IOP3706
ASSIGNMENT 3
DUE DATE: 19 MAY 2025
, Table of Contents
1. Introduction......................................................................................3
2. Organisational Background: Nkomo Holdings..................................4
3. Problem Statement: Talent Turnover and Skills Gaps.......................4
4. Theoretical Framework....................................................................5
4.1 Psychological Contract Theory.....................................................5
4.2 Equity Theory and Fairness in Reward Systems.............................6
5. Current HR Practices and Their Limitations....................................7
5.1 Recruitment and Retention Issues...............................................8
5.2 Performance Management and Recognition Gaps........................9
6. Emerging HR Trends and Strategic Alignment..............................10
6.1 Total Reward Strategy (WorldatWork Model)...............................11
6.2 Work-Life Balance and Hybrid Work Needs................................12
6.3 Career Development and Mentorship.........................................13
7. Workforce Diversity and Commitment in a South African Context....14
7.1 Race, Gender, and Career Orientation Trends.............................15
7.2 Union Involvement and Employee Voice Mechanisms.................16
8. Curriculum Transformation in HR...............................................17
8.1 Embedding Ubuntu in HR Practices..........................................18
8.2 African-Centred Knowledge in Policy Making..............................19
9. Strategic Recommendations for Nkomo Holdings..........................20
9.1 Redesigning the Reward and Performance System......................21
9.2 Building a Culture of Inclusivity and Innovation..........................22
9.3 HR Strategy Aligned to Business Lifecycle and Ubuntu Values.....23
10. Conclusion..................................................................................24
11. Reference List............................................................................25
1
, IOP3706
05/06 2025
SCENARIO/CASE STUDY
“Repositioning Talent in a Changing World”
Nkomo Holdings is a large South African organisation in the logistics and freight industry.
Over the past three years, they’ve faced severe skills shortages in critical positions such
as supply chain analytics, fleet management, and HR data science. Despite efforts to
attract talent, high turnover has remained a problem, particularly among young
professionals and mid-level managers. A recent internal climate survey revealed
dissatisfaction with career development, unfair pay practices, unclear performance
expectations, and a weak employee voice in decision- making. Trade unions have
called for improved collective bargaining structures and more inclusive labour
relations practices. In response, the company has established a task team, including HR,
union representatives, and line managers, to review their training, compensation,
performance management, and career systems in line with transformation goals. The task
team is expected to align their strategy with the emerging nature of hybrid work and digital
transformation.
2
ASSIGNMENT 3
DUE DATE: 19 MAY 2025
, Table of Contents
1. Introduction......................................................................................3
2. Organisational Background: Nkomo Holdings..................................4
3. Problem Statement: Talent Turnover and Skills Gaps.......................4
4. Theoretical Framework....................................................................5
4.1 Psychological Contract Theory.....................................................5
4.2 Equity Theory and Fairness in Reward Systems.............................6
5. Current HR Practices and Their Limitations....................................7
5.1 Recruitment and Retention Issues...............................................8
5.2 Performance Management and Recognition Gaps........................9
6. Emerging HR Trends and Strategic Alignment..............................10
6.1 Total Reward Strategy (WorldatWork Model)...............................11
6.2 Work-Life Balance and Hybrid Work Needs................................12
6.3 Career Development and Mentorship.........................................13
7. Workforce Diversity and Commitment in a South African Context....14
7.1 Race, Gender, and Career Orientation Trends.............................15
7.2 Union Involvement and Employee Voice Mechanisms.................16
8. Curriculum Transformation in HR...............................................17
8.1 Embedding Ubuntu in HR Practices..........................................18
8.2 African-Centred Knowledge in Policy Making..............................19
9. Strategic Recommendations for Nkomo Holdings..........................20
9.1 Redesigning the Reward and Performance System......................21
9.2 Building a Culture of Inclusivity and Innovation..........................22
9.3 HR Strategy Aligned to Business Lifecycle and Ubuntu Values.....23
10. Conclusion..................................................................................24
11. Reference List............................................................................25
1
, IOP3706
05/06 2025
SCENARIO/CASE STUDY
“Repositioning Talent in a Changing World”
Nkomo Holdings is a large South African organisation in the logistics and freight industry.
Over the past three years, they’ve faced severe skills shortages in critical positions such
as supply chain analytics, fleet management, and HR data science. Despite efforts to
attract talent, high turnover has remained a problem, particularly among young
professionals and mid-level managers. A recent internal climate survey revealed
dissatisfaction with career development, unfair pay practices, unclear performance
expectations, and a weak employee voice in decision- making. Trade unions have
called for improved collective bargaining structures and more inclusive labour
relations practices. In response, the company has established a task team, including HR,
union representatives, and line managers, to review their training, compensation,
performance management, and career systems in line with transformation goals. The task
team is expected to align their strategy with the emerging nature of hybrid work and digital
transformation.
2
