HRM2605 ASSIGNMENT 2 2026
DUE 1 SEPTEMBER 2026
Question 1
Explain how strategic human resource planning (SHRP) and recruitment and
selection are used together to ensure that an organisation has sufficient staff with
the required skills, knowledge and experience to do the work.
Strategic Human Resource Planning (SHRP), recruitment, and selection are
interdependent processes that work together as a cycle to ensure an organisation has
the right people, with the right skills, in the right jobs, at the right time.
SHRP is the process of translating organisational goals into HR objectives to ensure the
organisation is neither overstaffed nor understaffed. It involves forecasting the
organisation's future demand for employees (the number and types of people needed)
and analysing the current supply of employees the skills, knowledge and experience
already available. Through this process, organisations can identify future vacancies and
positions that will need to be filled.
(HRM2605 Study Guide, Lesson 02: Strategic HR Planning and Research; Lesson 04:
Employee Recruitment and Selection)
, Recruitment begins once a vacancy has been identified through SHRP. It involves
attracting a pool of qualified candidates who are available and qualified to fill the position.
The recruitment effort ensures that there are enough applicants from which to choose.
Selection is the process of choosing, from the pool of applicants, the individual best
suited for the particular position. This involves evaluating candidates through interviews,
tests, reference checks and other methods to ensure the chosen person has the required
skills, knowledge and experience.
These three processes complement each other, you cannot select without first recruiting,
and you cannot recruit without first determining through SHRP whether you need to.
SHRP identifies the need, recruitment attracts candidates, and selection chooses the
best fit.
Question 2
2.1 Identify the HR process that Naledi and her team are conducting.
Naledi and her team are conducting a job analysis.
A job analysis is a systematic process of gathering and analysing information about the
content, context and human requirements of a job. Naledi and her team are investigating
tasks, duties, responsibilities, decision-making levels, required skills, autonomy and
mental effort – all of which are key elements of a job analysis.
(HRM2605 Study Guide, Lesson 03: Job Design and Job Analysis; Prescribed Textbook,
Chapter 5)
DUE 1 SEPTEMBER 2026
Question 1
Explain how strategic human resource planning (SHRP) and recruitment and
selection are used together to ensure that an organisation has sufficient staff with
the required skills, knowledge and experience to do the work.
Strategic Human Resource Planning (SHRP), recruitment, and selection are
interdependent processes that work together as a cycle to ensure an organisation has
the right people, with the right skills, in the right jobs, at the right time.
SHRP is the process of translating organisational goals into HR objectives to ensure the
organisation is neither overstaffed nor understaffed. It involves forecasting the
organisation's future demand for employees (the number and types of people needed)
and analysing the current supply of employees the skills, knowledge and experience
already available. Through this process, organisations can identify future vacancies and
positions that will need to be filled.
(HRM2605 Study Guide, Lesson 02: Strategic HR Planning and Research; Lesson 04:
Employee Recruitment and Selection)
, Recruitment begins once a vacancy has been identified through SHRP. It involves
attracting a pool of qualified candidates who are available and qualified to fill the position.
The recruitment effort ensures that there are enough applicants from which to choose.
Selection is the process of choosing, from the pool of applicants, the individual best
suited for the particular position. This involves evaluating candidates through interviews,
tests, reference checks and other methods to ensure the chosen person has the required
skills, knowledge and experience.
These three processes complement each other, you cannot select without first recruiting,
and you cannot recruit without first determining through SHRP whether you need to.
SHRP identifies the need, recruitment attracts candidates, and selection chooses the
best fit.
Question 2
2.1 Identify the HR process that Naledi and her team are conducting.
Naledi and her team are conducting a job analysis.
A job analysis is a systematic process of gathering and analysing information about the
content, context and human requirements of a job. Naledi and her team are investigating
tasks, duties, responsibilities, decision-making levels, required skills, autonomy and
mental effort – all of which are key elements of a job analysis.
(HRM2605 Study Guide, Lesson 03: Job Design and Job Analysis; Prescribed Textbook,
Chapter 5)
