, PLEASE USE THIS DOCUMENT AS A GUIDE TO ANSWER YOUR ASSIGNMENT
HRM2605
ASSIGNMENT 2 SEMESTER 1
DUE DATE: 09 APRIL 2026
QUESTION 1
1.1 Difference between traditional HRM and strategic HRM (4)
Traditional HRM is reactive and focuses on day-to-day HR administration such as handling
employee issues as they arise. In the scenario, Faizel “has always handled HR issues as they arise,”
which shows that problems like burnout and absenteeism are only addressed after they occur.
Strategic HRM is proactive and aligns HR practices with the organisation’s long-term goals. In the
scenario, the CEO’s request for Faizel and line managers to align HR practices with strategic goals
reflects a shift toward strategic HRM, where HR contributes to productivity, morale, and overall
business success.
1.2 Two advantages of adopting strategic HRM (4)
One advantage is improved organisational performance. When HR is aligned with strategic goals,
employees are better managed, which increases productivity and reduces issues such as absenteeism,
burnout, and declining morale as seen in the scenario.
Another advantage is improved employee engagement and retention. Strategic HRM focuses on
employee development and wellbeing, which improves morale and reduces turnover. This is
important in the scenario where the company is experiencing declining morale and absenteeism.
1.3 One proactive action to improve employee engagement (2)
Faizel and line managers could introduce regular employee engagement surveys followed by
feedback sessions. This allows employees to express concerns early and enables management to
address issues before they escalate, improving morale and engagement.
1.4 Type of HR research Mandla is conducting (2)
Mandla is conducting evaluative (impact) research. This type of research assesses whether an HR
intervention, such as leadership training, has had the desired effect. He uses pre- and post-training
data such as productivity, turnover, and absenteeism to measure outcomes.
HRM2605
ASSIGNMENT 2 SEMESTER 1
DUE DATE: 09 APRIL 2026
QUESTION 1
1.1 Difference between traditional HRM and strategic HRM (4)
Traditional HRM is reactive and focuses on day-to-day HR administration such as handling
employee issues as they arise. In the scenario, Faizel “has always handled HR issues as they arise,”
which shows that problems like burnout and absenteeism are only addressed after they occur.
Strategic HRM is proactive and aligns HR practices with the organisation’s long-term goals. In the
scenario, the CEO’s request for Faizel and line managers to align HR practices with strategic goals
reflects a shift toward strategic HRM, where HR contributes to productivity, morale, and overall
business success.
1.2 Two advantages of adopting strategic HRM (4)
One advantage is improved organisational performance. When HR is aligned with strategic goals,
employees are better managed, which increases productivity and reduces issues such as absenteeism,
burnout, and declining morale as seen in the scenario.
Another advantage is improved employee engagement and retention. Strategic HRM focuses on
employee development and wellbeing, which improves morale and reduces turnover. This is
important in the scenario where the company is experiencing declining morale and absenteeism.
1.3 One proactive action to improve employee engagement (2)
Faizel and line managers could introduce regular employee engagement surveys followed by
feedback sessions. This allows employees to express concerns early and enables management to
address issues before they escalate, improving morale and engagement.
1.4 Type of HR research Mandla is conducting (2)
Mandla is conducting evaluative (impact) research. This type of research assesses whether an HR
intervention, such as leadership training, has had the desired effect. He uses pre- and post-training
data such as productivity, turnover, and absenteeism to measure outcomes.
