CHRM8 2025 ASSIGNMENT 1 2025 CHRM8 2025
DISCLAIMER
THE DOCUMENT PRESENTED IS A DEMOSTRATION ON HOW STUDENTS CAN
APPROACH THE ASSIGNMENT FOR CHRM8. IT IS BASED ON PRESCRIBED MATERIAL
AND EXTERNAL RESEARCH. THE DOCUMENT CONTAINS BOTH SHORT NOTES AND A
RESPONSE EXAMPLE FOR EACH QUESTION. STUDENTS ARE THEREFORE ADVISED
NOT TO COPY AND PASTE BUT USE THE DOCUMENT AS A RESEARCH GUIDE THAT
WOULD HELP THEM DRAFT THEIR WON FINAL COPIES.
Page 1 of 40
,CHRM8 2025 ASSIGNMENT 1 2025 CHRM8 2025
Table of Contents
THEORETICAL FRAMEWORK.................................................................................. 3
ALTERNATIVE RESPONSE APPROACH TO QUESTION 1 ..................................... 5
QUESTION 2 (25 MARKS) ...................................................................................... 14
THEORETICAL FRAMEWORK................................................................................ 14
ALTERNATIVE APPROACH TO QUESTION 2 ........................................................ 17
QUESTION 3 (25 MARKS) ...................................................................................... 21
ALTERNATIVE APPROACH TO QUESTION 3 ........................................................ 22
QUESTION 4 (25 MARKS) ...................................................................................... 27
THEORETICAL FRAMEWORK................................................................................ 27
ALTERNATIVE APPROACH TO QUESTION 3 ........................................................ 30
Bibliography ............................................................................................................. 37
Page 2 of 40
,CHRM8 2025 ASSIGNMENT 1 2025 CHRM8 2025
Question 1 (25 Marks)
In line with the case study, discuss the stages of Strategic Human Resources
(HR) Planning. Outline ways in which HR professionals can align their strategies
to cultivate a skilled and stable workforce, drawing on the insights from
progressive companies highlighted in the case study, detail the specific actions
and considerations required at each stage of the strategic HR planning process
to effectively address these challenges and build a strong leadership pipeline,
employee engagement, and ESG-driven impact.
THEORETICAL FRAMEWORK
Common Stages of Strategic HR Planning (Wood, G. and Bischoff, C., 2022);
(Majam, T. and Jarbandhan, D.B., 2022)
Generally, Strategic HR Planning involves several key stages
i. Environmental Scanning: (Touma, 2022)
Analysing the external and internal environments to identify opportunities and threats
that may affect HR.
Insights from the Case Study: The case study highlights the significant demand for
specialised talent, the complexities involved in cultivating a robust leadership pipeline,
the prevalence of high employee turnover, the lack of manager engagement, the
challenges faced in attracting younger professionals and individuals possessing rare
skills such as cybersecurity and IT, as well as the increasing relevance of
environmental, social, and governance factors. Celeste Sirin's insights underscore
the dedication and creativity that organisations are investing in the development of
their employer brands in light of these challenges.0717513144
ii. HR Needs Assessment: (Barkhuizen & Gumede, 2021; Awalluddin, 2020)
Forecasting the current and future HR demands and comparing them with the current
HR supply.
Insights from the Case Study: The case study highlights particular requirements,
including the cultivation of future leaders, the retention of talent in production positions
and among female employees, the enhancement of managerial engagement, the
attraction of individuals possessing rare skills, and the resolution of the digital skills
deficit pertinent to ESG initiatives. The challenges associated with establishing robust
Page 3 of 40
, CHRM8 2025 ASSIGNMENT 1 2025 CHRM8 2025
leadership pipelines and the influence of organisational transformations on the
cultivation of leadership capabilities are also emphasised.
iii. HR Strategy Formulation: (Armstrong & Taylor, 2023)
Developing HR strategies and plans to address the identified gaps and align HR
activities with the overall business strategy.
Insights from the Case Study: The progressive companies in the case study have
implemented various strategies that HR professionals can consider:
a) Leadership Pipeline
b) Employee Engagement
c) Attracting Top Talent
d) ESG-Driven Impact
iv. HR Strategy Implementation (Ludwikowska, 2023)
Putting the formulated strategies and plans into action.
Insights from the Case Study: The case study describes the implementation of
various programs and initiatives, such as launching internship programs, introducing
mentoring systems, establishing communication platforms, and setting up corporate
volunteering programs. The use of IT solutions like bots and virtual assistants in
engagement and onboarding also falls under implementation.0717513144
v. Evaluation and Control: (Anwar & Abdullah, 2021)
Monitoring and evaluating the effectiveness of the implemented HR strategies and
making necessary adjustments.
Insights from the Case Study: Celeste Sirin notes the "impact they achieved" by
implementing effective solutions. The focus on "always-on" engagement strategies
and the continuous learning and upskilling implies an ongoing effort to adapt and
improve. The use of pulse surveys and feedback channels suggests mechanisms for
ongoing evaluation.
Through a comprehensive understanding of these stages and by utilising the insights
derived from the progressive companies discussed in the case study, HR
professionals are positioned to formulate and execute strategic HR plans that adeptly
Page 4 of 40
DISCLAIMER
THE DOCUMENT PRESENTED IS A DEMOSTRATION ON HOW STUDENTS CAN
APPROACH THE ASSIGNMENT FOR CHRM8. IT IS BASED ON PRESCRIBED MATERIAL
AND EXTERNAL RESEARCH. THE DOCUMENT CONTAINS BOTH SHORT NOTES AND A
RESPONSE EXAMPLE FOR EACH QUESTION. STUDENTS ARE THEREFORE ADVISED
NOT TO COPY AND PASTE BUT USE THE DOCUMENT AS A RESEARCH GUIDE THAT
WOULD HELP THEM DRAFT THEIR WON FINAL COPIES.
Page 1 of 40
,CHRM8 2025 ASSIGNMENT 1 2025 CHRM8 2025
Table of Contents
THEORETICAL FRAMEWORK.................................................................................. 3
ALTERNATIVE RESPONSE APPROACH TO QUESTION 1 ..................................... 5
QUESTION 2 (25 MARKS) ...................................................................................... 14
THEORETICAL FRAMEWORK................................................................................ 14
ALTERNATIVE APPROACH TO QUESTION 2 ........................................................ 17
QUESTION 3 (25 MARKS) ...................................................................................... 21
ALTERNATIVE APPROACH TO QUESTION 3 ........................................................ 22
QUESTION 4 (25 MARKS) ...................................................................................... 27
THEORETICAL FRAMEWORK................................................................................ 27
ALTERNATIVE APPROACH TO QUESTION 3 ........................................................ 30
Bibliography ............................................................................................................. 37
Page 2 of 40
,CHRM8 2025 ASSIGNMENT 1 2025 CHRM8 2025
Question 1 (25 Marks)
In line with the case study, discuss the stages of Strategic Human Resources
(HR) Planning. Outline ways in which HR professionals can align their strategies
to cultivate a skilled and stable workforce, drawing on the insights from
progressive companies highlighted in the case study, detail the specific actions
and considerations required at each stage of the strategic HR planning process
to effectively address these challenges and build a strong leadership pipeline,
employee engagement, and ESG-driven impact.
THEORETICAL FRAMEWORK
Common Stages of Strategic HR Planning (Wood, G. and Bischoff, C., 2022);
(Majam, T. and Jarbandhan, D.B., 2022)
Generally, Strategic HR Planning involves several key stages
i. Environmental Scanning: (Touma, 2022)
Analysing the external and internal environments to identify opportunities and threats
that may affect HR.
Insights from the Case Study: The case study highlights the significant demand for
specialised talent, the complexities involved in cultivating a robust leadership pipeline,
the prevalence of high employee turnover, the lack of manager engagement, the
challenges faced in attracting younger professionals and individuals possessing rare
skills such as cybersecurity and IT, as well as the increasing relevance of
environmental, social, and governance factors. Celeste Sirin's insights underscore
the dedication and creativity that organisations are investing in the development of
their employer brands in light of these challenges.0717513144
ii. HR Needs Assessment: (Barkhuizen & Gumede, 2021; Awalluddin, 2020)
Forecasting the current and future HR demands and comparing them with the current
HR supply.
Insights from the Case Study: The case study highlights particular requirements,
including the cultivation of future leaders, the retention of talent in production positions
and among female employees, the enhancement of managerial engagement, the
attraction of individuals possessing rare skills, and the resolution of the digital skills
deficit pertinent to ESG initiatives. The challenges associated with establishing robust
Page 3 of 40
, CHRM8 2025 ASSIGNMENT 1 2025 CHRM8 2025
leadership pipelines and the influence of organisational transformations on the
cultivation of leadership capabilities are also emphasised.
iii. HR Strategy Formulation: (Armstrong & Taylor, 2023)
Developing HR strategies and plans to address the identified gaps and align HR
activities with the overall business strategy.
Insights from the Case Study: The progressive companies in the case study have
implemented various strategies that HR professionals can consider:
a) Leadership Pipeline
b) Employee Engagement
c) Attracting Top Talent
d) ESG-Driven Impact
iv. HR Strategy Implementation (Ludwikowska, 2023)
Putting the formulated strategies and plans into action.
Insights from the Case Study: The case study describes the implementation of
various programs and initiatives, such as launching internship programs, introducing
mentoring systems, establishing communication platforms, and setting up corporate
volunteering programs. The use of IT solutions like bots and virtual assistants in
engagement and onboarding also falls under implementation.0717513144
v. Evaluation and Control: (Anwar & Abdullah, 2021)
Monitoring and evaluating the effectiveness of the implemented HR strategies and
making necessary adjustments.
Insights from the Case Study: Celeste Sirin notes the "impact they achieved" by
implementing effective solutions. The focus on "always-on" engagement strategies
and the continuous learning and upskilling implies an ongoing effort to adapt and
improve. The use of pulse surveys and feedback channels suggests mechanisms for
ongoing evaluation.
Through a comprehensive understanding of these stages and by utilising the insights
derived from the progressive companies discussed in the case study, HR
professionals are positioned to formulate and execute strategic HR plans that adeptly
Page 4 of 40
