OR

Mark scheme

Marking points from the official mark scheme (May/June 2024). The mark or mark type is shown in brackets.

1. [1] (a) Lowers cost of recruiting new staff.
2. [1] (a) Less employee training required
3. [1] (a) Staff loyalty and morale likely to be high
4. [1] (a) Less risk of work building up with gaps when staff leave
5. [1] (a) Consistency of production
6. [1] (a) Production quality maintained
7. [1] (a) Customer contact retained
8. [1] (a) Reputation of business high
9. [1] (a) Less people leave the business, low replacement costs
10. [1] (a) Fewer employees require induction or other training
11. [1] (a) Staff content to stay in business
12. [1] (a) Sufficient numbers of staff maintained
13. [1] (a) Experienced workers remain in the business
14. [1] (a) Product quality maintained
15. [1] (a) Customers relate to known staff
16. [2] (a) Lower recruitment and training costs means more money to reinvest in other areas of the business.
17. [2] (a) Consistent customer relationships – means less chance of losing customers – maintain or even increase sales.
18. [2] (a) Consistent quality of products and services – less errors less waste/complaints – decreased costs /improved image
19. [2] (a) Low turnover might make business attractive when business does need to recruit – attract better quality workers.
20. [2] (a) Better morale and team spirit – can lead to higher productivity
21. [2] (a) Less risk of being short staffed so build reputation with customers for meeting orders
22. [2] (a) Knowledge and skills kept within the business – can increase goodwill and value of the business – if it were to be sold.
23. [1] (b) Work-life balance is about creating and maintaining supportive and healthy work environments that enable employees to have balance between work and other aspects of life – family, friends, community, personal growth.
24. [1] (b) Employee welfare is overseen by HRM departments who may offer counselling and other services to staff who are in need of support, perhaps because of family or financial problems.
25. [1] (b) HRM is the strategic approach to the effective management of organisations workers so that they help the business gain a competitive advantage.
26. [1] (b) Bus drivers and conductors have stressful jobs
27. [1] (b) Bus drivers are required to drive safely
28. [1] (b) They need to be alert and not over tired
29. [1] (b) Bus drivers and conductors are close to passengers
30. [1] (b) They need to be work regularly to guarantee a bus timetable
31. [1] (b) WLB could lead to bus drivers feeling more optimistic about responsibilities – better able to meet timetable targets
32. [1] (b) Potentially lower labour turnover and absenteeism reduced if staff feel they have a good WLB
33. [1] (b) Bus drivers might have more energy and be less tired with good WLB – leading to better customer experience
34. [1] (b) Stressed and overworked bus staff may be rude or not deal very well with angry passengers – which might lead to customer complaints and demotivated/demoralised drivers
35. [1] (b) WLB could reduce negative effects of work-life conflict – such as health risks – smoking, drinking, weight gain, depression - on employees – business will build good image for business as a caring employer – leading to healthier drivers
36. [1] (b) Strengthen employee loyalty and productivity – which means buses might run on time – increase reputation and esteem for drivers
37. [1] (b) Duty of care to employees – means it will reduce likelihood of paying compensation to employees/customers if accidents occur to elderly passengers due to speeding drivers.
38. [6] (b) A judgement/decision is made as to whether WLB is the most important HRM factor for employee welfare in a local bus service.
39. [6] (b) A judgement is made as to the importance of HR concern for WLB for the welfare of those working for a local bus service.
40. [6] (b) How might WLB be an important HRM factor for employee welfare? – improve performance, improve morale of staff, prevent over tiredness, signal concern for and confidence in staff
41. [6] (b) Might other HRM factors be equally/more important than WLB for welfare of bus service staff such as training, shorter work hours, more pay, or better quality management/supervision, better canteen facilities, better holiday entitlements?