, HRM2605 Assignment 2 (COMPLETE ANSWERS) Semester 1
2026 - DUE 9 April 2026; 100% trusted ,comprehensive and
complete reliable solution with clear explanation.
Question 1
Scenario Recap: Faizel, the HR manager at a medium-sized
manufacturing firm, has historically handled HR issues reactively. With
the company experiencing rapid growth, employees are showing signs of
burnout, absenteeism, and declining morale. The CEO has requested that
Faizel and the line managers collaborate to ensure HR practices align
with strategic goals, while Mandla, the HR analyst, is tasked with
evaluating whether recent leadership training has improved productivity
and reduced costs.
1.1 Difference between Traditional HRM and Strategic HRM (4
marks)
Traditional HRM primarily focuses on administrative and operational
functions such as recruitment, payroll, compliance, and employee
record-keeping. It tends to respond to problems as they arise rather than
planning ahead, which often results in reactive management. In contrast,
Strategic HRM integrates human resource management into the
organisation’s long-term strategic planning, ensuring that HR practices
actively support the company’s business goals. It focuses on workforce
planning, aligning employee capabilities with organisational needs, and
fostering competitive advantage through people.
Illustration from scenario: Faizel has been operating under traditional
HRM by addressing issues like burnout, absenteeism, and morale
problems only after they occur. The CEO’s directive for Faizel and the
line managers to align HR practices with strategic objectives represents
2026 - DUE 9 April 2026; 100% trusted ,comprehensive and
complete reliable solution with clear explanation.
Question 1
Scenario Recap: Faizel, the HR manager at a medium-sized
manufacturing firm, has historically handled HR issues reactively. With
the company experiencing rapid growth, employees are showing signs of
burnout, absenteeism, and declining morale. The CEO has requested that
Faizel and the line managers collaborate to ensure HR practices align
with strategic goals, while Mandla, the HR analyst, is tasked with
evaluating whether recent leadership training has improved productivity
and reduced costs.
1.1 Difference between Traditional HRM and Strategic HRM (4
marks)
Traditional HRM primarily focuses on administrative and operational
functions such as recruitment, payroll, compliance, and employee
record-keeping. It tends to respond to problems as they arise rather than
planning ahead, which often results in reactive management. In contrast,
Strategic HRM integrates human resource management into the
organisation’s long-term strategic planning, ensuring that HR practices
actively support the company’s business goals. It focuses on workforce
planning, aligning employee capabilities with organisational needs, and
fostering competitive advantage through people.
Illustration from scenario: Faizel has been operating under traditional
HRM by addressing issues like burnout, absenteeism, and morale
problems only after they occur. The CEO’s directive for Faizel and the
line managers to align HR practices with strategic objectives represents
