HRM2605
ASSIGNMENT 2
DUE DATE: 9 APRIL 2026
, HRM2605 ASSIGNMENT 2 2026
DUE 9 APRIL 2026
QUESTION 1
1.1 Explain the difference between traditional HRM and strategic HRM. Use the
scenario to illustrate your answer.
It focused on handling day-to-day employee issues as they arise, such as processing
payroll, handling grievances, and ensuring compliance. It is not closely linked to the
organisation's overall strategy. In the scenario, Faizel's approach is traditional. He
reacts to problems as they occur "handled HR issues as they arise" and has not
planned for the future, leaving the company unprepared for rapid growth (Warnich et al.,
2022: 10-11; HRM2605 Study Guide, Workbook 01: 22-23).
Strategic HRM, on the other hand, is a proactive approach that aligns all HR activities
like planning, recruitment, and training) with the organisation's long-term strategic goals
to ensure it has the right people with the right skills to achieve those goals (Warnich et
al., 2022: 10-11; HRM2605 Study Guide, Workbook 01: 22-23). Faizel's company needs
this approach. Instead of just reacting to staff burnout and absenteeism, he should be
planning to ensure the company has the necessary skilled employees to meet the
increased demand for their products.
ASSIGNMENT 2
DUE DATE: 9 APRIL 2026
, HRM2605 ASSIGNMENT 2 2026
DUE 9 APRIL 2026
QUESTION 1
1.1 Explain the difference between traditional HRM and strategic HRM. Use the
scenario to illustrate your answer.
It focused on handling day-to-day employee issues as they arise, such as processing
payroll, handling grievances, and ensuring compliance. It is not closely linked to the
organisation's overall strategy. In the scenario, Faizel's approach is traditional. He
reacts to problems as they occur "handled HR issues as they arise" and has not
planned for the future, leaving the company unprepared for rapid growth (Warnich et al.,
2022: 10-11; HRM2605 Study Guide, Workbook 01: 22-23).
Strategic HRM, on the other hand, is a proactive approach that aligns all HR activities
like planning, recruitment, and training) with the organisation's long-term strategic goals
to ensure it has the right people with the right skills to achieve those goals (Warnich et
al., 2022: 10-11; HRM2605 Study Guide, Workbook 01: 22-23). Faizel's company needs
this approach. Instead of just reacting to staff burnout and absenteeism, he should be
planning to ensure the company has the necessary skilled employees to meet the
increased demand for their products.
