11–12Business Studies 11–12 Syllabus (2026)

Role of human resource management

Human resource objectives, including employee engagement, building human capital and labour cost efficiency

Role of employees, line managers, contractors and trade unions

Benefits of effective recruitment and selection

Purpose of technical skills, soft skills, job fit and cultural fit in recruitment

Advantages and disadvantages of internal recruitment and external recruitment

Advantages and disadvantages of global recruitment

Selection methods, including résumé screening, interviews, tests and reference checks

Benefits of human resource development

Methods of human resource development, including induction, on-the-job training, off-the-job training, feedback and mentoring

Purpose of rewards

Monetary rewards, including base pay, performance pay and benefits

Non-monetary rewards, including job design, development, corporate culture, and flexible and remote work

Role and limitations of each type of reward

Types of voluntary separation, including resignation, retirement and voluntary redundancy

Types of involuntary separation, including performance-based dismissal, misconduct-based dismissal and retrenchment

Costs and benefits of separation

Role of performance management in human resource development, determining rewards, and dismissal

Economic influences, including the business cycle and unemployment

Technological influences, including changing labour needs and the impact of digital innovation on the administration of human resource activities

Legal influences, including permanent and casual employment types, minimum employment entitlements, awards, enterprise bargaining, common law contracts, protected industrial action, anti-discrimination requirements and unfair dismissal provisions

Ethical influences, including the benefits of a diverse and inclusive workforce and employee training to build cultural capability for all employees

Interpret key human resources function metrics, including voluntary employee turnover, worker satisfaction, employee productivity and labour cost percentage

Compare human resources function metrics to past performance, targets and industry benchmarks

Corrective action to improve the human resources function’s performance

Interdependence of human resources decisions with other business functions

Alignment of decisions within the human resources function, across business functions and with business strategy