Introduction to Human Resource Management
Page 2 of 31
,HRM1501 | Exam Revision 2023–2025 Introduction to Human Resource Management
Question 1 [25 marks]
(a) [10 marks]
Question: Define the concept Human Resource Management (HRM) and explain
the four key elements that are characteristic of HRM according to the literature. Use
relevant examples to support your answer.
Answer:
Key Concept
Human Resource Management (HRM) is the function within an organisation that
focuses on the management and development of employees (human resources) in order
to achieve the organisation’s objectives in the most efficient and effective manner possi-
ble. HRM encompasses policies, practices and programmes that govern the employment
relationship.
The four key elements characteristic of HRM (as discussed by Storey):
• HRM acts in the belief that people are the key to organisational success: Em-
ployees are viewed as assets, not costs. Investing in people improves competitive advan-
tage.
• HRM takes a strategic approach: HR activities are aligned with the overall organi-
sational strategy. HR is not merely administrative but contributes to long-term organisa-
tional goals.
• Line managers play a central role in HRM: People management is not the exclusive
domain of HR specialists. Every manager is responsible for managing their team’s perfor-
mance and development.
• HRM aims to create a committed workforce: The goal is to foster employee com-
mitment, engagement and motivation so that employees willingly contribute to organisa-
tional success.
Example
In a South African retail company such as Shoprite, the HRM department develops
recruitment policies, training programmes and performance appraisal systems. Line
managers in each store also conduct daily performance discussions with their team –
Page 3 of 31
,HRM1501 | Exam Revision 2023–2025 Introduction to Human Resource Management
illustrating the shared responsibility for HRM.
Exam Tip
When answering “define and discuss” questions, always (1) give a clear definition, (2)
list and explain each point separately, and (3) link with a brief example. Each element
correctly identified and explained earns 2 marks.
(b) [8 marks]
Question: Distinguish between HRM policies, HRM practices and HRM pro-
grammes. Provide one example of each.
Answer:
Table 1: HRM Policies, Practices and Programmes Compared
Definition Example
Concept
A formal guide or set of rules that directs A written policy stating
HRM Policy HR decision-making and ensures consistency that all vacancies must
throughout the organisation. first be advertised in-
ternally before external
recruitment.
The actual activities or procedures carried out Conducting a structured
HRM Practice by managers and HR staff in the day-to-day panel interview when se-
management of employees. lecting a new employee.
A planned set of activities or initiatives de- A six-month graduate
HRM Pro- signed to achieve a specific HR objective over a development programme
gramme
period of time. for newly appointed
employees.
Exam Tip
Remember: a policy sets the rule; a practice is what people actually do; a pro-
gramme is a structured initiative with a defined timeframe and goal.
(c) [7 marks]
Question: Briefly explain the seven management functions of an organisation and
identify which one is Human Resource Management.
Answer:
Page 4 of 31
,HRM1501 | Exam Revision 2023–2025 Introduction to Human Resource Management
HRM is one of seven key management functions in an organisation:
1. General management: Concerned with planning, organising, leading and controlling all
other functions.
2. Financial management: Ensures the organisation has the financial resources it needs
and manages them efficiently.
3. Marketing management: Ensures products and services reach the end user; manages
the organisation’s market reputation.
4. Production and operations management: Ensures the availability of products and
services that clients need.
5. Purchasing management: Ensures raw materials and other supplies are available for
production.
6. Public relations management: Ensures a positive corporate image for the organisa-
tion.
7. Human resource management: Ensures the organisation has the right people with the
right skills in the right place at the right time – the focus of this module.
Page 5 of 31
, HRM1501 | Exam Revision 2023–2025 Introduction to Human Resource Management
Question 2 [25 marks]
(a) [10 marks]
Question: Explain the concept Human Resource Planning (HRP) and discuss the
steps involved in the HRP process. Why is HRP important for organisations?
Answer:
Key Concept
Human Resource Planning (HRP) is the process by which an organisation ensures
that it has the right number of people, with the right skills, in the right jobs, at the
right time. HRP involves analysing current HR capacity and forecasting future HR
needs.
Steps in the HRP Process:
1. Analyse organisational plans and objectives: HRP starts with understanding what
the organisation aims to achieve so HR can support those goals.
2. Assess current HR supply: Conduct a skills inventory to determine the existing work-
force’s numbers, skills, qualifications and performance levels.
3. Forecast HR demand: Estimate the number and type of employees needed in the fu-
ture based on organisational strategy.
4. Identify the HR gap: Compare current supply with future demand to identify surpluses
or shortfalls.
5. Develop HR strategies: Plan actions to bridge the gap – such as recruitment, training,
redeployment or retrenchment.
6. Implement and monitor the plan: Put HR activities in motion and evaluate progress
regularly.
Importance of HRP:
• Prevents both understaffing and overstaffing.
• Ensures the organisation can meet future skill demands.
• Reduces costs by planning recruitment and training proactively.
• Supports strategic objectives by aligning people with business needs.
• Assists in workforce diversity and transformation planning.
Page 6 of 31
