HRM2605 Assignment 3 (COMPLETE GUIDELINE) Semester 1 2025 - DUE 6 May 2025

HRM2605 Assignment 3 (COMPLETE GUIDELINE) Semester 1 2025 - DUE 6 May 2025; 100% TRUSTED Complete, trusted solutions and explanations. For assistance, Whats-App 0.6.7-1.7.1-1.7.3.9. Ensure your success with us... 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. (5) Question 1 = 5 marks Question 2 Read the following scenario and then answer the questions that follow: Xander is the HR manager of a large distribution company in South Africa. Together with his team of HR officers, he is conducting a systematic investigation into the tasks, duties and responsibilities associated with all the jobs in the company. Their analysis focuses on factors such as the level of decision-making by employees, the skills employees need to do perform each role effectively, the degree of autonomy of each job and the mental effort demanded by the work. 2.1 Identify the process in which Xander and his team are involved. (1) 2.2 Identify and explain the two most common outcomes of this process. (4) Question 2 = 5 marks Question 3 Using a table, distinguish between the roles of the line managers and those of the the HR department in relation totraining and development (T&D). (5) Question 3 = 5 marks Question 4 Identify and briefly describe the type of internal staffing movement illustrated in each of the following scenarios: 4.1 Kaiden was moved from shop assistant to general manager after five years of service, during which he demonstrated both his loyalty and skill. His new role comes with greater responsibility and a higher salary. (2) Assessment 03 (S1-2025) 8 © Unisa 2025 4.2 Kara has been working as an administrative officer for six months. She has received office administration and on-the-job training her performance has not met expectations. As a result, her supervisor reassigns her to a lower-level position with less responsibility, working as a tea lady. (2) 4.3 Kgala is an accountant at a large auditing firm based in Johannesburg with nationwide branches. His wife has been offered a job in Cape Town, and to accommodate Kgala’s personal situation, the firm has decided to appoint him as an accountant in the Cape Town branch. (2) Question 4 = 6 marks Question 5 Read the following scenario and then answer the questions that follow: George, a line manager at a large financial institution in South Africa, finds performance appraisals challenging. He views the process as unpleasant and time-consuming and often dreads having to carry it out. However, you have learned that effective performance management can benefit both the organisation and the employee. Convince George of the importance and benefits of performance appraisals, by answering the following questions: 5.1 Briefly explain the role of the line manager in the performance appraisal process. (4) 5.2 Explain the necessity of having a performance management system, by briefly discussing the two most important objectives of a performance appraisal. (6) Question 5 = 10 marks Question 6 Differentiate between person-based and performance-based pay systems and give an example of each. (4) Question 6 = 4 marks Question 7 To accommodate employees living with HIV/AIDS, managers should develop appropriate workplace policies and programmes. Explain how line managers could accommodate employees living with HIV/AIDS by discussing the relevant objectives of the Code of Good Practice on Key Aspects of HIV/AIDS and Employment that are relevant to employers. (5) Question 7 = 5 marks Question 8 Sipho dismissed an employee who was found guilty of misconduct. Upon reviewing the minutes of the disciplinary hearing, he began to wonder if the dismissal was substantively and procedurally fair. Explain to Sipho what provisions should have been met to ensure that the dismissal for misconduct was fair. (10)