Evaluate the impact of Chelsea's HR strategy on RR's performance between 2021 and 2024.

Mark scheme

Marking points from the official mark scheme (May/June 2025). The mark or mark type is shown in brackets.

1. [3] (AO1 Knowledge) Definition of HR Strategy (achieving business objectives is also accepted)
2. [3] (AO1 Knowledge) The difference between 'hard' and 'soft' HRM
3. [1] (AO2 Application) Application for use of RR's context, e.g., RR was established in 1980 and had a positive reputation, or Chelsea took over business as a sole trader on 1st January 2021.
4. [1] (AO2 Application) Application for use of RR's context, e.g., Chelsea's HR strategy aimed to reduce labour cost by making five employees redundant (two chefs and three customer service employees).
5. [1-3] (AO3 Analysis Level 1) Limited analysis that identifies connections between causes, impacts and/or consequences.
6. [4-6] (AO3 Analysis Level 2) Developed analysis of individual strategic element(s) that identifies connections between causes, impacts and/or consequences.
7. [7-8] (AO3 Analysis Level 3) Developed analysis of the overall strategy that identifies connections between causes, impacts and/or consequences, showing a counter answer (2-sided).
8. [1-2] (AO4 Evaluation Level 1) Limited evaluation: A judgement/conclusion is made with limited supporting comment/evidence. An attempt is made to balance the arguments.
9. [3-5] (AO4 Evaluation Level 2) Developed evaluation: A developed judgement/conclusion is made. Developed evaluative comments which balance some key arguments.
10. [6-7] (AO4 Evaluation Level 3) Effective evaluation: A developed judgement/conclusion is made in the business context that draws together developed evaluative comments which balance some key arguments in the business context.